Who Wants What In a Development Project On The Philippines? (Mini-Case Study: 3.3)
Q. What are the causes of the frustration? Base your answer on stakeholder management issues and cultural issues?
Developing and controlling relationships with parties that impacts a project can be the most critical aspect of project management . When managing stakeholders successfully we will ensure that project management requirements are aligned and understood to mitigate issues and better manage risk. From here, results will be a better influence to an organization and a key success for a perfect healthy environment.
In this case study, failure and frustration could be based on many practices related to stakeholder management:
· Not allowing sufficient revision of stakeholder expectations.
· Stakeholders are asked to make a decision too early. Which might result in a complicated decision making process.
· Choosing wrong stakeholders in a project can result in reducing their contribution.
· Less value for stakeholders contribution and treated as unimportant.
In the case study, the main frustration was raised from both sides when there was no progress made towards the scope statement. As one of the most dangerous things that can happen to a project, is when the scope statement is changed or not followed. It can lead to project failure or abortion, even if it was something like changing roles or adding parties, because delays and added cost can interfere.
To avoid the mentioned problem, scope must be defined, and monitored to make sure that all teams are keeping up with it. Also, by separating any change requests from the main project scope, and providing estimates on how it will affect the schedule delays. Hence, added cost and extended time will be avoided to the original scope.
Finally, when dealing with other cultures, consideration to different managerial values and dimensions must be taken in advance. So, by identifying differences in related work values, we can identify what motivates people from different backgrounds, and what builds a stronger link between cultural values and people's behaviour at the workplace.