Impact Assessment: Organizational Communication Model205
2.34 Probability and Impact Matrix: Organizational Communication Model207
2.35 Risk Data Sheet: Organizational Communication Model209
2.36 Procurement Management Plan: Organizational Communication Model211
2.37 Source Selection Criteria: Organizational Communication Model213
2.38 Stakeholder Management Plan: Organizational Communication Model215
2.39 Change Management Plan: Organizational Communication Model217
3.0 Executing Process Group: Organizational Communication Model219
3.1 Team Member Status Report: Organizational Communication Model221
3.2 Change Request: Organizational Communication Model223
3.3 Change Log: Organizational Communication Model225
3.4 Decision Log: Organizational Communication Model227
3.5 Quality Audit: Organizational Communication Model229
3.6 Team Directory: Organizational Communication Model232
3.7 Team Operating Agreement: Organizational Communication Model234
3.8 Team Performance Assessment: Organizational Communication Model236
3.9 Team Member Performance Assessment: Organizational Communication Model238
3.10 Issue Log: Organizational Communication Model240
4.0 Monitoring and Controlling Process Group: Organizational Communication Model242
4.1 Project Performance Report: Organizational Communication Model244
4.2 Variance Analysis: Organizational Communication Model246
4.3 Earned Value Status: Organizational Communication Model248
4.4 Risk Audit: Organizational Communication Model250
4.5 Contractor Status Report: Organizational Communication Model252
4.6 Formal Acceptance: Organizational Communication Model254
5.0 Closing Process Group: Organizational Communication Model256
5.1 Procurement Audit: Organizational Communication Model258
5.2 Contract Close-Out: Organizational Communication Model260
5.3 Project or Phase Close-Out: Organizational Communication Model262
5.4 Lessons Learned: Organizational Communication Model264
Index266
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. As a sponsor, customer or management, how important is it to meet goals, objectives?
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2. What situation(s) led to this Organizational communication model Self Assessment?
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3. What needs to stay?
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4. Are your goals realistic? Do you need to redefine your problem? Perhaps the problem has changed or maybe you have reached your goal and need to set a new one?
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5. To what extent would your organization benefit from being recognized as a award recipient?
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6. Who needs what information?
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7. What is the problem and/or vulnerability?
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8. What resources or support might you need?
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9. Think about the people you identified for your Organizational communication model project and the project responsibilities you would assign to them, what kind of training do you think they would need to perform these responsibilities effectively?
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10. What are the timeframes required to resolve each of the issues/problems?
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11. What extra resources will you need?
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12. How do you recognize an Organizational communication model objection?
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13. Who should resolve the Organizational communication model issues?
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14. Why is this needed?
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15. Do you know what you need to know about Organizational communication model?
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16. What are the expected benefits of Organizational communication model to the stakeholder?
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17. Who are your key stakeholders who need to sign off?
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18. Do you recognize Organizational communication model achievements?
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19. For your Organizational communication model project, identify and describe the business environment, is there more than one layer to the business environment?
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20. Can management personnel recognize the monetary benefit of Organizational communication model?
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21. Consider your own Organizational communication model project, what types of organizational problems do you think might be causing or affecting your problem, based on the work done so far?
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