Stress Effect
People under pressure cannot think faster.
Increasing overtime only reduces productivity.
Short-term stress, or even overtime, can be useful because they allow employees to concentrate and make them feel the importance of their work. However, the pressure for a long time must be incorrect.
The reason why managers put so much pressure may be that they do not know what to do or are discouraged by the difficulty of other methods.
Worst guess: the real reason for using stress and overtime is to make everyone look better when the project fails.Angry Manager
Anger and humiliation in management can be passed on. If senior managers like cursing, low-level managers will also learn the same thing (just as a child who is often scolded can easily become a swearing parent ).
Abuse in management is considered a stimulus, which can improve the efficiency of employees. Abuse is the most common management policy of "carrot sticks ". But who can do better after being abused?
If the manager uses abusive methods to stimulate employees, this shows the manager's incompetence, rather than the employee's incompetence.Vague specification document
Ambiguity in the Specification document marks unresolved conflicts between different system participants.
If a specification document does not contain a complete input/output list, it is hopeless: it has not started to describe anything.
No one will tell you if a specification document is bad. People tend to blame themselves rather than documents.Conflict
As long as there are multiple participants in the development process, there must be conflicts.
The business of creating and installing the system is particularly prone to conflicts.
Most system development teams lack the ability to resolve conflicts.
Conflicts should be taken seriously. Conflict is not a behavior that lacks professional ethics.
It should be stated in advance that everyone's 'win' is valued. Ensure that everyone at all levels can win.
Difficult negotiation; easy mediation.
If the interests of two people are completed or partially rejected, make arrangements in advance and ask both parties to resolve the conflict through mediation.
Remember: We all stand on the same side. What is opposite to us is what we need to solve.
Catalyst role
There is such a catalyst-type personality. Such a person will help the team shape and unite, maintain the health and productivity of the team, and thus contribute to the project. Even if "Catalyst" does nothing (in fact, they usually do many other things), the role of this catalyst is also important and valuable.
Mediation is a special task of "catalyst. Mediation can be learned, and it only requires a small investment.
Mediation should begin with a small ceremony. "Can I help you solve this problem ?" This is the first step necessary to resolve the conflict.Human errors
It's not something you don't know that puts you to the dead ...... It is exactly what you "know" that he will not put you to death.Personnel Arrangement
In the early stages, staff overediting forces the project to go beyond the critical design phase (to enable everyone to do something ).
If the work is distributed to many people before the design is completed, the interfaces between people and working groups will be complicated.
This will increase the team's internal coupling, and increase the meeting time, repetitive work, and ineffective work.
The ideal staffing schedule is as follows: a small core team is responsible for most of the project's time to design and add a large number of people to the final stage of development (the last 1/6 of the schedule.
Terrible conjecture: Compared with projects with reasonable time schedule, the completion time is longer.
Project Sociology
This allows those who do not have to attend the meeting to leave with confidence, so as to streamline the meeting. There is a public agenda and strict implementation, which is the easiest way.
The project requires a ceremony.
Use small ceremonies to draw attention to the project's goals and ideals: small-scale meetings, zero-defect work, and so on.
Take actions to prevent people from getting angry at will.
Remember: anger = fear. Managers who are angry with subordinates must be afraid to do so.
Opinion: If everyone understands the truth "anger = fear", it is obvious that angry people are afraid. Because he can no longer conceal his fear, he will not become angry. (This is not a solution for angry people, but it can certainly make others feel better .)Jing Bing Jian Zheng
Jianzheng is a method used by a failed company. It enables employees to bear the responsibility for failure.
The company's goal should be the opposite: prosperous and humane.
When you hear the word "Excellent troops, simple government", remember its outsourcers: Failure and intimidation.
Basic knowledge
The project requires both goals and plans.
and the two should be different.
I finally finished reading it. This is more than the first time, probably 200% of the first time. For the third time, the effect may be only 50% of the first time. For the third time, you only need to look at these rules.
the number of times this book was learned and:
project management is also a philosophy about people. Now I can put my mind down and look at PMI.
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