Emotional Intelligence as a tool for Project Managers - Revision history

Yulisa at 21:38, 4 March 2019

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	Project managers play a very crucial role in developing, assisting, or organizing a company’s project objectives. The role of a project manager can vary from company to company depending on the objectives or standards that the company requires. For example, project manager’s duties could range from assisting in business analysis, to follow-on activities of the project, to advancing strategic objectives, etc. In general, the project manager is “the person assigned by the performing organization to lead the team that is responsible for achieving the project objectives.”<ref name=P>Project Management Institute, Inc.. (2017). Guide to the Project Management Body of Knowledge (PMBOK® Guide) (6th Edition) - 3.1 Overview. Project Management Institute, Inc. (PMI).</ref>		Project managers play a very crucial role in developing, assisting, or organizing a company’s project objectives. The role of a project manager can vary from company to company depending on the objectives or standards that the company requires. For example, project manager’s duties could range from assisting in business analysis, to follow-on activities of the project, to advancing strategic objectives, etc. In general, the project manager is “the person assigned by the performing organization to lead the team that is responsible for achieving the project objectives.”<ref name=P>Project Management Institute, Inc.. (2017). Guide to the Project Management Body of Knowledge (PMBOK® Guide) (6th Edition) - 3.1 Overview. Project Management Institute, Inc. (PMI).</ref>

Yulisa at 21:36, 4 March 2019

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	===== Conclusion =====		===== Conclusion =====
	Cultural variables can sometimes be confusing because not everyone is the same or hold the same values as their countries. For example, a Colombian-American could hold more Colombian values than American ones, or vice versa. That is why it is a good idea to have this conversation with your team members to secure a healthy environment. This promotes understanding and respect along the group and could be a “door opener” in conversation. <ref name=T></ref>		Cultural variables can sometimes be confusing because not everyone is the same or hold the same values as their countries. For example, a Colombian-American could hold more Colombian values than American ones, or vice versa. That is why it is a good idea to have this conversation with your team members to secure a healthy environment. This promotes understanding and respect along the group and could be a “door opener” in conversation. <ref name=T></ref>
	==== Minority Women ~~and Generational~~ Traits ====		==== Minority Women Traits ====
	As for minority women, it is also important to keep in mind their traits in the workforce, due to their participation in many industries nowadays. If misunderstood, project managers could run into some serious problems. According to Obikunle, some of ~~these~~ include but not limit to:		As for minority women, it is also important to keep in mind their traits in the workforce, due to their participation in many industries nowadays. If misunderstood, project managers could run into some serious problems. According to Obikunle, some of the actions include but not limit to:

	*Standing up when a project manager comes to them for questions or issues.		*Standing up when a project manager comes to them for questions or issues.
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	*Not arguing with you: this does not necessarily mean they understand what you have said or that they are in agreement with you.		*Not arguing with you: this does not necessarily mean they understand what you have said or that they are in agreement with you.

	Another consideration, as mentioned above, is the “examination of… generations”. There are four generations that are dealt with currently: Veterans (1922-1943), Baby boomers(1944-1960), Gen Xers (1961-1980)~~, and~~ Nexters (1981-2002) ~~.<ref name=O></ref>~~ The first two groups are known to have “reluctance… to properly understand the difference of their teams’ varied composition”, which is a cause of most project management problems. On the other hand, Gen Xers are “culturally diverse and were born to working women.” <ref name=O></ref> They have a higher understanding of multiculturalism and are “better able to resolve conflicts quickly” . <ref name=O></ref> Nexters are “highly cultural and may be the most productive of all the groups.” This means that cultural training is not a must, due to the fact that they have been exposed to it most of their lives. <ref name=O></ref>		In other words, as a project manager, you might want to consider these traits to determine what these women are trying to "say" with their body language. If ever confused about an action, do not hesitate to ask, or you might misinterpret the message.

			==== Generational Traits ====
			Another consideration, as mentioned above, is the “examination of… generations”. There are four generations that are dealt with currently:
			* Veterans (1922-1943)
			* Baby boomers(1944-1960)
			* Gen Xers (1961-1980)
			* Nexters (1981-2002)

			The first two groups are known to have “reluctance… to properly understand the difference of their teams’ varied composition”, which is a cause of most project management problems. On the other hand, Gen Xers are “culturally diverse and were born to working women.” <ref name=O></ref> They have a higher understanding of multiculturalism and are “better able to resolve conflicts quickly” . <ref name=O></ref> Nexters are “highly cultural and may be the most productive of all the groups.” This means that cultural training is not a must, due to the fact that they have been exposed to it most of their lives. <ref name=O></ref>

	Project managers must be able to handle these four generations in coherence so that the team is both stable and productive. It is important also, to set the pace and promote respect amongst the generations. It is important to respect elders for their experience, but elders should also respect their younger peers. In effect, this will cause “productivity, effective communication, meeting deadlines, cost reduction and tension-free environment.” <ref name=O></ref>		Project managers must be able to handle these four generations in coherence so that the team is both stable and productive. It is important also, to set the pace and promote respect amongst the generations. It is important to respect elders for their experience, but elders should also respect their younger peers. In effect, this will cause “productivity, effective communication, meeting deadlines, cost reduction and tension-free environment.” <ref name=O></ref>

Yulisa at 21:22, 4 March 2019

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	As mentioned before, the project manager plays a very important role in organizing and managing a team that are working towards achieving certain project’s objectives. With this in mind, it is important for the manager to be aware of the '''Five Stages of Team Development''', also known as '''Tuckman’s Model'''. <ref name=N >Leduc, N. (2018, December 18 Published). How to successfully go through the Five Stages of Team Development . Retrieved from http://apppm.man.dtu.dk/index.php/How_to_successfully_go_through_the_Five_Stages_of_Team_Development</ref> Tuckman´s model addresses the five stages that a team over-goes from the initiation of a project to its closure. The five stages are: Forming, Storming, Norming, Performing, and Adjourning. Each stage is crucial to developing a successful project, but a common mistake is that the team members and project manager race through the first steps and '''undermine the importance of developing a collaborative team'''. According to Leduc, this is a brief description of each step:		As mentioned before, the project manager plays a very important role in organizing and managing a team that are working towards achieving certain project’s objectives. With this in mind, it is important for the manager to be aware of the '''Five Stages of Team Development''', also known as '''Tuckman’s Model'''. <ref name=N >Leduc, N. (2018, December 18 Published). How to successfully go through the Five Stages of Team Development . Retrieved from http://apppm.man.dtu.dk/index.php/How_to_successfully_go_through_the_Five_Stages_of_Team_Development</ref> Tuckman´s model addresses the five stages that a team over-goes from the initiation of a project to its closure. The five stages are: Forming, Storming, Norming, Performing, and Adjourning. Each stage is crucial to developing a successful project, but a common mistake is that the team members and project manager race through the first steps and '''undermine the importance of developing a collaborative team'''. According to Leduc, this is a brief description of each step:

	#~~The first step,~~ '''Forming''', revolves around breaking the ice, getting to know your team members and project manager. In this stage, there will be little to no project development, because roles have yet to be determined. In this stage, it is very important for the project manager to promote optimism, give clear goals, be directive, and figure out what each members strengths are to determine roles.		# '''Forming''', revolves around breaking the ice, getting to know your team members and project manager. In this stage, there will be little to no project development, because roles have yet to be determined. In this stage, it is very important for the project manager to promote optimism, give clear goals, be directive, and figure out what each members strengths are to determine roles.
	#~~The second step,~~ '''Storming''', can up rise many conflicts due to diverged ideas. Everyone will try to get their ideas and point of view across with very strong feelings. It is important that the project manager encourages participation, promotes respect, and make each teammates ideas be heard.		# '''Storming''', can up rise many conflicts due to diverged ideas. Everyone will try to get their ideas and point of view across with very strong feelings. It is important that the project manager encourages participation, promotes respect, and make each teammates ideas be heard.
	#~~In the third stage,~~ '''Norming''', the team rules are set, teammates know their roles, and there is order. It is the project manager’s duty to delegate, reinforce team spirit, and stay involved.		# '''Norming''', the team rules are set, teammates know their roles, and there is order. It is the project manager’s duty to delegate, reinforce team spirit, and stay involved.
	#~~The fourth stage,~~ '''Performing''', everyone is focused and on target. They are working as a team, and are very productive. The project manager should stay on top of task and make sure that he/she is monitoring the tasks, delegating as much as possible, optimizing processes, and celebrates milestone achievements.		# '''Performing''', everyone is focused and on target. They are working as a team, and are very productive. The project manager should stay on top of task and make sure that he/she is monitoring the tasks, delegating as much as possible, optimizing processes, and celebrates milestone achievements.
	#~~The fifth stage,~~ '''Adjourning''', is about the project coming to an end. Teammates are now saying goodbye and wishing the best to the rest and the project. It is highly important that the project manager now completes deliverables, analyzes the project as a whole, and celebrates success.		# '''Adjourning''', is about the project coming to an end. Teammates are now saying goodbye and wishing the best to the rest and the project. It is highly important that the project manager now completes deliverables, analyzes the project as a whole, and celebrates success.

Yulisa at 21:20, 4 March 2019

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	Some cultural variables include: '''silence, hand gestures, eye contact, and touch.'''		Some cultural variables include: '''silence, hand gestures, eye contact, and touch.'''
	===== Silence =====		===== Silence =====
	''Silence'' is perceived differently throughout the world. For example, in Nigeria, India, and Japan, among others, “feel comfortable with silence and discreetness” while Americans “talk to share feelings” as silence is “often perceived as a sign of inattentiveness or disinterest” .<ref name=T>Thompson, S. (~~Year~~, ~~Month Date~~ Published). Article title. Retrieved from https://virtualspeech.com/blog/cultural-differences-in-body-language</ref> Saudi Arabians usually “lower their voices when talking…as a sign of respect” while if an American speaks to high of a volume to “signal to the Saudi Arabian person to speak up”, the Saudi Arabian will take this as screaming. In other words, silence can be different expressions along the western and eastern hemisphere. As a project manager, it is important to keep this in consideration to not step on anyone’s boundaries; whether it be ones employees, team member, or stakeholder.		''Silence'' is perceived differently throughout the world. For example, in Nigeria, India, and Japan, among others, “feel comfortable with silence and discreetness” while Americans “talk to share feelings” as silence is “often perceived as a sign of inattentiveness or disinterest” .<ref name=T>Thompson, S. (2017, August 27 Published). Article title. Retrieved from https://virtualspeech.com/blog/cultural-differences-in-body-language</ref> Saudi Arabians usually “lower their voices when talking…as a sign of respect” while if an American speaks to high of a volume to “signal to the Saudi Arabian person to speak up”, the Saudi Arabian will take this as screaming. In other words, silence can be different expressions along the western and eastern hemisphere. As a project manager, it is important to keep this in consideration to not step on anyone’s boundaries; whether it be ones employees, team member, or stakeholder.
	[[File:Hands.png\|thumb\|400px\|{10}x{10}\|center\|Hand Gestures<ref name>https://www.businessinsider.com/body-language-around-the-world-2015-3?r=US&IR=T&IR=T?utm_source=copy-link&utm_medium=referral&utm_content=topbar&utm_term=desktop</ref> ]]		[[File:Hands.png\|thumb\|400px\|{10}x{10}\|center\|Hand Gestures<ref name>https://www.businessinsider.com/body-language-around-the-world-2015-3?r=US&IR=T&IR=T?utm_source=copy-link&utm_medium=referral&utm_content=topbar&utm_term=desktop</ref> ]]
	===== Hand Gestures =====		===== Hand Gestures =====

Yulisa at 21:19, 4 March 2019

2019-03-04T21:19:45Z

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	== Five Stages of Team Development ==		== Five Stages of Team Development ==
	[[File:stages.png\|thumb\|500px\|Five Stages of Team Development<ref name=N></ref> ]]		[[File:stages.png\|thumb\|500px\|Five Stages of Team Development<ref name=N></ref> ]]
	As mentioned before, the project manager plays a very important role in organizing and managing a team that are working towards achieving certain project’s objectives. With this in mind, it is important for the manager to be aware of the '''Five Stages of Team Development''', also known as '''Tuckman’s Model'''. ~~(2)~~<ref name=N >Leduc, N. (2018, December 18 Published). How to successfully go through the Five Stages of Team Development . Retrieved from http://apppm.man.dtu.dk/index.php/How_to_successfully_go_through_the_Five_Stages_of_Team_Development</ref> Tuckman´s model addresses the five stages that a team over-goes from the initiation of a project to its closure. The five stages are: Forming, Storming, Norming, Performing, and Adjourning. Each stage is crucial to developing a successful project, but a common mistake is that the team members and project manager race through the first steps and '''undermine the importance of developing a collaborative team'''. According to Leduc, this is a brief description of each step:		As mentioned before, the project manager plays a very important role in organizing and managing a team that are working towards achieving certain project’s objectives. With this in mind, it is important for the manager to be aware of the '''Five Stages of Team Development''', also known as '''Tuckman’s Model'''. <ref name=N >Leduc, N. (2018, December 18 Published). How to successfully go through the Five Stages of Team Development . Retrieved from http://apppm.man.dtu.dk/index.php/How_to_successfully_go_through_the_Five_Stages_of_Team_Development</ref> Tuckman´s model addresses the five stages that a team over-goes from the initiation of a project to its closure. The five stages are: Forming, Storming, Norming, Performing, and Adjourning. Each stage is crucial to developing a successful project, but a common mistake is that the team members and project manager race through the first steps and '''undermine the importance of developing a collaborative team'''. According to Leduc, this is a brief description of each step:

	#The first step, '''Forming''', revolves around breaking the ice, getting to know your team members and project manager. In this stage, there will be little to no project development, because roles have yet to be determined. In this stage, it is very important for the project manager to promote optimism, give clear goals, be directive, and figure out what each members strengths are to determine roles.		#The first step, '''Forming''', revolves around breaking the ice, getting to know your team members and project manager. In this stage, there will be little to no project development, because roles have yet to be determined. In this stage, it is very important for the project manager to promote optimism, give clear goals, be directive, and figure out what each members strengths are to determine roles.
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	== Annotated Bibliography ==		== Annotated Bibliography ==
			*'''Leduc, N. (2018, December 18 Published). How to successfully go through the Five Stages of Team Development . Retrieved from http://apppm.man.dtu.dk/index.php/How_to_successfully_go_through_the_Five_Stages_of_Team_Development'''
			This article explains how to be successful at the five stages of team development. It details major aspects of what it is to be a great leader of a team.

			*'''Davey-Winter, K. (2017, August 27 Published). Emotional Intelligence for Project Managers – Nice to Have or Necessity?. Retrieved from https://pmiwdc.org/article/karen-davey-winter/emotional-intelligence-project-managers-–-nice-have-or-necessity?fbclid=IwAR3eAkva03XmRVU4g6kTWC4MTFKoleVonrbAs0lehzpXfPRUlqQwTcex6so'''
			This article talks about the importance of emotional intelligence in the careers of project managers. The author does a great job of linking the responsibilities of the project managers and how IE could be implemented.

			*'''Jada, Umamaheswararao & Jena, Lalatendu & Pattnaik, Ranjan. (2016). Emotional Intelligence, Diversity, and Organizational Performance: Linkages and Theoretical Approaches for an Emerging Field. Jindal Journal of Business, Sage Publications. 3. 1-12. 10.1177/2278682115627240. '''
			This article describes cultural intelligence and its application to project managers. It also talks about the importance of having a diverse group of people working on a project. It also emphasizes on the internal and external factors of a diverse workforce

	== References ==		== References ==

	<references />		<references />

Yulisa at 21:13, 4 March 2019

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Yulisa at 20:51, 4 March 2019

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	===== Silence =====		===== Silence =====
	''Silence'' is perceived differently throughout the world. For example, in Nigeria, India, and Japan, among others, “feel comfortable with silence and discreetness” while Americans “talk to share feelings” as silence is “often perceived as a sign of inattentiveness or disinterest” (7).<ref name=T>Thompson, S. (Year, Month Date Published). Article title. Retrieved from https://virtualspeech.com/blog/cultural-differences-in-body-language</ref> Saudi Arabians usually “lower their voices when talking…as a sign of respect” while if an American speaks to high of a volume to “signal to the Saudi Arabian person to speak up”, the Saudi Arabian will take this as screaming. In other words, silence can be different expressions along the western and eastern hemisphere. As a project manager, it is important to keep this in consideration to not step on anyone’s boundaries; whether it be ones employees, team member, or stakeholder.		''Silence'' is perceived differently throughout the world. For example, in Nigeria, India, and Japan, among others, “feel comfortable with silence and discreetness” while Americans “talk to share feelings” as silence is “often perceived as a sign of inattentiveness or disinterest” (7).<ref name=T>Thompson, S. (Year, Month Date Published). Article title. Retrieved from https://virtualspeech.com/blog/cultural-differences-in-body-language</ref> Saudi Arabians usually “lower their voices when talking…as a sign of respect” while if an American speaks to high of a volume to “signal to the Saudi Arabian person to speak up”, the Saudi Arabian will take this as screaming. In other words, silence can be different expressions along the western and eastern hemisphere. As a project manager, it is important to keep this in consideration to not step on anyone’s boundaries; whether it be ones employees, team member, or stakeholder.
			[[File:Hands.png\|thumb\|400px\|Center\|Hand Gestures<ref name>https://www.businessinsider.com/body-language-around-the-world-2015-3?r=US&IR=T&IR=T?utm_source=copy-link&utm_medium=referral&utm_content=topbar&utm_term=desktop</ref> ]]
	===== Hand Gestures =====		===== Hand Gestures =====
	''Hand Gestures'' are another factor that can be interpreted in different ways around the globe. A few hand gestures could be very offensive to those in the western hemisphere and eastern hemisphere. For example, in Greece, Spain or Brazil the ‘OK’ sign is calling someone in a vulgar manner, a thumbs up in America or Canada is seen as doing a good job while in Greece or Middle East is seen as a vulgar gesture. (7)<ref name=T></ref> Some offensive gestures could include pointing fingers, waving, snapping your fingers and curling your fingers. In Greece, Nigeria, Ghana or India, waving and pointing your finger is an insult. Snapping your fingers in Belgium and France is considered vulgar (6).<ref name=O></ref> In East Asia, Malaysia, Singapore, and other countries, curling your finger is seen as rude. (7) <ref name=T></ref>		''Hand Gestures'' are another factor that can be interpreted in different ways around the globe. A few hand gestures could be very offensive to those in the western hemisphere and eastern hemisphere. For example, in Greece, Spain or Brazil the ‘OK’ sign is calling someone in a vulgar manner, a thumbs up in America or Canada is seen as doing a good job while in Greece or Middle East is seen as a vulgar gesture. (7)<ref name=T></ref> Some offensive gestures could include pointing fingers, waving, snapping your fingers and curling your fingers. In Greece, Nigeria, Ghana or India, waving and pointing your finger is an insult. Snapping your fingers in Belgium and France is considered vulgar (6).<ref name=O></ref> In East Asia, Malaysia, Singapore, and other countries, curling your finger is seen as rude. (7) <ref name=T></ref>

Yulisa at 20:42, 4 March 2019

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	Aside from Emotional Intelligence, Cultural Intelligence is a great asset to acquire to become a successful project manager. Projects today are multi-cultural collaborations. In other words, more companies, as time progresses, become more involved in international affairs. It is also important to note that culturally diverse groups or teams are more valuable because they bring different point of view and ideas to the project. Therefore, whether a project manager is leading a culturally diverse team or not, it is a priority that project managers learn to become Culturally Intelligent.(4)<ref name=W>Woerner, B. (2010). Border crossing—cultural intelligence for project professionals. Paper presented at PMI® Global Congress 2010—North America, Washington, DC. Newtown Square, PA: Project Management Institute.</ref>		Aside from Emotional Intelligence, Cultural Intelligence is a great asset to acquire to become a successful project manager. Projects today are multi-cultural collaborations. In other words, more companies, as time progresses, become more involved in international affairs. It is also important to note that culturally diverse groups or teams are more valuable because they bring different point of view and ideas to the project. Therefore, whether a project manager is leading a culturally diverse team or not, it is a priority that project managers learn to become Culturally Intelligent.(4)<ref name=W>Woerner, B. (2010). Border crossing—cultural intelligence for project professionals. Paper presented at PMI® Global Congress 2010—North America, Washington, DC. Newtown Square, PA: Project Management Institute.</ref>
	=== Diversity and Diverse Workforce Factors ===		=== Diversity and Diverse Workforce Factors ===
	It is important to dissect the term diversity before we dive into the phases of how to manage a diverse team. Diversity is the “combination of holding and managing the aspirations of people from different culture, race, gender, age, skill, cognitive style, group, education, background, etc.” (5)<ref name=J>Jada, Umamaheswararao & Jena, Lalatendu & Pattnaik, Ranjan. (2016). Emotional Intelligence, Diversity, and Organizational Performance: Linkages and Theoretical Approaches for an Emerging Field. Jindal Journal of Business, Sage Publications. 3. 1-12. 10.1177/2278682115627240.</ref> There are many factors that influence and impact a diverse workforce. These are categorized into two main groups: internal and external factors. Examples of internal factors are “geographical boundaries, culture, and social class”. (5)<ref name=J></ref> In other words, these are factors that are hard to change and therefore difficult to handle as a manager. External factors, on the other hand, work with the physiological behavior of the human being, therefore, should be kept in consideration when building a successful diverse team. According to Umamaheswararao, there are some lead internal factors: ~~“motivation~~, ~~personality, perception~~, values, adaptability~~, attitude~~, commitment, job satisfaction~~, and rational thinking~~.”		It is important to dissect the term diversity before we dive into the phases of how to manage a diverse team. Diversity is the “combination of holding and managing the aspirations of people from different culture, race, gender, age, skill, cognitive style, group, education, background, etc.” (5)<ref name=J>Jada, Umamaheswararao & Jena, Lalatendu & Pattnaik, Ranjan. (2016). Emotional Intelligence, Diversity, and Organizational Performance: Linkages and Theoretical Approaches for an Emerging Field. Jindal Journal of Business, Sage Publications. 3. 1-12. 10.1177/2278682115627240.</ref> There are many factors that influence and impact a diverse workforce. These are categorized into two main groups: internal and external factors. Examples of internal factors are “geographical boundaries, culture, and social class”. (5)<ref name=J></ref> In other words, these are factors that are hard to change and therefore difficult to handle as a manager. External factors, on the other hand, work with the physiological behavior of the human being, therefore, should be kept in consideration when building a successful diverse team. According to Umamaheswararao, there are some lead internal factors: motivation, attitude, moral and ethical values, adaptability, commitment, and job satisfaction.
	==== Motivation ====		==== Motivation ====
	''Motivation'' is the “process that arouses, energizes, directs, and sustains behavior and performance”. (5)<ref name=J></ref> As generations arise and time progresses, it is important to understand WHO you are working with and how to be able to motivate them. Every era has their own motivation. For example, Millennials (born between 1980 and 2000) tend to affiliate themselves with active civic duties, are multitaskers, and are hungry for success. While those born between 1943 and 1960 “look for appreciations from the others for whatever they contribute”. (5)<ref name=J></ref>		''Motivation'' is the “process that arouses, energizes, directs, and sustains behavior and performance”. (5)<ref name=J></ref> As generations arise and time progresses, it is important to understand WHO you are working with and how to be able to motivate them. Every era has their own motivation. For example, Millennials (born between 1980 and 2000) tend to affiliate themselves with active civic duties, are multitaskers, and are hungry for success. While those born between 1943 and 1960 “look for appreciations from the others for whatever they contribute”. (5)<ref name=J></ref>
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	==== Moral and Ethical Values ====		==== Moral and Ethical Values ====
	''Moral and ethical values'' are defined as “concepts or beliefs about desirable end states or behaviors that transcend specific situations, guide selection or evaluation of behavior and events, and are ordered by relative importance.” (5)<ref name=J></ref> As one can imagine, your moral and ethical values are different to others; whether it be because of different factors such as background, culture, or education. Therefore, it is crucial that in a team with diversified groups of people, everyone is aware of their diversities and simultaneously respect others values and personal differences.		''Moral and ethical values'' are defined as “concepts or beliefs about desirable end states or behaviors that transcend specific situations, guide selection or evaluation of behavior and events, and are ordered by relative importance.” (5)<ref name=J></ref> As one can imagine, your moral and ethical values are different to others; whether it be because of different factors such as background, culture, or education. Therefore, it is crucial that in a team with diversified groups of people, everyone is aware of their diversities and simultaneously respect others values and personal differences.
	~~==== Perception ====~~
	''Perception'' of working with a diverse group of people could sometimes be tabooed as very problematic and can be a cause of “un-comfortableness and insecurity” (5).<ref name=J></ref> But those with emotional intelligence, will be able to adapt to diverse team members, therefore, it is important to keep EI as a crucial criteria for future employees.
	==== Adaptability ====		==== Adaptability ====
	''Adaptability'' can be a very crucial aspect to have. Companies have different culture and policies, and when organizations come together, there could be a hard clash of changes. Therefore, only those whom are adaptable, can take the strike of change and be able to endure in such hardships. It is important to state that “employees trained with EI can be more flexible/adaptable and create the competitive edge to the company”(5). <ref name=J></ref>		''Adaptability'' can be a very crucial aspect to have. Companies have different culture and policies, and when organizations come together, there could be a hard clash of changes. Therefore, only those whom are adaptable, can take the strike of change and be able to endure in such hardships. It is important to state that “employees trained with EI can be more flexible/adaptable and create the competitive edge to the company”(5). <ref name=J></ref>
	~~==== Personality ====~~
	''Personality'' “represents a stable set of characteristics that are responsible for a person’s identity” (5).<ref name=J></ref> Different personalities such as “extroversion, introversion, agreeableness, conscientiousness, emotional stability, and openness to experience” can influence a team. Personalities tend to influence the organizational role of the employee in the team. In other words, “it shows how people are expected to behave and work” in the team.
	==== Commitment and Job Satisfaction ====		==== Commitment and Job Satisfaction ====
	''Commitment and job satisfaction'', in my opinion, go hand in hand. Commitment is “the state of being dedicated to a cause” and job satisfaction is “ a complex emotional reactions to the job” or “the feeling or affective responses to facets of the situation”.<ref name=J></ref> Both job satisfaction and commitment are achieved by having high emotional intelligence. In a diverse workforce, job satisfaction is still questioned to be a result of diversity exposure, while commitment is seen as a “value addition to organization as they are devoted toward organization… and encourage others to get involved” (5)<ref name=J></ref>		''Commitment and job satisfaction'', in my opinion, go hand in hand. Commitment is “the state of being dedicated to a cause” and job satisfaction is “ a complex emotional reactions to the job” or “the feeling or affective responses to facets of the situation”.<ref name=J></ref> Both job satisfaction and commitment are achieved by having high emotional intelligence. In a diverse workforce, job satisfaction is still questioned to be a result of diversity exposure, while commitment is seen as a “value addition to organization as they are devoted toward organization… and encourage others to get involved” (5)<ref name=J></ref>
	~~==== Rational Thinking ====~~
	''Rational thinking'' is “thinking before acting… on the basis of objective and profitability”<ref name=J></ref> whereas emotional thinkers “consider subjective factors as an important ingredient for judgment” (5).<ref name=J></ref> It is important to have both of these types of thinking in a diverse workforce to have a balanced judgment.

	=== Culture and the Aspects of Dealing with a Culturally Diverse Group ===		=== Culture and the Aspects of Dealing with a Culturally Diverse Group ===

Yulisa at 20:32, 4 March 2019

2019-03-04T20:32:21Z

Yulisa at 20:25, 4 March 2019

2019-03-04T20:25:00Z

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	~~== Introduction ==~~
	Project managers play a very crucial role in developing, assisting, or organizing a company’s project objectives. The role of a project manager can vary from company to company depending on the objectives or standards that the company requires. For example, project manager’s duties could range from assisting in business analysis, to follow-on activities of the project, to advancing strategic objectives, etc. In general, the project manager is “the person assigned by the performing organization to lead the team that is responsible for achieving the project objectives.”<ref name=P>Project Management Institute, Inc.. (2017). Guide to the Project Management Body of Knowledge (PMBOK® Guide) (6th Edition) - 3.1 Overview. Project Management Institute, Inc. (PMI).</ref>		Project managers play a very crucial role in developing, assisting, or organizing a company’s project objectives. The role of a project manager can vary from company to company depending on the objectives or standards that the company requires. For example, project manager’s duties could range from assisting in business analysis, to follow-on activities of the project, to advancing strategic objectives, etc. In general, the project manager is “the person assigned by the performing organization to lead the team that is responsible for achieving the project objectives.”<ref name=P>Project Management Institute, Inc.. (2017). Guide to the Project Management Body of Knowledge (PMBOK® Guide) (6th Edition) - 3.1 Overview. Project Management Institute, Inc. (PMI).</ref>

	The project manager influences a big part of the success of the project. The project manager is responsible for the communication amongst stakeholders' expectations and project objectives, has to balance budget with resources, and use communication and soft skills to equilibrate both stakeholders' ideals and project's objectives. A good project manager is one who holds a positive attitude and shows superior communication skills, which increases, but not limits to: “communicating predictably, creating, maintaining and adhering to communications plans and schedules, and developing finely tuned skills using multiple methods”. (1) <ref name=P></ref>		The project manager influences a big part of the success of the project. The project manager is responsible for the communication amongst stakeholders' expectations and project objectives, has to balance budget with resources, and use communication and soft skills to equilibrate both stakeholders' ideals and project's objectives. A good project manager is one who holds a positive attitude and shows superior communication skills, which increases, but not limits to: “communicating predictably, creating, maintaining and adhering to communications plans and schedules, and developing finely tuned skills using multiple methods”. (1) <ref name=P></ref>

			This is why it is important for project managers to acquire soft skills such as '''Emotional Intelligence''' and '''Cultural Intelligence'''. This article talks about the different ways that a project manager can become an effective leader by using both tools: Emotional Intelligence and Cultural Intelligence. It gives a brief description of why emotional intelligence is important, and the different skills incorporated to become emotionally intelligent. In addition, it ties the importance of having a diverse team, and how to avoid mishaps with culturally diverse, age diverse, and gender diverse groups.

	[[File:stages.png\|thumb\|500px\|Five Stages of Team Development<ref name=N></ref> ]]		[[File:stages.png\|thumb\|500px\|Five Stages of Team Development<ref name=N></ref> ]]

	== Five Stages of Team Development ==		== Five Stages of Team Development ==
	As mentioned before, the project manager plays a very important role in organizing and managing a team that are working towards achieving certain project’s objectives. With this in mind, it is important for the manager to be aware of the Five Stages of Team Development, also known as Tuckman’s Model. (2)<ref name=N >Leduc, N. (2018, December 18 Published). How to successfully go through the Five Stages of Team Development . Retrieved from http://apppm.man.dtu.dk/index.php/How_to_successfully_go_through_the_Five_Stages_of_Team_Development</ref> Tuckman´s model addresses the five stages that a team over goes from the initiation of a project to its closure. The five stages are: Forming, Storming, Norming, Performing, and Adjourning. Each stage is crucial to developing a successful project, but a common mistake is that the team members and project manager race through the first steps and undermine the importance of developing a collaborative team. According to Leduc, this is a brief description of each step:		As mentioned before, the project manager plays a very important role in organizing and managing a team that are working towards achieving certain project’s objectives. With this in mind, it is important for the manager to be aware of the '''Five Stages of Team Development''', also known as '''Tuckman’s Model'''. (2)<ref name=N >Leduc, N. (2018, December 18 Published). How to successfully go through the Five Stages of Team Development . Retrieved from http://apppm.man.dtu.dk/index.php/How_to_successfully_go_through_the_Five_Stages_of_Team_Development</ref> Tuckman´s model addresses the five stages that a team over goes from the initiation of a project to its closure. The five stages are: Forming, Storming, Norming, Performing, and Adjourning. Each stage is crucial to developing a successful project, but a common mistake is that the team members and project manager race through the first steps and undermine the importance of developing a collaborative team. According to Leduc, this is a brief description of each step:

	#The first step, '''Forming''', revolves around breaking the ice, getting to know your team members and project manager. In this stage, there will be little to no project development, because roles have yet to be determined. In this stage, it is very important for the project manager to promote optimism, give clear goals, be directive, and figure out what each members strengths are to determine roles.		#The first step, '''Forming''', revolves around breaking the ice, getting to know your team members and project manager. In this stage, there will be little to no project development, because roles have yet to be determined. In this stage, it is very important for the project manager to promote optimism, give clear goals, be directive, and figure out what each members strengths are to determine roles.

← Older revision		Revision as of 20:32, 4 March 2019
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	Project managers play a very crucial role in developing, assisting, or organizing a company’s project objectives. The role of a project manager can vary from company to company depending on the objectives or standards that the company requires. For example, project manager’s duties could range from assisting in business analysis, to follow-on activities of the project, to advancing strategic objectives, etc. In general, the project manager is “the person assigned by the performing organization to lead the team that is responsible for achieving the project objectives.”<ref name=P>Project Management Institute, Inc.. (2017). Guide to the Project Management Body of Knowledge (PMBOK® Guide) (6th Edition) - 3.1 Overview. Project Management Institute, Inc. (PMI).</ref>		Project managers play a very crucial role in developing, assisting, or organizing a company’s project objectives. The role of a project manager can vary from company to company depending on the objectives or standards that the company requires. For example, project manager’s duties could range from assisting in business analysis, to follow-on activities of the project, to advancing strategic objectives, etc. In general, the project manager is “the person assigned by the performing organization to lead the team that is responsible for achieving the project objectives.”<ref name=P>Project Management Institute, Inc.. (2017). Guide to the Project Management Body of Knowledge (PMBOK® Guide) (6th Edition) - 3.1 Overview. Project Management Institute, Inc. (PMI).</ref>

	The ~~project manager influences a big part of the~~ success of the project~~. The~~ project manager is responsible for the communication amongst stakeholders' expectations and project objectives, has to balance budget with resources, and use communication and soft skills to equilibrate both stakeholders' ideals and project's objectives. A good project manager is one who holds a positive attitude and shows superior communication skills, which increases, but not limits to: “communicating predictably, creating, maintaining and adhering to communications plans and schedules, and developing finely tuned skills using multiple methods”. (1) <ref name=P></ref>		The success of the project is influenced by the project manager. They are responsible for the communication amongst stakeholders' expectations and project objectives, has to balance budget with resources, and use communication and soft skills to equilibrate both stakeholders' ideals and project's objectives. A good project manager is one who holds a '''positive attitude''' and shows '''superior communication skills''', which increases, but not limits to: “communicating predictably, creating, maintaining and adhering to communications plans and schedules, and developing finely tuned skills using multiple methods”. (1) <ref name=P></ref>

	~~This is why~~ it is important for project managers to acquire soft skills such as '''Emotional Intelligence''' and '''Cultural Intelligence'''. This article talks about the different ways that a project manager can become an effective leader by using ~~both~~ tools: Emotional Intelligence and Cultural Intelligence. It gives a brief description of why emotional intelligence is important, and the different skills incorporated to become emotionally intelligent. In addition, it ties the ~~importance~~ of having a diverse team, and how to avoid mishaps with culturally diverse, age diverse, and gender diverse groups.		Via their constant exposure to human interaction, it is important for project managers to acquire soft skills such as '''Emotional Intelligence''' and '''Cultural Intelligence'''. This article talks about the different ways that a project manager can become an effective leader by using tools such as Emotional Intelligence and Cultural Intelligence. It gives a brief description of why emotional intelligence is important, and the different skills incorporated to become emotionally intelligent. In addition, it ties the significance of having a diverse team, and how to avoid mishaps with culturally diverse, age diverse, and gender diverse groups.

	[[File:stages.png\|thumb\|500px\|Five Stages of Team Development<ref name=N></ref> ]]		[[File:stages.png\|thumb\|500px\|Five Stages of Team Development<ref name=N></ref> ]]

	== Five Stages of Team Development ==		== Five Stages of Team Development ==
	As mentioned before, the project manager plays a very important role in organizing and managing a team that are working towards achieving certain project’s objectives. With this in mind, it is important for the manager to be aware of the '''Five Stages of Team Development''', also known as '''Tuckman’s Model'''. (2)<ref name=N >Leduc, N. (2018, December 18 Published). How to successfully go through the Five Stages of Team Development . Retrieved from http://apppm.man.dtu.dk/index.php/How_to_successfully_go_through_the_Five_Stages_of_Team_Development</ref> Tuckman´s model addresses the five stages that a team over goes from the initiation of a project to its closure. The five stages are: Forming, Storming, Norming, Performing, and Adjourning. Each stage is crucial to developing a successful project, but a common mistake is that the team members and project manager race through the first steps and undermine the importance of developing a collaborative team. According to Leduc, this is a brief description of each step:		As mentioned before, the project manager plays a very important role in organizing and managing a team that are working towards achieving certain project’s objectives. With this in mind, it is important for the manager to be aware of the '''Five Stages of Team Development''', also known as '''Tuckman’s Model'''. (2)<ref name=N >Leduc, N. (2018, December 18 Published). How to successfully go through the Five Stages of Team Development . Retrieved from http://apppm.man.dtu.dk/index.php/How_to_successfully_go_through_the_Five_Stages_of_Team_Development</ref> Tuckman´s model addresses the five stages that a team over-goes from the initiation of a project to its closure. The five stages are: Forming, Storming, Norming, Performing, and Adjourning. Each stage is crucial to developing a successful project, but a common mistake is that the team members and project manager race through the first steps and '''undermine the importance of developing a collaborative team'''. According to Leduc, this is a brief description of each step:

	#The first step, '''Forming''', revolves around breaking the ice, getting to know your team members and project manager. In this stage, there will be little to no project development, because roles have yet to be determined. In this stage, it is very important for the project manager to promote optimism, give clear goals, be directive, and figure out what each members strengths are to determine roles.		#The first step, '''Forming''', revolves around breaking the ice, getting to know your team members and project manager. In this stage, there will be little to no project development, because roles have yet to be determined. In this stage, it is very important for the project manager to promote optimism, give clear goals, be directive, and figure out what each members strengths are to determine roles.
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	== Emotional Intelligence and Project Managers ==		== Emotional Intelligence and Project Managers ==

	Project Managers are in charge of creating the project plan and monitoring costs, but also have an important role in the execution of the project plan. As time has progressed, generations and workforces have changed, and the old idea that your GPA or IQ ''exclusively'' determines your success rate as a project manager, has been tabooed. Currently, soft and communication skills have become one of the most important qualities that employers look for in a project manager. In other words, the importance of emotional intelligence is skyrocketing in the market. According to Davey-Winter, Peter Salovey and John Mayer defined Emotional Intelligence (IE) as the “ability to monitor ones own and others feelings and emotions, to discriminate among them, and use the information to guide ones thinking and action”. The ~~importance~~ for project managers to be able to use IE is for various reasons:		Project Managers are in charge of creating the project plan and monitoring costs, but also have an important role in the execution of the project plan. As time has progressed, generations and workforces have changed, and the old idea that your GPA or IQ '''''exclusively''''' determines your success rate as a project manager, has been tabooed. Currently, soft and communication skills have become one of the most '''important qualities that employers look for in a project manager'''. In other words, the importance of emotional intelligence is skyrocketing in the professional market. According to Davey-Winter, Peter Salovey and John Mayer defined Emotional Intelligence (IE) as the “ability to monitor ones own and others feelings and emotions, to discriminate among them, and use the information to guide ones thinking and action”. The significance for project managers to be able to use IE is for various reasons:
	#They operate in complex environments, therefore, they are constantly influencing, communicating, and negotiating with other departments and/or projects.		#They operate in complex environments, therefore, they are constantly '''influencing, communicating, and negotiating with other departments and/or projects.'''
	#They are also responsible of leading an effective team, therefore, they need to know how to manage future conflict, delegate work to teammates, and motivate them throughout the project.		#They are also responsible of leading an effective team, therefore, they need to know how to manage '''future conflict, delegate work to teammates, and motivate them throughout the project.'''

	To incorporate emotional intelligence in ones’ work ethics, there are five factors to consider: '''Perceiving, Managing, Decision Making, Achieving, Influencing'''. <ref name=D>Davey-Winter, K. (2017, August 27 Published). Emotional Intelligence for Project Managers – Nice to Have or Necessity?. Retrieved from https://pmiwdc.org/article/karen-davey-winter/emotional-intelligence-project-managers-–-nice-have-or-necessity?fbclid=IwAR3eAkva03XmRVU4g6kTWC4MTFKoleVonrbAs0lehzpXfPRUlqQwTcex6so</ref>		To incorporate emotional intelligence in ones’ work ethics, there are five factors to consider: '''Perceiving, Managing, Decision Making, Achieving, Influencing'''. <ref name=D>Davey-Winter, K. (2017, August 27 Published). Emotional Intelligence for Project Managers – Nice to Have or Necessity?. Retrieved from https://pmiwdc.org/article/karen-davey-winter/emotional-intelligence-project-managers-–-nice-have-or-necessity?fbclid=IwAR3eAkva03XmRVU4g6kTWC4MTFKoleVonrbAs0lehzpXfPRUlqQwTcex6so</ref>