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PROJECT SELECTION AND INITIATION

Problem the Project will Resolve

Roosters Inc. is a security company that offers guards to hotels and high-end homes and

apartments. It has been identified that the organization has not been performing to its optimum

due to poor performance. Poor performance has been identified through the failure of employees

in performing their duties as well as meeting their required standards within the workplace. The

management does not offer adequate and frequent training, rewards, and disciplinary actions to

the workers and as a result, the workers are not well motivated to fulfil their duties. The

employees argue the organization management does not take time to address organizational

policies to new employees which leads to uncertainty among the employees. Poor performance is

a significant issue in an organization, the proposed project will aid in resolving this issue by

allowing the organization to develop disciplinary procedures, reward programs, and other aspects

that will ensure the workforce is motivated towards meeting the organizational goals.

Planning Phase

Other than the proposed project, there are other steps that can be taken to solve the

problem of underperformance in Roosters Inc. The management can set clear and achievable

expectations for the workforce. New employees can be given who will take them through

orientation. The employees should be allowed to give feedback as well as suggestions to the

management, and vice versa. If an employee does not improve on his or her performance after

the indicated steps, suspension demotion, as well as termination, will follow. In order to achieve

the goal of rectifying underperformance in the organization, the steps that will be taken are

setting achievable targets for the employees. This will enable the performance of the employees

to improve gradually.

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Project Scope

Some of the steps that need to be completed to achieve the goal are 1) distribution of

bonuses- providing the employees with a prefixed bonus amount to employees who have

achieved the set targets and objectives is a crucial way of enhancing performance through the

project. 2) Offering rewards for working extra time- this is a crucial approach to motivate

employees to work for longer hours and still ensure that quality results are achieved. 3)

performance-based reward- this approach will be measured either at the departmental level. This

will ensure that performing employees will not only be rewarded but also, they will be

recognized. Additionally, the organization may reduce monotonous in the workplace by making

various changes aimed at making the workplace more interesting. Lastly, the organization will

offer special training to enable the team to feel more motivated as well as expect promotion

within the organization.

Goals and Measurement

SMART objectives

SMART objectives are goals that are Specific, Measurable, Achievable, Relevant, and

Time-bound. The specific goal of the organization is to ensure that underperformance is

eliminated within the organization. This goal is measurable by the number of people who will

meet the set organizational target through their monthly performances. This goal is achievable

because the workforce is provided with the needed resources such as training and a reward

program. The employees are given one month to implement what they have learned in the

training program. The goal is relevant because with increased performance in the workforce

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results in overall increased performance for the organization (Thornock, 2016). The set timeline

for this goal will be one year.

Success Criteria

The success criteria for the project should ensure that the objectives are specific

(Ogbeiwi, 2017). This means that the specific goal for the project should be to ensure that

underperformance is adequately addressed through training programs, offering incentives, and

other related rewards to be able to meet the overall goal of the organization. To be able to

achieve measurable goals for the project, the project administration needs to ensure that each

employee’s performance is adequately evaluated to determine their individual performance in

alignment with the organizational goals. The success criteria for achieving achievable goals are

to ensure that the set goals are realizable as well as they are achievable. The success criteria for

achieving the realistic goal are to ensure that each developed goal is in alignment with the

organizational objectives. The success criteria for achieving the time-bound goal are setting a

specific timeline for each goal to be achieved which will ensure that the performance of each

employee is adequately evaluated.

Tools for measurement

Some of the tools that can be used for measuring the objectives are Goalscape which

offers visual features and reporting options for organizing goals in wheels. The size of each

wheel tends to represent the importance of each wheel. This ensures that the goals are separated

by category. Milestone planner is another tool that can be used. This application is simple to use,

and it can be used for both individuals and groups. It allows them to see the progress in their

project as well as to measure their goals. Lastly, another tool that can be used by the organization

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is Goals on Track. This software teaches individuals how to create SMART goals as well as how

to achieve each step (Aghera, 2018).

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References

Aghera, A. (2018). A randomized trial of SMART goal enhanced debriefing after simulation

to promote educational actions. PubMed Central (PMC).

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5785177/

Ogbeiwi, O. (2017, July 2). (PDF) Why written objectives need to be really SMART.

ResearchGate.

https://www.researchgate.net/publication/318390296_Why_written_objectives_need_

to_be_really_SMART

Thornock, T. A. (2016). How the timing of performance feedback impacts individual

performance. Accounting, Organizations and Society, 55, 1-11.

https://doi.org/10.1016/j.aos.2016.09.002