I agree with Dinah Young. Rework or corrective action have been done but defect is still remained that the approved rework has not been effective when its true cause hasnt exposed as yet. Next is to reanalyze the root cause of issue by tools and techniques, initiate numbers of solutions and analyze these solutions and agree on final solution and take actions as well as look at and taken into risks or additional effect caused. Saving Changes...
Dan BaleanOperations Mgmt.| 2089956 Ontario Inc.Cambridge, Ontario, Canada
Dec 08, 2017 10:54 PM
Replying to Dan Balean
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Fire the Production and QA managers?
Sorry for the joke...
Determining the cause of the rework failure and taking corrective actions is the proper procedure, in my opinion.
Disciplinary action may follow but is not for the PM to decide.
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2 replies by Riyadh Salih and Sante Delle-Vergini, PhD
Dec 09, 2017 12:04 PM
Riyadh Salih
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That's fine Dan, I knew it but at same time I was looking for more options if there's no option to use the 7QC as mentioned to use Ishikawa then what
I don't mind we have to have a sense of humour
Sorry for the joke...
Determining the cause of the rework failure and taking corrective actions is the proper procedure, in my opinion.
Disciplinary action may follow but is not for the PM to decide.
That's fine Dan, I knew it but at same time I was looking for more options if there's no option to use the 7QC as mentioned to use Ishikawa then what
I don't mind we have to have a sense of humour Saving Changes...
Anonymous
By the way, why firing is not aligned with PMBOK Guide? Saving Changes...
Sorry for the joke...
Determining the cause of the rework failure and taking corrective actions is the proper procedure, in my opinion.
Disciplinary action may follow but is not for the PM to decide.
Dan, we need humor sometimes :-) Saving Changes...
Mounir, I think they may be just referring to looking for a solution before firing. Since it's a conflict situation, the PMBOK advises the following:
"Project managers must develop the skills and experience necessary to effectively adapt their personal conflict management style to the situation. Project managers strive to establish a collaborative approach among the team members involved in order to fully resolve the problems. In situations where a collaborative approach is not possible, the project manager must then revert to other active management styles for handling the conflict; e.g., assertiveness, accommodation, avoidance, or compromise."
So while of course hiring and firing is a part of business and projects, I think the statement about not aligning with the PMBOK is just another way of saying try and resolve the conflict using these other methods first. And of course following that, escalation etc., all before firing, which should be a last resort. Saving Changes...
Agreed with Sante as PM posses the soft skills interpersonal so the PM is viewed as team leader most of the time we don't have the choice to select the team members .. sometimes the team is already there , preassigned or hired by HR manager this is our big challenge to work around the team using all Tools & techniques to extract the most positive results.You manage the negative Stackholder to make him or her work for your success. Saving Changes...
Anonymous
Sante and Riyad
We are talking about communication but we are not communicating well :)
The discussion was not about soft skills or what would be the steps that a project manager should take in case of conflict. Further, this whole discussion is not about conflict, it is about quality failure without noting reasons.
My response was to the blank statement that firing does not align with the PMBOK Guide and here I have to say two things:
1. The PMBOK Guide never give justifications for firing or not firing - sure it discusses the need for soft skills and that is a basic management principle and not a PMBOK Guide invention or unique to project management. In any conflict (or performance matter), we try and take too many steps before we can reach firing. Some organizations mandate formal warnings that could lead to firing. Many laws also justify firing for cause. So, in the case of quality here - may be the problem was never fixed and someone falsified reports. In many organizations, this is a firing offense.
2. I really have issues with people referring to the PMBOK Guide for everything. (1) the guide is not a holy book; (2) the guide is NOT a body of knowledge; (3) the guide does not cover numerous topics. Therefore, referring to the PMBOK Guide is not always an answer Saving Changes...
