PMBOK, Agile & PMI Standard Foundations Flashcards
Value Delivery
There are components such as portfolios, projects, programs, and
operations to name a few that when used either individually or
collectively help create value for an organization to meet its strategic
goals and objectives
Information Flow
The value delivery system is at its best when there is open and constant
flow of information and feedback that is being shared by the key
components within the system.
Organizational Governance
is a structured approach to provide the
needed direction and control through the use of policies and processes
so that meet defined strategic and operational goals.
• Enforce legal, regulatory standards and compliance requirements
• Define operational, risk, and legal polices.
Project Governance
is the framework, functions, and processes that give
the project the needed guidance and control to execute the activities
needed by the project to achieve the organizational, strategic, and
operational goals.
• Guiding and overseeing the project work by evaluating changes, issues and
risks
• Enforcement of polices, standards, and guidelines.
Cost of Quality
Cost of quality (COQ) methodology, which identifies four categories of cost, is used to find the appropriate balance of investing in quality
prevention and appraisal to avoid defect or product failure.
• Prevention.
• Appraisal.
• Internal failure.
• External failure.
Measurement Performance Domain
The performance domain that addresses activities and functions associated with assessing project performance and taking appropriate actions to maintain acceptable performance.
Effective Measures
KPIs (Key performance indicators): leading and lagging indicators
SMART: specific, meaningful/measurable/achievable/relevant, realistic, reasonable/timely,time bound
What to measure?
deliverable metrics, delivery, baseline performance, resources, business value, stakeholders, forecasts
Measurement Pitfalls
• Hawthorne effect. The Hawthorne Effect is used to describe a change in the behavior of an individual that results from their awareness of being observed..
• Vanity metric. The Vanity metric is a measure that shows data but does not provide any useful information for making a decision
• Demoralization. If goals are set that are not achievable team morale will fall as they continually fail to meet their targets.
• Misusing the metrics. One definition is that data that is misunderstood is then misused. Another is that data can be distorted to focus on the wrong thing.
• Confirmation bias. The tendency to search for, interpret, favor, and recall information in a way that confirms or supports one’s prior beliefs or values.
• Correlation versus causation. Correlation simply means that there is a statistical association or pattern between two variables, while causation not only implies a specific kind of relationship, known as
a cause-and-effect relationship. This means that a change in one variable is causing a change in the
other.
Uncertainty Performance Domain
The Uncertainty Performance Domain addresses activities and functions associated with risk and uncertainty.
Effective execution of this performance domain results in the
following desired outcomes:
An awareness of the environment in which projects occur, including, but not limited to, the technical, social, political, market, and economic environments.
Proactively exploring and responding to uncertainty.
An awareness of the interdependence of multiple variables on the project.
The capacity to anticipate threats and opportunities and understand the consequences of issues.
Project delivery with little or no negative impact from unforeseen events or conditions.
Opportunities are realized to improve project performance and outcomes.
Cost and schedule reserves are utilized effectively to maintain alignment with project objectives
Risk Strategies
Threats/negatives: avoid, escalate. transfer, mitigate, accept
Opportunities/positives: exploit, escalate, share, enhance, accept
Risk Review: Establishing a constant cadence of review and feedback on risks be it in a daily stand up or weekly status meeting to ensure that the effort of risk management remains relevant to the current state of the project.
Tailoring
is the deliberate adaptation of the project management approach, governance, and processes to make them more suitable for the given environment and the work at hand
The goal of tailoring is to increase the commitment of the team to the
project, be more focused on the needs of the customer and to be
efficient with the use of the project resources.
Tailoring Steps
- select approach
- tailor for the org
- tailor for the project
- implement ongoing improvement
Tailoring Steps
- select approach
- tailor for the org
- tailor for the project
- implement ongoing improvement
Model
is a thinking strategy to explain a process, framework, or phenomenon.
Method
is the means for achieving an outcome, output, result, or project deliverable.
Artifact
can be a template, document, or project deliverable.
Motivation Models
- Hygiene and Motivational Factors.
- Intrinsic vs Extrinsic Motivation.
- Autonomy.
- Mastery.
- Purpose.
- Theory of Needs.
- Achievement.
- Power.
- Affiliation.
- Theory X, Y and Z.
Change Models
Managing Change in Organizations: • Formulate change. • Plan change. • Implement change. • Manage transition. • Sustain change.
ADKAR Model:
- Awareness.
- Desire.
- Knowledge.
- Ability.
- Reinforcement.
Kotter’s 8 Step Process for Leading Change: 1. Create urgency. 2. Form a powerful coalition. 3. Create a vision for change. 4. Communicate the vision. 5. Remove obstacles. 6. Create short-term wins. 7. Build on the change. 8. Anchor the changes in corporate culture.
Change & Complexity Models
Virginia Satir Change Model: • Late status quo. • The foreign element. • Chaos. • The transforming idea. • Practice and integration. • New status quo.
Transition Model:
• Ending, losing and letting go.
• The neutral zone.
• The new beginning
Cynefin Framework. • a problem-solving tool defined by cause-and-effect relationships in a variety of situations to categorize a problem or decision and respond accordingly
Stacey Matrix. • designed to help understand the factors that contribute to complexity and choose the best management actions to address different degrees of complexity.
Project Team Development Models
Tuckman Ladder • Forming. • Storming. • Norming. • Performing. • Adjourning.
Drexler/Sibbet Team Performance Model
- Orientation.
- Trust building.
- Goal clarification.
- Commitment.
- Implementation.
- High performance.
- Renewal.
Conflict Models
- Confronting/problem solving.
- Collaborating.
- Compromising.
- Smoothing/accommodating.
- Forcing.
- Withdrawal/avoiding.
Negotiation Models
- Win-win.
- Win-lose / Lose-win.
- Lose-lose.