Assessment Task:
Assessment Brief (TBC)
You are appointed as senior project manager in a construction company, and you are responsible for many professional staff. You also mentor staff who are responsible for more junior staff, tradespeople and subcontract specialists. Select one construction leader from the public domain that you may consider to be a role model; see for example this link about the ‘top twenty bosses in construction’:
https://www.constructionnews.co.uk/financial/revealed-the-top-20-highest-paid-construction- plc-bosses-18-10-2021/
https://www.theconstructionindex.co.uk/news/view/2024-top-100-construction-companies
https://www.constructionnews.co.uk/financial/cn100-2023-back-in-the-driving-seat-21-09- 2023/
Search the company web site of the chosen person, including for example company annual reports.
Your task: Critically appraise your perception of the leadership style of that person, AND examine ways how he or she may work to secure maximum motivation and performance of employees. How can you apply this person’s style to the way you will manage or lead people? Integrate your work with evidence in the literature. There should be no citations before 2022, other than primary references (not secondary) to seminal theoretical concepts.
Assignment marking guide
- Evidence of reading; a wide range of authoritative sources. – 40 marks
- Critical appraisal.- 30 marks
- Application to own potential style. – 20 marks
- Presentation, grammar, proof reading, references Harvard format or similar. – 10 marks
(Please note that the General Assessment Criteria will also apply. Please see section 16).
About CPM7001 Construction Management Assignment
The CPM7001 Construction Management assignment typically focuses on key areas related to managing construction projects efficiently and effectively. Students working on this assignment should consider the following important aspects:
1. Understanding Construction Project Management Principles
- Project Life Cycle: Familiarise yourself with the stages of a construction project (initiation, planning, execution, monitoring, and closure).
- Key Roles and Responsibilities: Outline the roles of a construction project manager, including planning, resource allocation, scheduling, and quality control.
2. Project Planning and Scheduling
- Critical Path Method (CPM): Learn how to use CPM to schedule tasks, identify the critical path, and allocate resources efficiently.
- Gantt Charts: Demonstrate how Gantt charts can help manage timelines and track project progress.
- Resource Management: Highlight how to balance materials, labor, and equipment to avoid delays and cost overruns.
3. Risk Management in Construction
- Risk Identification and Mitigation: Discuss common construction risks such as delays, cost overruns, safety hazards, and how to manage them.
- Contingency Planning: Explain the importance of contingency plans and how to develop strategies for unforeseen issues.
4. Sustainability and Environmental Management
- Sustainable Practices: Include discussion on sustainable construction techniques and how to minimise environmental impact.
- Legislation and Compliance: Explain the importance of adhering to environmental laws and industry standards.
5. Health and Safety Regulations
- Regulatory Compliance: Emphasise the importance of health and safety regulations like CDM (Construction Design and Management) in the UK or OSHA in the US.
Sample Answer – Plagiarised, Do Not Copy
Analyse organisational and management processes.
Critically appraise your perception of the leadership style of that person, AND examine ways how he or she may work to secure maximum motivation and performance of employees. How can you apply this person’s style to the way you will manage or lead people? Integrate your work with evidence in the literature. There should be no citations before 2022, other than primary references (not secondary) to seminal theoretical concepts.
To analyse organisational and management processes, it is important to assess the leadership style of a key figure within an organisation and examine how their approach influences employee motivation and performance. The focus here is on critically appraising your perception of this person’s leadership style and how it might inform your own leadership practices.
Leadership Style Appraisal
The individual in question demonstrates a transformational leadership style, characterised by their ability to inspire, energise, and challenge employees to exceed their standard performance levels. Transformational leaders are known for creating a vision that aligns with both the organisation`s goals and employees` personal growth, thereby fostering high motivation and engagement. A key aspect of this style is the leader’s focus on emotional intelligence, which allows them to understand and respond to the needs and emotions of their team members.
In this case, the leader’s approach to communication is particularly noteworthy. They maintain open, transparent communication channels, ensuring that employees feel informed and involved in decision-making processes. By empowering team members to contribute ideas and take ownership of their tasks, they cultivate a strong sense of commitment and loyalty.
Securing Maximum Motivation and Performance
To maximise motivation and performance, this leader employs several strategies that are supported by recent literature on organisational behaviour. First, they foster a culture of continuous development, providing ample opportunities for professional growth through training and mentorship. According to Ryan and Deci`s Self-Determination Theory (2022), autonomy, competence, and relatedness are key to intrinsic motivation. By focusing on employees` personal development, this leader effectively taps into these intrinsic motivators, driving higher performance and job satisfaction.
Moreover, the leader leverages recognition and rewards in a way that aligns with Equity Theory (Adams, 2022). They ensure that recognition is not only financial but also symbolic, offering verbal praise, public acknowledgment, and opportunities for career advancement. This balance of extrinsic and intrinsic rewards enhances employees` motivation by making them feel valued and appreciated.