项目团队的平衡性评价研究
摘要
随着外部环境快速变化这一特征的日益凸显,项目作为组织应对变化的方法之一越来越受到关注。但项目的发展现状并不乐观,高失败率现象普遍存在,项目生产力低下,同时项目团队作为影响项目生产力的重要因素,其相关研究非常匮乏。本文针对这一现状对项目团队如何达成对项目生产力的支持展开了探索,并从平衡性评价的角度为该问题的解决提供了思路。
本文分为四个部分:
第一部分,即本文的第一章和第二章,该部分通过对项目发展现状及其研究现状的分析,明确了本文的研究目的和意义,即从项目团队的角度为解决项目生产力低下提供思路;同时通过对项目团队相关文献的分析得出,本文将从项目团队平衡性评价的角度展开论述。
第二部分,即本文的第三章、第四章和第五章,为本文的重点,该部分的研究主要从四个方面展开:第一,项目团队的一致平衡性评价研究,即通过分析选定HBDI模型、LSI模型以及学习能力四象限模型,利用其思想和原理,对项目团队的思维能力和学习能力的一致平衡性评价进行了设计,并论证了相关评价的可行性和科学性;第二,项目团队的交互平衡性评价研究,即通过分析选定MAST模型和FIRO模型,利用其思想和原理,对项目团队的行动能力和人际的交互平衡性评价进行了设计,并论证了相关评价的可行性和科学性;第三,利用数学方法、统计方法和相关评价方法,对项目团队的一致平衡性评价、交互平衡性评价以及总评价的度量进行了论述,从而完整构建了项目团队的平衡性评价系统。
第三部分,即本文的第六章,该部分以一软件组织的开发项目为案例,直观、具体地论述了本文构建的项目团队平衡性评价系统的应用过程,并验证了该评价系统的科学性和现实意义。
第四部分,即本文的第七章,该部分对全文进行了总结,指出了本文的创新点并对该课题的进一步研究进行了展望。
As environment changes faster and faster, more and more attentions have been paid to project by organizations, because it is one of the ways that organizations respond the changes of the environment. But the status quo of the project development is not optimistic. High mortality exists among projects. The workforce capability of project is low. At the same time, the study of project team is very deficient, which is one of important factors that affect the workforce capability of project. According to this state, this paper has studied what project team can support the workforce capability of its project and has given the resolve of this problem by evaluating the equipoise of project team.Four parts are there in this paper:Part one has made clear the purpose and meaning of this paper, which is delving resolve of the low workforce capability of project by studying project team, by analysis of the development and research of project and has made clear the ways that this paper settle this problem, which is studying the evaluation of the equipoise of the project team, by analysis of the documents of project team.Part two is the important part of this paper. Four aspects are there in this part: first, this part has researched how to evaluate the consistency equipoise of project team — the consistency equipoise of the thinking ability and learning ability of project team by utilizing HBDI model, LSI model and 4 quadrant model of learning ability and has discussed the feasibility and scientificity of this evaluation; second, this part has researched how to evaluate the interaction equipoise of project team — the interaction equipoise of the action ability and interpersonal relations of project team by utilizing MAST model and FIRO model and has discussed the feasibility and scientificity of this evaluation; third, this part has researched the measurement of the consistency equipoise of project team, the interaction equipoise of project team and the general equipoise of project team by utilizing many mathematics methods, statistic methods and evaluation methods and has completed the integrated system to evaluate the equipoise of project team.
Part three has discussed the application of the system to evaluate the equipoise of project team intuitively and concretely, which has been built in this paper, in a case of a development project of a software organization and has proved the scientificity and practical meaning of this system.Part four has summarized the total paper and has pointed out the innovation and the weak point of this paper.
本文分为四个部分:
第一部分,即本文的第一章和第二章,该部分通过对项目发展现状及其研究现状的分析,明确了本文的研究目的和意义,即从项目团队的角度为解决项目生产力低下提供思路;同时通过对项目团队相关文献的分析得出,本文将从项目团队平衡性评价的角度展开论述。
第二部分,即本文的第三章、第四章和第五章,为本文的重点,该部分的研究主要从四个方面展开:第一,项目团队的一致平衡性评价研究,即通过分析选定HBDI模型、LSI模型以及学习能力四象限模型,利用其思想和原理,对项目团队的思维能力和学习能力的一致平衡性评价进行了设计,并论证了相关评价的可行性和科学性;第二,项目团队的交互平衡性评价研究,即通过分析选定MAST模型和FIRO模型,利用其思想和原理,对项目团队的行动能力和人际的交互平衡性评价进行了设计,并论证了相关评价的可行性和科学性;第三,利用数学方法、统计方法和相关评价方法,对项目团队的一致平衡性评价、交互平衡性评价以及总评价的度量进行了论述,从而完整构建了项目团队的平衡性评价系统。
第三部分,即本文的第六章,该部分以一软件组织的开发项目为案例,直观、具体地论述了本文构建的项目团队平衡性评价系统的应用过程,并验证了该评价系统的科学性和现实意义。
第四部分,即本文的第七章,该部分对全文进行了总结,指出了本文的创新点并对该课题的进一步研究进行了展望。
As environment changes faster and faster, more and more attentions have been paid to project by organizations, because it is one of the ways that organizations respond the changes of the environment. But the status quo of the project development is not optimistic. High mortality exists among projects. The workforce capability of project is low. At the same time, the study of project team is very deficient, which is one of important factors that affect the workforce capability of project. According to this state, this paper has studied what project team can support the workforce capability of its project and has given the resolve of this problem by evaluating the equipoise of project team.Four parts are there in this paper:Part one has made clear the purpose and meaning of this paper, which is delving resolve of the low workforce capability of project by studying project team, by analysis of the development and research of project and has made clear the ways that this paper settle this problem, which is studying the evaluation of the equipoise of the project team, by analysis of the documents of project team.Part two is the important part of this paper. Four aspects are there in this part: first, this part has researched how to evaluate the consistency equipoise of project team — the consistency equipoise of the thinking ability and learning ability of project team by utilizing HBDI model, LSI model and 4 quadrant model of learning ability and has discussed the feasibility and scientificity of this evaluation; second, this part has researched how to evaluate the interaction equipoise of project team — the interaction equipoise of the action ability and interpersonal relations of project team by utilizing MAST model and FIRO model and has discussed the feasibility and scientificity of this evaluation; third, this part has researched the measurement of the consistency equipoise of project team, the interaction equipoise of project team and the general equipoise of project team by utilizing many mathematics methods, statistic methods and evaluation methods and has completed the integrated system to evaluate the equipoise of project team.
Part three has discussed the application of the system to evaluate the equipoise of project team intuitively and concretely, which has been built in this paper, in a case of a development project of a software organization and has proved the scientificity and practical meaning of this system.Part four has summarized the total paper and has pointed out the innovation and the weak point of this paper.
引文
[1] 丁荣贵.项目管理:项目思维与管理关键[M].机械工业出版社,2004,4.
[2] http://www.standishgroup.com
[3] 丁荣贵.项目管理:项目思维与管理关键[M].机械工业出版社,2004,31.
[4] (美)彼得·斯科尔特斯著,钟汉清译.戴明领导手册[M].华夏出版社,2001.
[5] (美)罗伯特·K·威索基著,曹维武译.创建有效的项目团队[M].电子工业出版社,2003,4-8.
[6] Bill Curtis, William E. Hefley, Sally A·Miller. People Capability Maturity Model (P—CMM). Software Engineering Institute, 2001.
[7] (美)罗伯特·K·威索基著,曹维武译.创建有效的项目团队[M].电子工业出版社,2003,4-5.
[8] 程铁信,霍吉栋,刘源张.项目管理发展评述[J].企业管理,2004,16(2),59-62.
[9] 吴之明,裴文林,强茂山.项目管理成熟度模型与组织竞争力[J].工程经济,2003(10),23-26.
[10] (美)哈罗德·科兹纳著,张增华,吕义怀译.项目管理的战略规划——项目管理成熟度模型的应用[M].电子工业出版社,2002.
[11] 美国密歇根州政府项目管理办公室.《项目管理方法》,2001.
[12] Benne K.D., Sheats P.. Functional Group Members. Journal of Social Issues, 1948 (4), 41-49.
[13] (英)尼基·海斯著,杨蓓译.成功的团队管理[M].清华大学出版社,2002.
[14] Belbin R.M.. Management Teams. Heinemann, 1981.
[15] Belbin R.M.. Changing the Way We Work. Butterworth Heinemann, 1997.
[16] http://www.belbin.com
[17] (美)罗伯特·K·威索基著,曹维武译.创建有效的项目团队[M].电子工业出版社,2003,14-17,198.
[18] (美)罗伯特·K·威索基著,曹维武译.创建有效的项目团队[MI.电子工业出版社,2003,48.
[19] 同[16].
[20] http://www.ienjoyjob.com
[21] 苗丹民,皇甫恩,罗正学,刘旭峰,王广献,安超.MBT1人格类型量表的效标关联效度分析[J].第四军医大学学报,2000,21(11),1304-1306.
[22] 同[20].
[23] http://www.rightthing.com.cn
[24] http://training.emkt.com.cn
[25] (美)罗伯特·K·威索基著,曹维武译.创建有效的项目团队[M].电子工业出版社,2003,80-81.
[26] 同[20].
[27] J. Daniel Couger. Creative Problem Solving and Opportunity Finding. Boyd and Fraser Publishing, 1995.
[28] (美)罗伯特·K·威索基著,曹维武译.创建有效的项目团队[M].电子工业出版社,2003,104.
[29] (美)罗伯特·K·威索基著,曹维武译.创建有效的项目团队[M].电子工业出版社,2003,100.
[30] 同[27].
[31] 同[20].
[32] http://www.nanfangdaily.com.cn
[33] 约明企业有限公司.迪爱史希D.I.S.C沟通暨管理技巧讲义.约明企业有限公司,2001.
[34] http://mast.51job.com
[35] Hill R.E.. Managing Interpersonal Conflict in Project Teams. Sloan Management Review, 1977 (18), 45-62.
[36] Raymond E. Hill. Managing the Haman Side of Project Teams. Project Management Handbook, 582.
[37] http://www.kangning120.com
[38] Thamhain H.J., Wilemon D.L.. Conflict Management in Project Life Cycles. Sloan Management Review, Spring: 1975, 31-49.
[39] http://www.novaconnection.com
[40] http://www.firo.net
[41] Schutz William C.. The Interpersonal Underworld. Science and Behavior Books, 1966.
[42] Ryan Leo R.. Clinical Interpretation of the FIRO-B. Consulting Psychologists Press, 1971.
[43] (美)艾里克·韦如著,邱琼译.项目管理[M].海南出版社,2002.
[44] Hill R. E.. Interpersonal Compatibility and Workgroup Performance. The Journal of Applied Behavior Science, 1975 (11), 210-219.
[45] (美)罗伯特·K·威索基著,曹维武译.创建有效的项目团队[M].电子工业出版社,2003,199.
[46] Raymond E. Hill. Managing the Human Side of Project Teams. Project Management Handbook, 586.
[47] 刘成明,张小丽.企业组织成熟度初探[J].德州学院学报,2003(5),44-46,62.
[48] 张体勤.知识团队的绩效管理[M].科学出版社,2002,76-78.
[2] http://www.standishgroup.com
[3] 丁荣贵.项目管理:项目思维与管理关键[M].机械工业出版社,2004,31.
[4] (美)彼得·斯科尔特斯著,钟汉清译.戴明领导手册[M].华夏出版社,2001.
[5] (美)罗伯特·K·威索基著,曹维武译.创建有效的项目团队[M].电子工业出版社,2003,4-8.
[6] Bill Curtis, William E. Hefley, Sally A·Miller. People Capability Maturity Model (P—CMM). Software Engineering Institute, 2001.
[7] (美)罗伯特·K·威索基著,曹维武译.创建有效的项目团队[M].电子工业出版社,2003,4-5.
[8] 程铁信,霍吉栋,刘源张.项目管理发展评述[J].企业管理,2004,16(2),59-62.
[9] 吴之明,裴文林,强茂山.项目管理成熟度模型与组织竞争力[J].工程经济,2003(10),23-26.
[10] (美)哈罗德·科兹纳著,张增华,吕义怀译.项目管理的战略规划——项目管理成熟度模型的应用[M].电子工业出版社,2002.
[11] 美国密歇根州政府项目管理办公室.《项目管理方法》,2001.
[12] Benne K.D., Sheats P.. Functional Group Members. Journal of Social Issues, 1948 (4), 41-49.
[13] (英)尼基·海斯著,杨蓓译.成功的团队管理[M].清华大学出版社,2002.
[14] Belbin R.M.. Management Teams. Heinemann, 1981.
[15] Belbin R.M.. Changing the Way We Work. Butterworth Heinemann, 1997.
[16] http://www.belbin.com
[17] (美)罗伯特·K·威索基著,曹维武译.创建有效的项目团队[M].电子工业出版社,2003,14-17,198.
[18] (美)罗伯特·K·威索基著,曹维武译.创建有效的项目团队[MI.电子工业出版社,2003,48.
[19] 同[16].
[20] http://www.ienjoyjob.com
[21] 苗丹民,皇甫恩,罗正学,刘旭峰,王广献,安超.MBT1人格类型量表的效标关联效度分析[J].第四军医大学学报,2000,21(11),1304-1306.
[22] 同[20].
[23] http://www.rightthing.com.cn
[24] http://training.emkt.com.cn
[25] (美)罗伯特·K·威索基著,曹维武译.创建有效的项目团队[M].电子工业出版社,2003,80-81.
[26] 同[20].
[27] J. Daniel Couger. Creative Problem Solving and Opportunity Finding. Boyd and Fraser Publishing, 1995.
[28] (美)罗伯特·K·威索基著,曹维武译.创建有效的项目团队[M].电子工业出版社,2003,104.
[29] (美)罗伯特·K·威索基著,曹维武译.创建有效的项目团队[M].电子工业出版社,2003,100.
[30] 同[27].
[31] 同[20].
[32] http://www.nanfangdaily.com.cn
[33] 约明企业有限公司.迪爱史希D.I.S.C沟通暨管理技巧讲义.约明企业有限公司,2001.
[34] http://mast.51job.com
[35] Hill R.E.. Managing Interpersonal Conflict in Project Teams. Sloan Management Review, 1977 (18), 45-62.
[36] Raymond E. Hill. Managing the Haman Side of Project Teams. Project Management Handbook, 582.
[37] http://www.kangning120.com
[38] Thamhain H.J., Wilemon D.L.. Conflict Management in Project Life Cycles. Sloan Management Review, Spring: 1975, 31-49.
[39] http://www.novaconnection.com
[40] http://www.firo.net
[41] Schutz William C.. The Interpersonal Underworld. Science and Behavior Books, 1966.
[42] Ryan Leo R.. Clinical Interpretation of the FIRO-B. Consulting Psychologists Press, 1971.
[43] (美)艾里克·韦如著,邱琼译.项目管理[M].海南出版社,2002.
[44] Hill R. E.. Interpersonal Compatibility and Workgroup Performance. The Journal of Applied Behavior Science, 1975 (11), 210-219.
[45] (美)罗伯特·K·威索基著,曹维武译.创建有效的项目团队[M].电子工业出版社,2003,199.
[46] Raymond E. Hill. Managing the Human Side of Project Teams. Project Management Handbook, 586.
[47] 刘成明,张小丽.企业组织成熟度初探[J].德州学院学报,2003(5),44-46,62.
[48] 张体勤.知识团队的绩效管理[M].科学出版社,2002,76-78.
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