Response to Monique Taylor


Nice post! From your post it has emerged that the value of untaught traits such as attitude are paramount. It is often said that people are hired for skilled and fired for attitude, and also good people don’t stay for so long. This means that as an employee, one has to constantly check and adjust their attitude towards work. As a manager and an employee, it is often double work, one has to stay motivated and also motivate others (Aguenza and Som, 2018). If they are not motivated enough, they will leave and join competition, since good people don’t stay long, they need reasons to. 

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Aguenza, B. B., & Som, A. P. M. (2018). Motivational factors of employee retention and engagement in organizations. IJAME.

Response to Robert Davidson,

Hello Robert, 

Fantastic discussion Robert! The gist of your discussion seems to be on a project manager being an all-round person as further explained by Hoda and Murugesan (2016). A manager should be in a position to foresee the near future and take appropriate action on this regard. On the other hand, the manager needs to have people’s skills to help him deal with other relevant people. Technical skills such as analytics, finance, and negotiations are further needed to ensure that the manager does not get the short end of the stick. 


Hoda, R., & Murugesan, L. K. (2016). Multi-level agile project management challenges: A self-organizing team perspective. Journal of Systems and Software, 117, 245-257.

Response to CAT


My score is 70 on the scale. This means that my project management skills are okay and am okay when the project outcomes are simple. When complexities set in, am likely to lose control and thus deliver below expectations. As thus, I need to improve my planning skills and prepare adequately for contingencies. Further, am supposed to do more up-front planning to better my outcomes. 


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