MANAGING TECHNICAL PEOPLE

CAPSTONE PROJECT: PROJECT BIOSENSE – PART 04

INSTRUCTIONS
1. Write a report that outlines the plan that you would present to Simms. Your plan should
include details on how you will address:
a. The concerns of Simms and the board
b. The concerns of the client
c. The issues of morale and productivity within your team

Be sure to include the following in your report:

 The relationship-management and leadership theories and techniques you would
employ as part of your plan
 The decision-making techniques you used in determining your plan
 Whether or not you used specific negotiation principles or strategies when
determining your plan
 How conflict-management principles affected your plan
 How the personality types of the characters in the story affected your plan
 The leadership style you think would be most effective and why
 Any other factors that influenced your decisions
Your report should be approximately 3 – 5 pages in length.

2. Save your finished report and upload it to the LMS. Make sure you have:
a. Added your name to the top of the report.
b. Named the document to include your Student ID.
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1. The relationship-management and leadership theories and techniques.

As a part of my plan, we should build good relationship-management and leadership. That’s why,
we need relationship-management and leadership theories and techniques. So, we should use
different ways. Below are the steps to build good relationship-management and leadership:

1 Establish a foundation for relationship building  Assess relationship building as a

strategic direction
 Review and refine social mission,
values, and ethics
2 Develop a relationship-building strategy and  Identify strengths and weaknesses
action plans and gaps
 Set priorities and goals
 Refine goals and prepare outreach
strategy
3 Align systems and structures to support  Assess organizational readiness
collaboration  Identify gaps and inconsistencies
 Assess systems and structures
 Make changes as needed
4 Harness the power of long-term relationships  Deepen mutual understanding
 Explore and integrate ideas
 Generate new options and
solutions
 Ensure availability of resources
Therefore, through all these steps you should understand us since we yours operation people.

2. The decision-making techniques

The decision that you resolve relates to the strategic. It means, decision about general direction,
long-term goals, philosophies and values.

So that you understand my situation, I used the SWOT-analysis (decision-making technique).

Strengths
• High profit
• Good experience

Weaknesses
• Lack of training
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• Time Management
• Lack of support

Opportunities
• Implementing new technologies
• New leadership
• Improved reliability of services

Threats
• Deadline overdue
• Employee retention
• Demotivation
• Client dissatisfaction
This is a SWOT analysis of our project. As you can see, we have strengths and weaknesses and so
on. You can guess what our problem is.

3. Negotiation principles or strategies

I think is most appropriate strategy is collaborating. It is both assertive and cooperative strategy—
the complete opposite of avoiding. Collaborating involves an attempt to work with others to find
some solution that fully satisfies their concerns. It means digging into an issue to pinpoint the
underlying needs and wants of the two parts (the board and managers). Collaborating between two
parts might take the form of exploring a disagreement to learn from each other's insights or trying
to find a creative solution to an interpersonal problem.

Why? To be effective for them use of Collaborating in a negotiation that have to hone their
skills and become very comfortable:
 considering opposing viewpoints and understanding all sides of an issue
 getting all the issues out on the table without intimidating others or causing them to
become defensive.
 looking at information objectively and drawing accurate conclusions
 getting to the root cause of a problem

More precisely, after this negotiation principle we (managers and the board) should come to
mutual benefit. Our deadline is overdue. But, better late than never. We ask that you give us
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another chance. After these mistakes, we made a good experience. If we implement the project
successfully, then both of us will benefit.

4. Conflict-management principles

Conflict management affected through in terms of power, rights, and interests. Framing the
conflict as a power struggle, assertion of rights, or satisfaction of interests can dramatically affect
the process and the outcome. If we are analyzing a conflict, identifying how the parties see the
conflict in terms of power, rights, and interests can lead to transformative solutions not otherwise
apparent. Power is the ability to have one's way against the wishes of another. Rights
enforcement is the ability to have a third party decide that one may act against the wishes of
another. Interests are the things that people wish to have satisfied.

You (board) have power. And we(managers) have rights. Interests are on both sides. We
(managers) will first solve our internal conflict the issues of morale and productivity
within your team. We also ask you that we need more time since we want to install new
functionality concerns of client.

5. Personality types

Personality types affected by The Platinum Rule. It describes four core personality types: relater,
thinker, director, socializer.

In general, we are talking about the directors (board) and thinker (managers). Directors are
forceful, take-charge people. Their impatience-and sometimes their insensitivity-may make you
wince. Driven by an inner need to get results, they are more concerned with outcomes than egos.

Thinkers are results-oriented problem solvers. They seek results in a quiet, low-key way. Thinkers
are analytical, persistent, independent, and well organized, but often seen as aloof, picky, and
critical.

In my team there are many different personality types (because of this one of my chief managers
left) not only thinkers. There are also a lot of different personalities in the board. Both sides
should understand this.
That is, these different personality types should good affect in our project. I want to say this, we
should have another chance to correct this situation since we are different people.
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6. Leadership style
The appropriate style is coaching. It is the most effective when the employees working under the
coach are receptive to this help. If someone is managing employees that are extremely resistant to
change, or are not interested in learning new things, the manager will struggle if they choose this
style. It's also inappropriate to use this style if someone lacks the technical expertise needed to
help those they're managing. It's very rare in the workplace to find employees that are not
interested in improving their performance and bettering themselves. As a coach, it's important to
supply ongoing feedback on performance. It's equally important to do this in a manner that
motivates the employee and does not create fear. That's because many managers do not believe
they have the time needed to help others. This mindset is unfortunate because the investment
made in employees oftentimes provides abundant returns. The coaching style is very successful at
improving results.
Coaching leaders provide a very positive workplace environment. Employees know exactly what's
expected of them, and they understand the overall strategy of the company.
We want you to always give us advice and constantly check our job (of course, it is good for
productivity in my team). We want an incentive (morale, not money) to finish this project. This
project is very important. We will ask you again that we need time to correct this situation.