Plan: Organizational Justice210
2.39 Change Management Plan: Organizational Justice212
3.0 Executing Process Group: Organizational Justice214
3.1 Team Member Status Report: Organizational Justice216
3.2 Change Request: Organizational Justice218
3.3 Change Log: Organizational Justice220
3.4 Decision Log: Organizational Justice222
3.5 Quality Audit: Organizational Justice224
3.6 Team Directory: Organizational Justice227
3.7 Team Operating Agreement: Organizational Justice229
3.8 Team Performance Assessment: Organizational Justice231
3.9 Team Member Performance Assessment: Organizational Justice234
3.10 Issue Log: Organizational Justice236
4.0 Monitoring and Controlling Process Group: Organizational Justice238
4.1 Project Performance Report: Organizational Justice240
4.2 Variance Analysis: Organizational Justice242
4.3 Earned Value Status: Organizational Justice244
4.4 Risk Audit: Organizational Justice246
4.5 Contractor Status Report: Organizational Justice248
4.6 Formal Acceptance: Organizational Justice250
5.0 Closing Process Group: Organizational Justice252
5.1 Procurement Audit: Organizational Justice254
5.2 Contract Close-Out: Organizational Justice256
5.3 Project or Phase Close-Out: Organizational Justice258
5.4 Lessons Learned: Organizational Justice260
Index262
CRITERION #1: RECOGNIZE
INTENT: Be aware of the need for change. Recognize that there is an unfavorable variation, problem or symptom.
In my belief, the answer to this question is clearly defined:
5 Strongly Agree
4 Agree
3 Neutral
2 Disagree
1 Strongly Disagree
1. Are problem definition and motivation clearly presented?
<--- Score
2. What is the extent or complexity of the Organizational justice problem?
<--- Score
3. Is the quality assurance team identified?
<--- Score
4. Are there Organizational justice problems defined?
<--- Score
5. Is the need for organizational change recognized?
<--- Score
6. Are employees recognized for desired behaviors?
<--- Score
7. Who are your key stakeholders who need to sign off?
<--- Score
8. To what extent would your organization benefit from being recognized as a award recipient?
<--- Score
9. Who should resolve the Organizational justice issues?
<--- Score
10. Does Organizational justice create potential expectations in other areas that need to be recognized and considered?
<--- Score
11. What are the expected benefits of Organizational justice to the stakeholder?
<--- Score
12. Does your organization need more Organizational justice education?
<--- Score
13. What resources or support might you need?
<--- Score
14. What Organizational justice coordination do you need?
<--- Score
15. Are there recognized Organizational justice problems?
<--- Score
16. How much are sponsors, customers, partners, stakeholders involved in Organizational justice? In other words, what are the risks, if Organizational justice does not deliver successfully?
<--- Score
17. Who needs to know?
<--- Score
18. What needs to be done?
<--- Score
19. Will Organizational justice deliverables need to be tested and, if so, by whom?
<--- Score
20. Who needs to know about Organizational justice?
<--- Score
21. Who needs what information?
<--- Score
22. What extra resources will you need?
<--- Score
23. Who else hopes to benefit from it?
<--- Score
24. Whom do you really need or want to serve?
<--- Score
25. Looking at each person individually – does every one have the qualities which are needed to work in this group?
<--- Score
26. What are the Organizational justice resources needed?
<--- Score
27. How are you going to measure success?
<--- Score
28. What information do users need?
<---
