
President Harry S. Truman, and Gen. Douglas MacArthur, meeting at Wake Island, 14 October 1950. Six months later, in what was at the time an extremely controversial decision, Truman would replace MacArthur, because of MacArthur's public statements questioning Truman's policies vis-à-vis the Korean War. In an address to the nation, Truman explained his policies, and announced the replacement of Gen. MacArthur with Gen. Ridgway.
Difficult as it was for President Truman to manage the political effects of his decision, managers of modern organizations can have even more difficulty when they decide to terminate those who repeatedly foment scope creep from ground level. The problem is most vexing when the offenders exhibit otherwise stellar performance. To truly control this behavior, organizations must clearly explain to employees in advance what behaviors are problematic, why they are problematic, and what the consequences will be if employees violate organizational expectations. Photo courtesy the Truman Library.
On April 11, 1951, in the midst of the Korean War, U.S. President Harry Truman relieved Gen. Douglas MacArthur, replacing him as "Supreme Commander, Allied Powers; Commander-in-Chief, United Nations Command; Commander-in-Chief, Far East; and Commanding General, U.S. Army, Far East." This historic act followed months of conflict between the General and the President, in which MacArthur repeatedly and publicly criticized Truman's policies. Worse, he had repeatedly and publicly offered his own analyses and alternative policies for comparison with Truman's. Some of his statements might even have influenced the North Koreans and the Chinese in formulating their own policies and strategies.
In effect, Gen. MacArthur's actions led to the wartime analog of the scope creep that is so familiar to project managers. But unlike many scope creep incidents, this scope creep originated not at the top, but somewhere below — at "ground level."
And something similar can happen in projects, when scope creep results from the behavior of team members who aren't high-level decision makers. Here are three examples.
- Technology aficionados
- Technology aficionados usually have technical roles and purely technical interests. They're more interested in the technical issues than they are in balancing the technical and the business agendas. When they encounter or generate an idea that is outside the scope of the effort, they urge it forward if they feel it's "the right thing." They act publicly, using meetings, email, or other communication channels to make their ideas part of the overall task. When they act without first consulting those responsible for managing organizational resources, they create "fires" that managers must extinguish.
- Tactically oriented sales representatives
- Tactically Some people act publicly, using
meetings, email, or other
communication channels
to make their ideas part
of the overall taskoriented sales reps focus on immediate sales opportunities to the detriment of a more strategic perspective. In some cases, they promise customers features or capabilities that the organization must then deliver, even if they weren't originally in scope. - Embedded consultants
- Technology consultants are sometimes embedded in the organization on a short-term basis. They often have technology-specific knowledge and perspective, and some bear certifications in proprietary technologies. Sometimes, they acquire a bias in favor of their own areas of expertise. They lose objectivity. When that happens, their advice can conflict with the larger goals of the organization. That is, even though we invite technology gurus into our organizations for specific purposes, they can exert influence on the people they work with relative to their specializations, and beyond their charters. However innocent their motives might be, their advice can nevertheless lead to scope creep.
Were it not for the effects of organizational politics, a combination of training, orientation, and performance management could prevent or contain the effects of these mechanisms. But in organizations, as in war, once the unwelcome ideas float upward from ground level, politics can limit the ability of the organization to contain them. Top
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For more about scope creep, see "The Perils of Political Praise," Point Lookout for May 19, 2010; "More Indicators of Scopemonging," Point Lookout for August 29, 2007; "Scopemonging: When Scope Creep Is Intentional," Point Lookout for August 22, 2007; "Some Causes of Scope Creep," Point Lookout for September 4, 2002; "The Deck Chairs of the @Em{Titanic}: Strategy," Point Lookout for June 29, 2011; and "The Deck Chairs of the @Em{Titanic}: Task Duration," Point Lookout for June 22, 2011.
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Related articles
More articles on Workplace Politics:
Confronting the Workplace Bully: I
- When a bully targets you, you have three options: accept the abuse; avoid the bully or escape; and confront
or fight back. Confrontation is a better choice than many believe — if you know what you're doing.
What Insubordinate Non-Subordinates Want: II
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your authority, or doesn't comply with policies you rightfully established, you have a hard time carrying
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When Your Boss Conveys Misinformation
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what to do?
When the Answer Isn't the Point: II
- Sometimes, when we ask questions, we're more interested in eliciting behavior from the person questioned,
rather than answers. Here's Part II of a set of techniques questioners use when the answer to the question
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Career Opportunity or Career Trap: II
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See also Workplace Politics and Project Management for more related articles.
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Beware any resource that speaks of "winning" at workplace politics or "defeating" it. You can benefit or not, but there is no score-keeping, and it isn't a game.
- Wikipedia has a nice article with a list of additional resources
- Some public libraries offer collections. Here's an example from Saskatoon.
- Check my own links collection
- LinkedIn's Office Politics discussion group