chapter 13 project organizations - depokur.com · final design construction construction...
TRANSCRIPT
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Chapter 13
Project Organizations
Project Management for Business, Engineering, and Technology
Prepared by
John Nicholas, Ph.D.
Loyola University Chicago
&
Herman Steyn
University of Pretoria
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Project Organizations
Ideally created to best suit the project
(form follows function)
A project team is a temporary structure
Usually multi-functional/multi organizational
Led by project manager or project coordinator
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Project Organizations, Basic Variations
Traditional pyramid organization (hierarchical)
Single function vs. cross-functional task team
Task force within traditional pyramid
Pure project (project arm and stand alone)
Matrix
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Organization Structures
The “perfect” structure does not exist
Any structure can be made to work
Not all structures equally good – it’s horses
for courses
And its about more than just structure
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Traditional Pyramid Organization
Engr Mktg Fin HR PD Mfgr
Sr. Mgt
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The reason: Differentiation
Specialization necessitates differentiation
Different bases of differentiation:
Subject matter, Products, Geographic etc.
Problem with differentiation / specialization:
Lack of integration
Losing sight of the bigger picture
Traditional Pyramid Organization
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Traditional Pyramid Organizations: Silos
Engr Mktg Fin HR PD Mfgr
Sr. Mgt
Reason for silos: A manager is responsible only for one part
of the organization’s goal
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Project within a Traditional Organization:
Single Function Project
Engr Mktg Fin HR PD Mfgr
Sr. Mgt
PT PM
= Project manager, team leader or coordinator
= Project team
PM
PT
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Project within a Traditional Organization
Pros
Functional units develop competencies
Good for single-function projects
because functional areas tend to be
highly specialized and competent
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Project within a Traditional Organization
Con
Poor for cross-functional efforts
No coordination among functional
areas
Functional areas tend to be self-
serving
No project accountability
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Project within a Traditional Organization:
Multifunctional Task Force
Engr Mktg Fin HR PD Mfgr
Sr. Mgt PT
PM
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Multifunctional Task Force (cont’d)
Pros
Project expeditor or coordinator
oversees project work, schedules
meetings, etc.
Expertise drawn from all areas
contributing to or affected by the project
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Multifunctional Task Force (cont’d)
Cons
Authority of project leader is
weak/ineffectual
Project is side-job for team members
Potential lack of focus, motivation
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Pure Project—Stand Alone
Engr Mktg Fin HR PD Mfgr
PM
The project IS the organization
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Pure Project—Stand Alone
Chief Executive
Project 2 Project 3 Project 4 Project 1
Marketing
Finances
Design
Construction
Marketing
Finances
Design
Construction
Marketing
Finances
Design
Construction
Marketing
Finances
Design
Construction
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Pure Project - with Staff Functions Centralized
Chief Executive
Project 2 Project 3 Project 4 Project 1
Design
Construction
Human Resources
Finances
Design
Construction
Design
Construction
Design
Construction
Legal services
Administration
Procurement Procurement Procurement Procurement
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Pure Project—Stand Alone: Boston’s Big Dig
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Bechtel, Parson-Brinkerhoff
Joint Venture
Wallace, Floyd Manage
and do Manage
prelim. design
Final design Final design
Construction Construction
Subcontractors
Prime
contractor
Subcontractors
Pure Project—Stand Alone
Boston’s Big Dig
Architectural
subcontractor
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Pure Project—Projects as “Arms” to
Parent Organization
Sr. Mgt
BETA PM
Engineering
Customer Service
Research
SPECTOR PM
Engineering
Design Procurement
Research
Design
Engr Mktg Fin HR PD Mfgr
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Pure Project & Pure Project “Arms”
Suitable when
Project has high strategic importance
Project is large
Project has long duration
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Pros
Project manager has high authority
Work of team is entirely devoted to the
project
Necessary resources are procured/made
available
Motivation, focus and team spirit
Pure Project & Pure Project “Arms”
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Pure Project & Pure Project “Arms” (cont’d) Cons
Costly duplication of effort in multi-project organizations
Lack of inter-project knowledge sharing
Personnel gain experience of one project only
Development of competencies neglected (subcontract
specialized work)
Hiring/layoff cycle: low morale, high expense
BETA PM
Engineering
Customer Service
Research
SPECTOR PM
Engineering
Design Procurement
Research
Design
Engr Mktg Fin HR PD Mfgr
Sr. Mgt
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The Problem of Integration
In the traditional organization: lack of
integration between functions
In projectized structures: lack of integration
between projects (On its own, the projectized
structure creates “project silos”)
The focus should be:
The mission of the entire organization
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Ways to Achieve Integration
Alternatives:
The CEO integrates
Informal structures
Individuals with integrative role (system eng.)
Task forces & permanent teams /committees
Matrix
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Both functional and projectized structures
have specific advantages (and
disadvantages)
Why not exploit the advantages of both?
Achieving Integration: The Matrix
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Matrix Structure
A design to enable a dual focus:
Focus on specific functions
Plus
Focus on projects
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Matrix Structure
For simultaneous focus:
Differentiation / specialization (Functions)
&
Projects
Superimposed structures
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Matrix
Engr Mktg Fin HR Mfgr
Sr. Mgt
BETA PM
SPECTOR PM
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Matrix
Engr Mktg Fin HR Mfgr
Sr. Mgt
BETA PM
SPECTOR PM
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Matrix
Engr Mktg Fin HR Mfgr
Sr. Mgt
BETA PM
SPECTOR PM Spector team
Beta team
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Matrix Structures and Power
Strong matrix: More power to project
Balanced matrix: Balance of power
Weak matrix: More power to functional
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A Strong Matrix Structure
H Steyn (Ed) Project Management – a Multidisciplinary Approach
Chief Executive
Marketing Construction
Project 1
Other
functions
Manager of
Project
Managers
Engineering
Project 2
Project 3
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A Weak Matrix Structure
H Steyn (Ed) Project Management – a Multidisciplinary Approach
Project Leader is a part-time position
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A Balanced Matrix Structure
Chief Executive
Marketing Finance Construction Engineering
Project
Manager
Other
functions
Project
Manager
Project Manager is a full-time position
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Emphasis on the bigger picture
Focus on functional specialization as well as on
projects
Synergies within each function are exploited
Synergies between projects are exploited
Often used in complex, interdependent & changing
situations
Enriched information processing
Matrix, Pros
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Matrix, Pros (cont’d)
Functional areas serve as resource
repository
Each project has dedicated PM
Necessary resources are procured/made
available
Engr Mktg Fin HR Mfgr
Sr. Mgt
BETA PM
SPECTOR PM
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Matrix, Pros (cont’d)
Personnel have a functional “home”—a
“place to go”;
inter-project knowledge sharing
people work on multiple projects but associate
with people on other projects
Engr Mktg Fin HR Mfgr
Sr. Mgt
BETA PM
SPECTOR PM
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Matrix, Cons Power struggles
(between functional and project structures)
Who has more power?
F F F F F
P P
P P
P P P P P
F F
F F
In a strong matrix the role of functional managers is reduced,
especially if the manager of PMs control funds
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Matrix, Cons (cont’d)
Conflicts about resources:
between PM and functional managers
between managers of different projects
Engr Mktg Fin HR Mfgr
Sr. Mgt
BETA PM
SPECTOR PM
!!?*%#!
Power struggles
(between functional and project structures)
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The multi-boss situation
Unclear responsibilities and accountabilities
The 2-hat problem
Requires new roles and new ways of
thinking
Implementing is problematic & often involves
resistance to change
Matrix, Cons (cont’d)
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Matrix, Cons (con’td)
Role conflict of personnel working multiple
projects:
Confusion over priorities: how to determine
priorities in resource allocation?
Requires horizontal/vertical accounting and
information processing systems; most
organizations have only vertical
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Matrix – more than a structure
Davis & Lawrence
Systems to support a matrix
A focus on processes & systems
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Matrix – more than a structure - Systems
Systems facilitate collaboration towards
common goals
Information systems of functional structure
Information systems of project structures
Systems to reach agreements regarding
resource allocation
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Matrix – more than a structure –
Culture & Behavior
All the world’s a stage, And all the men and women
merely players William Shakespeare
As You Like It
It’s about roles
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Roles in a Matrix
Built-in conflicts:
The role of people in the functional structure
vs.
The role of the people in the integrating structure
Different jobs, but with common goals
Constructive conflict
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Roles in a Matrix
Depend on relationships
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Roles in a Matrix
The formal structure is not the only determinant
of roles & influence
Project managers often have to make
commitments without having positional power
It’s a different paradigm
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Roles and Power in a Matrix
Structure: Positional power (legitimate
power): can give rewards and can coerce
Personal power:
Expert power (knowledge, judgment,
experience)
Referent power (relationships)
Rational persuasion
Team power
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Roles in a Matrix
It’s not only a structure,
It’s also a frame of mind.
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Multiple bosses
Conflicting objectives
Issues relating to power
Roles not defined well
Typical problems in a matrix
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Well-defined roles reduce issues relating to
power
Clarifying roles contributes to finding
solutions to conflicting objectives (and to
focus on common goals)
Roles in a Matrix
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Roles in a Matrix – a Practical Tool
Responsibility matrix (Chapter 5)
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More collaborative / team effort
Focus on common goals / corporate strategy
More negotiation (selling rather than telling)
More communication – lateral, vertical and joint
Communication sometimes less formal
Less emphasis on a bureaucratic (paternalistic) hierarchy than with traditional hierarchy
More reliant on interpersonal relations
Culture & Behavior in a Matrix
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Functional Structure
or
Projectized Structure
Matrix
Functional Unit
or
Project
The Company
Unit
emphasized Structure
Matrix: Conclusion – the bigger picture
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Matrix: Conclusion
• A matrix is more than just a structure – a new
way of doing, supported by specific systems
• Implementation does take time & effort
Any structure can be made to work
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PMO Role in Pure Project and Matrix
Organizations
Assist PMs to determine resource
requirements for each project
Keep track of resources constraints
Assign resources to projects based
upon project priorities, resource
requirements, and resource constraints
Work with Project Review Board or
Steering Committee to determine
project priorities
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PMO and Pure Project “Arms”
BETA PM
Engineering
Customer Service
Research
SPECTOR PM
Engineering
Design Procurement
Research
Design
Engr Mktg Fin HR PD Mfgr
Sr. Mgt
PMO
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Matrix
Engr Mktg Fin HR Mfgr
Sr. Mgt
BETA PM
SPECTOR PM Spector team
Beta team
PMO
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Concurrent Engineering
Typical Development Process
Customer Marketing/ Product Finance Manufacturing
Customer design
Suppliers
Procurement
bids
RFB’s
Parts
req’ts
Process
req’ts/
design
Cost
targets
Product
req’ts/
design
Requirements
Inputs/outputs
Change requests
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Concurrent Engineering (cont’d)
Team approach
Product design
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Concurrent Engineering/Integrated
Product Development Teams For large projects/programs, three levels
Program Management Team (PMT):
oversight, planning, resource allocation
Technical Teams (TT): one for each major
system or assembly
Consistency among Design/Build Teams, DTB’s
Design-build Teams (DTB’s)
One for each component, subsystem, or
subassembly
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Concurrent Engineering/Integrated
Product Development Teams (cont’d)
Integration Teams: integration among major systems and assemblies
PMT
TT 1 TT 2 TT 3
DBT’s DBT’s
DBT’s
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Choosing a Project Manager
Pinhole Optics Case 14.2
Functional managers serve as project
manager
When project resides in one area
and requires little cross-functional cooperation
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Pinhole Optics Case
Problems with FM serving as PM on cross-functional
projects:
Narrow perspective; bias toward own functional area
Insufficient “domain competency”
Lack of time (department gets priority over projects)
Lack of cooperation from other managers
NPD
Engineering Marketing Manufacturing Purchasing
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Pinhole Optics Case
Where to get PM?
Hire outsider with experience in NPD and
industry knowledge
“Groom” PMs internally