Matching Items (5)
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- All Subjects: Project management
- Creators: Wiezel, Avi
- Creators: Parrish, Kristen
Description
The success or failure of projects is not determined only by procedures, tasks, and technologies, but also by the project team and its effectiveness. In order to lead project teams towards successful outcomes, project managers must maintain high quality relationships in the workplace. When looking at employees’ relationships in the workplace, Social Exchange Theory introduces two types of exchanges: employee-organization and leader-member exchanges. While both types of exchanges focus exclusively on the employee’s longitudinal relationships, the interpersonal relationships among the team members are usually overlooked.
This research presents the results of a quantitative study of the interpersonal relationships of 327 project managers and assistant project managers in their workplace. Specifically, the study investigates if the quality of the relationship with particular stakeholders, such as one’s immediate supervisor (boss), peers, or subordinates, drives the individual’s quality of the relationship with other stakeholders.
Contrary to the expectations, in strictly hierarchical organizations (one direct supervisor), there is no significant correlation between the quality of relationships with the boss and the overall quality of the individual’s relationships. However, in the case of matrix organizations (two or three bosses), there are significant correlations between several variables such as the quality of the relationship, perceived importance and the time spent with each stakeholder, as well the inclination of the participant towards leadership actions. The driving relationship in matrix organizations is the one with “the most important peer”.
This research presents the results of a quantitative study of the interpersonal relationships of 327 project managers and assistant project managers in their workplace. Specifically, the study investigates if the quality of the relationship with particular stakeholders, such as one’s immediate supervisor (boss), peers, or subordinates, drives the individual’s quality of the relationship with other stakeholders.
Contrary to the expectations, in strictly hierarchical organizations (one direct supervisor), there is no significant correlation between the quality of relationships with the boss and the overall quality of the individual’s relationships. However, in the case of matrix organizations (two or three bosses), there are significant correlations between several variables such as the quality of the relationship, perceived importance and the time spent with each stakeholder, as well the inclination of the participant towards leadership actions. The driving relationship in matrix organizations is the one with “the most important peer”.
ContributorsK. Jamali, M. Hossein (Author) / Wiezel, Avi (Thesis advisor) / Sullivan, Kenneth T. (Committee member) / Badger, William (Committee member) / Arizona State University (Publisher)
Created2019
Description
The discipline of continuing professional development (CPD) is well defined and established within a variety of industries, such as medical, legal, and financial. The built environment is a less defined and mature industry with respect to educational pathways and professional education, with no uniform structure. Occupational licensing, such as registered nurses, certified professional accountants, and others are well known within both their industries and the public. Additionally, occupational core-competencies are well established. Planning is a core skill set within the built environment and construction management. Definitions of the term “planning” vary quite broadly across the built environment, but generally includes activities such as risk identification, scope identification, and scheduling. Understanding how professionals in the built environment learn to plan is critical to meeting CPD needs for planning skills and the ability of a professional to “plan” effectively. Many planning tools and software have been developed, but often rely on an individual professional’s personal experiences and abilities. Limited literature in the field of professional education in the built environment has left a gap on the topic of how to train professionals in planning competencies. Survey results indicate that current training is not meeting the expectations of professionals, as only 16 percent of professionals are trained how to plan using their preferred method of learning. While on-the-job training is the primary format, the most preferred format is internal company training, but only 54 percent of companies provide this format. Mann-Whitney U and Kruskal Wallis tests were conducted and revealed that organizations with internal training programs have higher employee satisfaction with their organization’s planning process. Further, organizations with internal training programs are seen as having a more formal internal planning process. Research is needed to develop CPD within construction management and provide the foundation upon which a professional education structure can be created. An andragogically-centered schema for a heuristic approach to construction CPD is developed and tested on a seminar for pre-project planning. The full instructional design of the seminar using the model is disclosed and seminar results showed positive results and participants achieved high levels of learning.
ContributorsHurtado, Kristen (Author) / Sullivan, Kenneth (Thesis advisor) / Wiezel, Avi (Committee member) / Badger, William (Committee member) / Arizona State University (Publisher)
Created2018
Description
Project teams expend substantial effort to develop scope definition during the front end planning phase of large, complex projects, but oftentimes neglect to sufficiently plan for small projects. An industry survey administered by the author showed that small projects make up 70-90 percent (by count) of all projects in the industrial construction sector, the planning of these project varies greatly, and that a consistent definition of “small industrial project” did not exist. This dissertation summarizes the motivations and efforts to develop a non-proprietary front end planning tool specifically for small industrial projects, namely the Project Definition Rating Index (PDRI) for Small Industrial Projects. The author was a member of Construction Industry Institute (CII) Research Team 314, who was tasked with developing the tool in May of 2013. The author, together with the research team, reviewed, scrutinized and adapted an existing industrial-focused FEP tool, the PDRI for Industrial Projects, and other resources to develop a set of 41 specific elements relevant to the planning of small industrial projects. The author supported the facilitation of five separate industry workshops where 65 industry professionals evaluated the element descriptions, and provided element prioritization data that was statistically analyzed and used to develop a weighted score sheet that corresponds to the element descriptions. The tool was tested on 54 completed and in-progress projects, the author’s analysis of which showed that small industrial projects with greater scope definition (based on the tool’s scoring scheme) outperformed projects with lesser scope definition regarding cost performance, schedule performance, change performance, financial performance, and customer satisfaction. Moreover, the author found that users of the tool on in-progress projects overwhelmingly agreed that the tool added value to their projects in a timeframe and manner consistent with their needs, and that they would continue using the tool in the future. The author also developed an index-based selection guide to aid PDRI users in choosing the appropriate tool for use on an industrial project based on distinguishing project size with indicators of project complexity. The final results of the author’s research provide several contributions to the front end planning, small projects, and project complexity bodies of knowledge.
ContributorsCollins, Wesley A (Author) / Parrish, Kristen (Thesis advisor) / Gibson, Jr., G. Edward (Committee member) / El Asmar, Mounir (Committee member) / Arizona State University (Publisher)
Created2015
Description
The workforce demographics in the United States are rapidly changing. According to census information, 35% of working adults are project to retire within the next 20 years. The construction is being particularly affected by this demographic shift as fewer employees are entering into the industry. This shift is especially bad among project professionals within the industry. The response to these changing demographics depends on how companies manage their talent and plan for successions. In order to investigate this workforce problem in the construction industry, the author has partnered with an expert panel of human resource executives from various companies in the construction industry. This research seeks to investigate methods in which construction companies can identify high potential project leaders early on in their careers through quantitative methodologies. The author first validated the research problem by gathering demographic data from six U.S. construction companies varying in size and industry expertise. As a result of analyzing information from 2,294 construction employees in the project management career path, the authors have found that 58% of these individuals are projected to retire within the next 12 years. The author also conducted a detailed literature review and six company interviews to investigate current succession planning practices in the industry. The results show that very few companies have contingency plans for early to mid-level employees. Lastly, the author conducted 76 employee psychological evaluations to measure personality and behavior traits. These traits were then compared to supervisory performance reviews of these employees. The results of this comparison suggest that high potential employees tend to showcase previous leadership experience and also tend to be more outspoken and are also able to separate their emotional bias from business decisions. Using these findings, the author provides an interview tool that employers can use to expand their talent pool in order to identify high potential candidates that may have been previously overlooked. The author recommends additional research in further developing the use of quantitative tools to evaluate early-career employees in order to more efficiently align resources within the shrinking talent pool.
ContributorsGunnoe, Jake Alan (Author) / Sullivan, Kenneth (Thesis advisor) / Wiezel, Avi (Thesis advisor) / Kashiwagi, Dean T. (Committee member) / Arizona State University (Publisher)
Created2017
Description
The International Energy Agency (IEA) anticipates the global energy demand to grow by more than 25% by 2040, requiring more than $2 trillion a year of investment in new energy supply (IEA, 2018). With power needs increasing as populations grow and climate extremes become more routine, power companies seek to continually increase capacity, improve efficiency, and provide resilience to the power grid, such that they can meet the energy needs of the societies they serve, often while trying to minimize their carbon emissions. Despite significant research dedicated to planning for industrial projects, including power generation projects as well as the pipeline projects that enable power generation and distribute power, there are still endemic cost overruns and schedule delays in large scale power generation projects. This research explores root causes of these seemingly systemic project performance issues that plague power generation projects. Specifically, this work analyzes approximately 770 power and pipeline projects and identifies how project performance indicators (i.e., cost and schedule performance) as well as planning indicators, compare in two regulatory environments, namely nonregulated and regulated markets. This contributes explicit understanding of the relationship between project performance and regulatory environment, both quantitatively and qualitatively, to the pipeline and power project planning and construction bodies of knowledge. Following an understanding of nonregulated versus regulated markets, this research takes a deeper dive into one highly-regulated power sector, the nuclear power sector, and explores root causes for cost overruns and schedule delays. This work leverages gray literature (i.e., newspaper articles) as sources, in order to analyze projects individually (most academic literature presents data about an aggregated set of projects) and understand the public perception of risks associated with such projects. This work contributes an understanding of the risks associated with nuclear power plant construction to the nuclear power plant construction body of knowledge. Ultimately, the findings from this research support improved planning for power and pipeline projects, in turn leading to more predictable projects, in terms of cost and schedule performance, regardless of regulatory environment. This enables power providers to meet the capacity demands of a growing population within budget and schedule.
ContributorsSherman, Rachael Paige (Author) / Parrish, Kristen (Thesis advisor) / Gibson Jr., G. Edward (Committee member) / Lamanna, Anthony (Committee member) / Arizona State University (Publisher)
Created2020