Update the procurement management plan and negotiate with the contractor

Update the procurement strategy and negotiate with the contractor

According to the PMBOK Guide, 7th edition, one of the project manager’s responsibilities is to develop the project team, which includes enhancing their competencies and interactions1. This can be done through various methods, such as training, coaching, mentoring, knowledge sharing, and feedback1. In this scenario, the project manager notices that only one team member has a technical skill that is essential for the product quality and schedule. This creates a risk of dependency, delay, and error. To prevent the team from being unqualified, the project manager should take two actions:

Encourage working in pairs and knowledge sharing: This is a form of informal training that allows the team members to learn from each other and transfer the technical skill. It also fosters collaboration, communication, and trust among the team members12.

Facilitate a training event with an external trainer: This is a form of formal training that provides the team members with a structured and standardized learning experience. It also ensures that the team members acquire the technical skill from a qualified and experienced source13.

These two actions will help the project manager develop the project team’s competencies and performance, as well as mitigate the risk of quality and schedule issues.

References:
PMBOK Guide, 7th edition, Chapter 9: Team Development
PMP Exam Prep, 11th edition, by Rita Mulcahy, Chapter 9: Resource Management, page 357
Professional in Business Analysis (PMI-PBA) Handbook, page 23

According to the Project Management Professional (PMP)® Guide, the procurement management plan is a document that describes how the project will acquire goods and services from external sources. It includes the procurement strategy, the contract types, the procurement roles and responsibilities, the procurement documents, the procurement process, and the change control process. The procurement management plan should be updated whenever there are changes in the project scope, schedule, budget, quality, or risks that affect the procurement activities. In this case, the project manager should update the procurement management plan to reflect the current situation of the project and the contractor’s offer. Then, the project manager should negotiate with the contractor to reach a mutually acceptable agreement on the costs, terms, and conditions of the contract. Negotiation is a technique that involves communication, problem-solving, and decision-making to resolve conflicts and disputes between parties. Negotiation can help the project manager and the contractor to achieve a win-win outcome that satisfies both their interests and objectives. Negotiation can also help to maintain a positive and collaborative relationship between the project manager and the contractor, which is essential for the successful completion of the project. References:

1: Project Procurement Management - PMI
2: Procurement Management Plan Template - Project Management Docs
3: Negotiation - PMI
4: Negotiation Skills for Project Managers - ProjectManager

Introduce a recognition program to motivate and reward resource performance

Enhance the competencies of the project team through training, mentoring and coaching

These two actions can help mitigate the risk of staff turnover during the course of a large multi-year project, because they can increase the satisfaction, motivation, and loyalty of the project team members. A recognition program can show appreciation and gratitude for the team members’ efforts and achievements, and provide positive reinforcement for their desired behavior. Training, mentoring and coaching can improve the skills and performance of the team members, and provide them with opportunities for learning and growth. These actions can also foster a positive and collaborative team culture, and enhance the trust and communication between the project manager and the team members. The other options are not effective actions to mitigate the risk of staff turnover, because they may not address the root causes or consequences of the risk, or they may create more problems or risks. Increasing the trained staff to create back-up for resources may not be feasible or

cost-effective, and it may create redundancy, confusion, or conflict among the team members. Meeting with management to discuss dividing the project into smaller projects may not be possible or desirable, and it may affect the scope, quality, or benefits of the project. Convincing senior management to hire third-party staff may not be beneficial or reliable, and it may increase the complexity and risk of the project. References: Positive Reinforcement | PMI - Project Management Institute, [The Mindful Project Manager’s Guide To Team Motivation: 11 … - Planio].

Conduct a stakeholder analysis to identify how regional policies may influence needs

The first step the project manager should take to gather customer requirements for an information security project is to conduct a stakeholder analysis. A stakeholder analysis is a technique that helps identify the key stakeholders, their needs, expectations, interests, and influence on the project. By conducting a stakeholder analysis, the project manager can understand how regional policies may affect the customer requirements, such as legal, regulatory, cultural, or ethical factors. A stakeholder analysis can also help the project manager prioritize the requirements and plan the communication and engagement strategies with the stakeholders. References: = PMBOK® Guide, Sixth Edition, pages 513-515; A 6-step guide to requirements gathering for project success, Step 1: Assign roles.

Mentor the marketing director on hybrid approaches

According to the PMBOK® Guide 7th Edition, one of the principles of project management is to “tailor based on context”. This means that the project manager should adapt the project delivery approach to the specific needs and characteristics of the project, the organization, and the stakeholders. Hybrid approaches are a way of combining predictive and adaptive methods to suit the project context and deliver value. The marketing director, as a key stakeholder, needs to understand and support the hybrid approach chosen by the project manager and the team. Therefore, the best option is for the project manager to mentor the marketing director on hybrid approaches, explaining the benefits, challenges, and best practices of using them. This will help the director to appreciate the value of the hybrid approach and provide the necessary guidance and resources to the project. The other options are not as effective because they do not address the knowledge gap of the director and may create resistance or confusion. Asking the director to participate in daily meetings may be too overwhelming and time-consuming for the director, and may not provide enough information or context on the hybrid approach. Asking the team members to coach the director may create role confusion and undermine the authority and credibility of the project manager. Training the team and keeping the director informed may not be sufficient to gain the director’s support and involvement, and may create a disconnect between the team and the director. References: : PMBOK® Guide 7th Edition, PMI, 2021, p. 9 : Agile Practice Guide, PMI, 2017, pp. 27-28

Set up a meeting with neighborhood representatives to win their cooperation

Analyze the situation and find out what is causing the neighborhood's negative attitude.

The project manager should take two actions to deal with the situation of the neighbors not being satisfied with the project and resisting it. One action is to set up a meeting with neighborhood representatives to win their cooperation. This action can help the project manager to communicate with the neighbors, listen to their concerns and complaints, and explain the benefits and value of the project. The project manager can also use this opportunity to negotiate with the neighbors, offer them some incentives or compensation, and seek their support and feedback for the project. By engaging with the neighbors, the project manager can build trust and rapport with them, and reduce the potential for conflict and disruption12.

Another action is to analyze the situation and find out what is causing the neighborhood’s negative attitude. This action can help the project manager to identify the root causes of the problem, such as lack of information, misunderstanding, fear of change, or dissatisfaction with the project’s impact. The project manager can use tools such as stakeholder analysis, SWOT analysis, or force field analysis to assess the situation and the factors influencing it. By understanding the problem, the project manager can devise appropriate solutions and strategies to address it34. References: = 12 Project Management Challenges and How To Solve Them, Challenge 11: Stakeholder resistance; 8 Steps for Better Issue Management, Step 5: Communicate with the team; PMBOK® Guide, Sixth Edition, pages 513-515, 395-396; 4 Phases of the Project Management Lifecycle Explained, Phase 2: Planning.

Review constraints in the ongoing sprint planning and evaluate options for the release plan

This option reflects the agile mindset of inspecting and adapting to the current situation, and finding the best way to deliver value to the customer. The other options are either too rigid (B and C) or too risky (D) for an agile project.

However, this is only a suggestion based on one source of reference. You may find other sources that support a different answer, or have a different interpretation of the question. Therefore, you should always check the validity and reliability of the information you find online, and compare it with your own knowledge and experience.

I hope this helps you with your question. If you need more information, you can use the links below to access the web search results. Thank you for using Bing.

References: 1: Oliver Lehmann 175 questions - PM PrepCast Forum 2: (PDF) 175 PMP Sample Questions | khurram shahzad - Academia.edu 3: PMBOK Guide 5th Edition : Agile Practice Guide

Revisit the team's discussion on team behaviors and norms

Coach the new team member to improve engagement with the team.

A self-organizing team is a team that has the authority and autonomy to decide how to perform their work, without being directed or controlled by external factors. A self-organizing team is able to adapt, collaborate, and innovate, and deliver value to the customer and the organization. According to the Professional in Business Analysis Reference Materials1, self-organizing teams are based on trust, collaboration, and empowerment of individuals.

In this scenario, a new team member is added to a self-organizing team, but the new team member is reluctant to speak and take part in team discussions or decisions. This could indicate that the new team member is not comfortable, confident, or familiar with the team culture, dynamics, or expectations. This could affect the team performance, cohesion, and satisfaction.

Therefore, the best two actions that the team should take to engage this new team member are:

Revisit the team’s discussion on team behaviors and norms: This action can help the new team member to understand the team values, principles, and rules that guide the team’s work and interactions. It can also help the team to clarify and align their expectations, roles, and responsibilities, and to address any issues or conflicts that may arise. By revisiting the team behaviors and norms, the team can create a shared vision and a sense of belonging for the new team member, and foster trust and respect among the team members.

Coach the new team member to improve engagement with the team: This action can help the new team member to develop the skills, knowledge, and confidence to participate and contribute to the team’s work and decisions. It can also help the new team member to receive feedback, support, and guidance from the team, and to learn from their experiences and best practices. By coaching the new team member, the team can empower and motivate the new team member, and enhance their performance and satisfaction.

The other options are not the best choices, because:

Report to the project manager about the new team member’s behavior: This action can undermine the autonomy and self-organization of the team, and create a dependency and a hierarchy that may conflict with the team culture and values. It can also damage the trust and relationship between the team and the new team member, and make the new team member feel isolated, judged, or rejected. Instead of reporting to the project manager, the team should try to resolve the issue internally, and involve the project manager only if necessary or requested.

Force the new team member to participate in activities that are considered easy: This action can demotivate and discourage the new team member, and make them feel undervalued, underestimated, or patronized. It can also prevent the new team member from developing their full potential and skills, and from delivering value to the team and the customer. Instead of forcing the new team member, the team should encourage and support the new team member, and assign them tasks that are challenging, meaningful, and aligned with their interests and abilities.

Facilitate an open discussion on all ideas and perspectives: This action can be helpful and beneficial for the team in general, but it may not be enough or appropriate for the new team member, who may not feel ready or willing to share their ideas and perspectives with the team. It may also put pressure or stress on the new team member, and make them feel overwhelmed or intimidated by the team’s expectations or opinions. Instead of facilitating an open discussion, the team should create a safe and supportive environment for the new team member, and respect their pace and preferences.

References:
Self-Organizing Teams: A Complete Guide.

Plan a working session focusing on the scope, vision, and mission of the initiative

The project manager should plan a working session focusing on the scope, vision, and mission of the initiative, as this is the best way to increase the project’s chances of success. By involving the research and development department and other relevant stakeholders in defining the project objectives, scope, and deliverables, the project manager can ensure that the product development aligns with the organization’s strategic goals and meets the customer’s needs and expectations. This will also help the project manager to establish a clear and shared understanding of the project’s purpose, value, and benefits, and foster a collaborative and innovative environment.

Arrange a meeting with the managers and try to reach an agreement.

The project manager should arrange a meeting with the functional managers of the two teams and try to reach an agreement that will resolve the conflict and enable the teams to complete their tasks. This is the best option because it addresses the issue directly, involves the parties who have the authority and responsibility to make decisions, and seeks a collaborative and constructive solution. The project manager should act as a facilitator and mediator in the meeting, and help the functional managers to identify the sources of the conflict, the interests and needs of each party, and the possible options for agreement. The project manager should also ensure that the meeting is conducted in a respectful and professional manner, and that the outcome is documented and communicated to the relevant stakeholders. 

References:
People in Projects, Chapter 13, Section 5: Project Manager/Functional Manager Conflict
A Guide to the Project Management Body of Knowledge (PMBOK® Guide), Chapter 13, Section 4.2.3: Conflict Management
7 Big Project Management Conflicts & Ways to Solve Them All, Section 2: Conflicting Interests of Stakeholders

Schedule meetings with key stakeholders to build the agile project charter and set clear expectations for the project

Explanation:

According to the PMBOK Guide, the project manager should initiate the project by developing the project charter with the key stakeholders. The project charter should define the project objectives, scope, deliverables, success criteria, and high-level risks. The project charter should also establish the project vision, value proposition, and definition of done (DoD) for the agile project. The project charter should provide clarity and alignment among the project stakeholders and enable the agile team to deliver value to the customer in short iterations. Therefore, the project manager should schedule meetings with key stakeholders to build the agile project charter and set clear expectations for the project. References: PMBOK Guide, 6th edition, pages 18, 37, 75-76, 286-287.

Evaluate the environmental and regulatory factors and identify high-level risks and assumption

An implementation strategy is a document that describes the necessary steps for the execution of a project1. An implementation strategy enables the project manager to manage the changes required with minimum disruption to the organization and its various stakeholders, also addressing the concerns of stakeholders outside the project team2. Before developing an implementation strategy, the project manager should review the business case and consider the environmental and regulatory factors that may affect the project in the new country, such as political, economic, social, technological, legal, and environmental aspects3. The project manager should also identify the high-level risks and assumptions that may impact the project scope, schedule, cost, quality, and resources4. These factors will help the project manager to define the project objectives, deliverables, scope, and requirements, as well as to select the appropriate project management methodology, tools, and techniques for the project.

Evaluating the environmental and regulatory factors and identifying high-level risks and assumptions should be considered first when developing an implementation strategy, as they provide the foundation for the project planning and execution. Acquiring project resources from the new country, monitoring the risks closely, and ensuring the project sponsors’ agreement are important activities, but they should be done after the initial assessment of the project environment and context.

References:
1: What Is an Implementation Plan? (Template & Example Included)
(https://www.projectmanager.com/blog/implementation-plan)

2: Implementation Planning - the Critical Step | PMI
(https://www.pmi.org/learning/library/implementation-planning-critical-step-5118)

3: Budget Proposal Templates: 5 Steps to Secure Funding [2023] • Asana
(https://asana.com/resources/project-integration-management)

4: PMBOK Guide, 6th edition, page 395: PROJECT MANAGEMENT IMPLEMENTATION - PMAlliance,Inc
(https://pm-alliance.com/project-management-implementation/)

Use the retrospective meeting to better understand the root cause of the quality problems and put together a plan with the team to address the problems.

The retrospective meeting is a key practice in agile methodology that allows the team to inspect and adapt their processes and performance after each iteration. The retrospective meeting helps the team to identify what went well, what went wrong, and what can be improved in the next iteration. By using the retrospective meeting, the project manager can facilitate a collaborative and constructive discussion with the team to find out the root cause of the quality issues and devise a plan to fix them. The plan may include actions such as implementing better engineering practices, enhancing communication and collaboration, increasing testing coverage, or applying feedback from customers and stakeholders. The retrospective meeting also helps the team to learn from their mistakes, celebrate their successes, and foster a culture of continuous improvement123. References: = PMBOK® Guide, Sixth Edition, pages 28-29, 50-51; Agile Practice Guide, pages 33-34, 62-63; How to Run an Agile Retrospective Meeting with Examples.