HPWS Proposal
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Executive Summary
The organization primary objective is to establish an effective and efficient methodology to delivering productive work-teams and systems. The proposal will outline the senior project manager that manages the project team members to execute the criterion of objectives for a productive business unit processes (Sauders, 2007). The area of focused to implement the HPWS Proposal is the method of the communication model to synergize with R&D, marketing, and customer service department. In these particular departments, the company will be able to articulate the needed changes and attributes in allowing the products more marketable. The approach for the HPWS Proposal is to utilized resources amongst the internal business unit departments to create a new direction for succeeding in the market share.
A focused effort to maintaining the brand identity for the goal of reaching strong brand equity will be incorporated into the HPWS Proposal. In doing so, the project manager leadership can foster to managing the work-teams on the strengths and weakness, in order to provide the desired results from the stakeholders. The customer relationships management (CRM) plays a pivotal role to addressing the concerns of the consumer as well as the stakeholder to provide a successful product and service (Kalleberg, 2003). Therefore, the functional organizational structure of the company will conduct business in a high performance structure. The new organization structure will assist in the senior project manager to utilize the available resources. The senior project manager areas of focused to infuse resources to empower the CRM in order concept to recapture the leadership in the consumer market share.
Major Objectives and Concerns
The internal functional organization structure contributes to a significant impact in identifying and developing the work-teams. The organization structure must outlined the fundamentals of available resources, recently, the failure to account for identifying current trends resulted in low market share growth (Pelsmacker, 2006). Therefore, the major objective is to restructure the functional organization in the company to a more centralized effort for desired results. The benefits of such approach can provide a smooth transition to assisting the project manager in adapting the change management concept for a better product. In doing so, the objective for business units to designing and implementing a high performance work systems to improve market share, field sales, pricing, marketing, product design, advertising, and supply chain/distribution can start working in cohesive synergy (Vargas, 2006).
The concerns are mostly geared towards assuring the implementation of the change management concept is enforced amongst the area of focused to initiate the HPWS Proposal. The commitment is needed from the area of focused business units to provide the needed data and feedback as well as acceptance to the change model for the HPWS Proposal (Lazaridou, 2002). Therefore, the project manager plays a significant role to establishing trust, understanding, and the change management protocols for delivery of such results. The senior project manager is required to assure the facilitation of the direction to improve the performance work systems, otherwise, the decline in brand equity will continue.
The project manager communication model is imperative to addressing the concerns regarding the central issue towards limiting efforts to sharing information. The current situation prior to implementing the HPSW Proposal showcased the continued decline of market share, therefore, a project management team to focus on the functional organization structure and communication model is crucial to establishing win-win strategies to address the objectives and concerns (See Figure A).
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Little Shared Experience
Average amount of shared experience
Large amount of shared experience
Meanings Dissimilar
Meanings Dissimilar
Meanings very similar
Misunderstanding
Average degree of understanding
High degree of understanding
Figure A.
Pitfalls
The current performance work systems identified certain pitfalls that are the deterioration of the functional organization structure that limits the production and communication channels for work teams. The current performance work system breakdown of sharing information from reporting field sales, pricing, product design, advertising, and supply chain/distribution limits the potential to reaching the stakeholders objectives. The high performance work system performance proposal utilizes the autonomy of the functional organization of business unit teams achieve set goals. The focus is to restrict the loopholes for missing information that transfers back and forth to the corresponding department business units. The autonomy of the functional organization of work teams plays a pivotal role to prevent the pitfalls associated with low performance results.
The high performance work system is to build on the understanding of the autonomy of the organization to encourage self-directed teams. Although, the potential for pitfalls entails a resistance for change that can occur, the project manager plays an integral part in the high performance work system as a buffer to refocus on the work teams. The high performance work system proposal utilized all teams of the organization with a direct influence by senior management to assist in reducing any costly pitfalls in production and marketing.
Potential Gains
The exceptional advantage to utilize the senior project manager in coordinating the multiple changes in current trends solidifies the functional organization to an in sync network. The potential gains for the senior project manager is an experienced professional with up to the minute of statuses on available resources. The availability to utilize the senior project manager to enforce objectives by the stakeholder and senior level management empowers the high performance work system to produce effective results. The project manager efforts to apply and implement changes in the processing within the work teams provide the needed linkage to an effective communication model.
The overall potential gains are redefining the expectations and communication model in the self-directed teams within the functional organization structure. The project manager provides the leadership medium between the stakeholder, senior management and the work teams. This will empower the high performance work system to perform accordingly to meeting the corporate goals and initiatives. The additional positive gain by implementing the matrix for a high performance work system is by the organization into a cohesive organized structure. The matrix functional organizational structure encourages the organizational behavior to adapt to change and share amongst all self-directed teams. (See Figure B).
Matrix Project Organization
President
Project Mgr
Manufacturing
Marketing
Finance
R & D
Personnel
PM1
3
1 1/2
1/2
4
1/2
PM2
1
4
1/4
1 1/2
1/4
PM3
0
1/2
3
1/2
1
Figure B.
The fundamental aspect of establishing a strong project management team within the organization is the ability to answer to challenges that arises in the daily operations of the company (Mantel, Meredith, Shafer, and Sutton, 2008). The matrix functional organizational provides the work breakdown structure for completing the project on time, budget, and to the needed specification in order to infuse the high performance work system effectively. The diversified structure is the matrix project organization that merges both functional and pure-project organization to capitalizes on the resources available (PMBOK, 2004). The matrix project organization structure encourages the organizational behavior discipline of the method for the self-directed teams in each division can deliver the win-win strategy for completion of tasks.
Resource Deployment
The self-directed work teams within the business units focusing on pricing, R&D, advertising, and supply chain/distribution that uses the communication model set in place for the HPWS to be effective. The marketing analysis for monitoring and controlling pricing that stays competitive is essential for the self-directed team build on the customer relationship management (CRM). In doing so, the self-directed teams assist in empowering the R&D to formulate the preferred customer and stakeholder preferences to enhance product and service. Therefore, the self-directed team in marketing provides the normalcy in performing the high performance work systems that other teams will follow suit (Armstrong, 2007). The delivering of expertise amongst the self-directed teams provided the needed resources of knowledge in effective marketing, advertising, and pricing to achieve initiatives.
The resource deployment within the confinements of the high performance work system is the reoccurring of at least one team member from each business unit to report to the project manager (Cooper, Grey, and Raymond, 2005). This approach provides a new streamlined of utilizing the resources amongst pivotal business units teams through communication channels encourages success. The training ability amongst the self-directed teams assists the project manager in infusing the data resources to appropriate departments to apply needed changes. The training skills of team members are crucial to establishing a synergy for sharing work systems amongst the self-directed teams to gathering information when needed. In addition, the training skills of selected team members provides the needed competencies to address limitation in delivering desired results due to restricted social facilitation. (See Figure C)
Social Facilitation
The presence of other group members enhances the performances of well-learned behaviors that have been performed repeatedly in the past.
The presence of other group members impairs the performance of difficult, complex, or novel behaviors that involve considerable expenditure of effort.
Figure C
The social facilitation plays an integral part into the high performance work system matrix by infusing the communication model directed by the project manager. The social facilitation objective is to continue the new matrix project organizational structure by sharing resources. In the efforts of utilizing the social facilitation methodology, the approach assists in producing the high performance work systems for efficiency. The combination of the social facilitation through training skills, communication structures, and the autonomy of self-directed teams provide the project manager to reach objectives.
Tactics and Strategies to Get HPWS Implemented
The benefits of using demographic segmentation for targeting a business audience is the increase of the market share of the customer in the market, high customer equity, and brand equity that provides continued growth for business operations. The tactics and strategies to get HPWS implemented by assigning one project manager to oversee three other project managers (see figure B). The senior project manager leads the business unit in marketing and customer service department to dissimilate the data retrieved from CRM that assist the main company’s objectives. The data retrieved from the CRM provides the senior project manager methods to infuse direction on production for improving market share.
In addition, the review process implemented by the project management team is the foundation of the marketing management for reinforcing the new HPWS processes (Chitty and Barker and Shimp, 2005). The formula for the marketing management agenda is the philosophy for a redesign plan for a customer-driven marketing strategy for addressing the issues identified. The project manager significant role is to finding, attracting, keeping, and growing the target customers by creating, delivering, and communicating superior customer value. Therefore, in the pursuit to successfully use demographic segmentation, the project manager must consider the knowledge of such CRM data to create a substantial marketing segmentation plan. The methods to identify and managing the targeted demographic is to divide the self-directed work teams that demonstrates competency in formulating protocols to achieve goals. The benefits provided by using such tactics and strategy provide the motivation needed of self-directed teams by including departments to work together within the context of the HPWS mainframe.
Recommendations
The fundamental recommendation for the successful implementation of the HPWS is the organizational structure. The matrix project organization structure provides the desired organizational behavior concept within the company to focus on the targeted demographic. Therefore, the project manager can benefit from utilizing resources amongst business units to create the preferred researched brand product and service with value proposition. The benefit of the value proposition creates more of a dedication from the targeted demographic when marketing the company’s products and services.
Moreover, the revamp communication model is required for a synergy between department self-directed teams to achieve overall goals meeting company’s objectives. The communication model in place provides the project manager to effectively utilize the foundation of trust with work teams. In doing so, the motivation factor increases amongst the designated work teams to strengthen the matrix project organization to share resources in order to meeting corporate goals. The company’s business objectives are to infuse the product and service into the market for a longtime relationship with the targeted audience by a desired organizational behavior. The commitment to establishing a focus on sharing, communication, and motivating work teams within the business units provides a dominant force into the targeted demographic market.
References – 10
Kalleberg, A. L. (2003). High performance work organizations: Payoffs to participation. Retrieved December 4, 2004, from www.ncpp.ie/dynamic/docs/Presentation%20by%20Arne%20Kalleberg.ppt
Vargas, P. (n.d.). Building high performance teams. Retrieved October 26, 2006, from http://sig.pmi.org/hr/webinar/building_high_performance_teams_101205.ppt
Lazaridou, S. (2002). Work teams: Three models of effectiveness. Retrieved December 4, 2004, from http://www.geocities.com/lazaridous/work_teams.htm
Chitty, W. & Barker, N. & Shimp, T.A. (2005). Integrated Marketing Communications. Melbourne: Nelson.
Pelsmacker, Patrick (2006) Marketing Communications: A European Perspective. Financial Times/ Prentice Hall; 3 edition
Saunders, Mark (2007) Research Methods for Business Students. Financial Times/ Prentice Hall; 4 edition
Armstrong, Gary & Kotler, Philip, (2007). Marketing: An Introduction, 8th Edition. Pearson, Prentice Hall, Upper Saddle River, New Jersey
PMBOK Guide (2004) A Guide to the Project Management Body of Knowledge. Third Edition. PMI Global Standard
Cooper, Dale, Grey, Stephen, Raymond, G, (2005) Managing Risk in Large Projects and Complex Procurements
Mantel, Samuel J. Jr. & Meredith, Jack R. & Shafer, Scott M. & Sutton, Margaret M. (2008) Project Management in Practice, John Wiley & Sons, Inc. Publishing
