Book Image

Becoming a PMP® Certified Professional

By : J. Ashley Hunt
Book Image

Becoming a PMP® Certified Professional

By: J. Ashley Hunt

Overview of this book

One of the five most prestigious certifications in the world, the PMP® exam is said to be the most difficult non-technical certification exam. With this exam guide, you'll be able to address the challenges in learning advanced project management concepts. This PMP study guide covers all of the 10 project management knowledge areas, 5 process groups, 49 processes, and aspects of the Agile Practice Guide that you need to tailor your projects. With this book, you will understand the best practices found in the sixth edition of the PMBOK® Guide and the newly updated exam content outline. Throughout the book, you'll learn exam objectives in the form of a project for better understanding and effective implementation of real-world project management tasks, helping you to not only prepare for the exam but also implement project management best practices. Finally, you'll get to grips with the entire application and testing processes in PMP® and discover numerous tips and techniques for passing the exam on your first attempt. By the end of this PMP® exam prep book, you'll have a solid understanding of everything you need to pass the PMP® certification exam, and be able to use this handy, on-the-job desktop reference guide to overcome challenges in project management.
Table of Contents (22 chapters)
1
Section 1: Introduction to Project Management and People
8
Section 2: Project Management Processes
17
Section 3: Revision
19
Chapter 16: Final Exam

Reward and recognition

The ability to reward and recognize is an essential skill in management. How you go about doing that depends on your team and your organizational culture. If your organization doesn't already have reward and recognition built into its culture or budgets, it may be time to get creative. There have been many times in my career where I've reached into my pocket and bought my team lunch or brought coffee or candy bars, and even let my team go early on a Friday if they had worked hard that week meeting a deadline. It's not that you are creating an expectation that every time they work hard they will get something. You don't want a team to become demotivated because they are not rewarded the way they think they should be every single time, but setting reasonable expectations and goals and then sticking to your side of the bargain is an excellent place to begin. It's tough to motivate until you truly know your team on an individual level, but...