PMP Practice Exam Question

A project manager is overseeing a complex project and wants to empower team members to take ownership of their tasks, make decisions, and solve problems independently. During a recent team meeting, a few team members expressed hesitation about making decisions without the project manager’s input. What would be the most effective approach for the project manager to empower the team and build their confidence in making decisions?

A) Provide clear guidelines for decision-making, allowing team members to make decisions within defined parameters.

B) Encourage team members to bring all decisions to the project manager to ensure they are aligned with the project goals.

C) Implement a reward system to recognize team members who make decisions independently, encouraging others to do the same.

D) Allow team members complete autonomy in their roles to promote a fully self-managed approach.

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Best Answer: A) Provide clear guidelines for decision-making, allowing team members to make decisions within defined parameters.

Explanation:

The best approach here is to establish clear guidelines for decision-making, empowering team members to make choices within set boundaries. This balanced approach gives team members the structure and support they need to feel confident in their decisions without constantly seeking the project manager’s input. Here’s a detailed breakdown of why option A is the best choice and why the other options are less effective:

1. Option A (Provide clear decision-making guidelines): This approach is effective because it creates a framework within which team members can make decisions confidently. Setting clear boundaries and expectations helps team members understand their scope of authority, which empowers them to act independently while aligning their choices with project goals. This approach balances empowerment with oversight, fostering a sense of ownership and accountability among team members. Over time, as team members grow more comfortable with decision-making, the project manager may expand their decision-making autonomy. This method is essential for building both competence and confidence in the team’s problem-solving abilities.
2. Option B (Encourage bringing all decisions to the project manager): Encouraging team members to consult the project manager for all decisions can limit their growth and confidence in making independent choices. This approach creates a dependency that undermines the purpose of empowerment, which is to build a self-sufficient team capable of problem-solving without constant oversight. Relying on the project manager for all decisions can slow down the project and restrict team members from developing critical decision-making skills.
3. Option C (Implement a reward system): While rewards can motivate, they may not address the root of the issue: team members’ hesitation to make decisions. Offering rewards without providing clear decision-making guidance can create pressure rather than genuine confidence. Moreover, focusing too heavily on external rewards may shift the team’s attention from intrinsic motivation—building skills and taking ownership of their work—to extrinsic rewards, which may not lead to sustainable empowerment.
4. Option D (Allow complete autonomy): Granting complete autonomy without guidelines or support is likely to leave team members feeling overwhelmed and unsure of how to proceed. Complete autonomy works well for highly experienced and self-motivated teams, but without structure, it can be risky, especially if team members are not fully comfortable making decisions. A structured approach (like option A) is essential in the early stages of empowering a team, gradually leading to greater autonomy as team members gain confidence and experience.

Summary: The best choice, Option A, is a strategic approach to empowering team members by providing clear guidelines and boundaries for decision-making. This structured empowerment allows team members to build confidence and competence in their roles, knowing they have the project manager’s support. This method fosters a culture of ownership and responsibility, enabling team members to make decisions aligned with project goals, which ultimately enhances team performance and cohesion.