What are the types of performance measures that could be used for assessing systems development projects?

Input: this type of performance measure involves the resources of money, people, and time that are provided for the activity that is being assessed. 

Process: this measure will assess activities by comparing what has been done with what should be done that is according to standard procedures or the number of process cycles in a period of time. 

Output: these assess the quantity and quality of the end product, and outcome measures assess the degree to which the end product achieves the program or project objectives.

Outcome/Assessment: becomes more difficult as the target moves from input to outcome because of the influence of factors that are external to the program.

How does the use of outsourcing impact the way in which a project is managed?

The use of outsourcing will greatly impact just about every project in terms of how it is managed. There are a lot of treasons as to why this is so. First off, when a company decides to outsource something, whether it is programmers or even outsourcing an entire project to another company, it doesn't just move the work from one company to another--it creates a huge hole in the middle of business processes and that hole has to be "bridged" with efforts from the manager responsible for any of the outsourcing. A lot of managers become overloaded because they often don't realize how much outsourcing a project will affect their span of control. Managing anything that is outsourced takes more time than managing an employee they already have at their disposal--not less.

Some things to consider when outsourcing a project are:
1. How clear are the project's objectives?
2.  How complex are the projects?
3. How critical are the due dates of the project?
4. Risk management.
5. What is the history of the resource being used?
6. What is the turnover rate of said resource?
7. Communication issues
8. Project work familiarity
9. Is the outsourced project succeeding or failing?

During the progress review, how might a project manager assess the contribution of each member of the project team?

During a progress review, that is what the job of a project manager is to do--review the progress of each member on the current project. Some ways they could do this is first off by asking what milestones/deliverable did they have a stake in working on. By doing this, the PM will be able to find out all of the milestones they helped accomplish and what other project members had a hand in completing, as well. That way, when reviewing the progress of other team members, they will be able to see who's story is checking out and who is slacking. The PM could ask the member what are some things they feel they could improve on either for the next project, or for the remainder of the project. Ask the member is they feel there was anyone in the group that was not contributing as much as everyone else. Could go as far as having each group member rate one another, including the PM. Lastly (thanks BRIAN ;P), ask each individual member if they felt that their skills had been utilized to the fullest extent.

Why is user-centred development critical to successful systems development projects?

UCD is critical to successful development projects because UCD is an approach that supports the entire development process with user-centered activities, in order to create applications which are easy to use and are of added value to the intended users. There are studies out there to show that the majority of failed projects can be attributed to incomplete or inaccurate requirements and the biggest cost benefit of UCD is more accurately defining requirements. using UCD helps you define a clear understanding of user and task requirements, incorporate user feedback to refine requirements and design, active involvement of user to evaluate designs, and integrating user centered design with other development activities. Additionally, UCD affects the planning, analysis and requirements, design, and evaluation phases of SDLC.

What aspects of the workplace might motivate people's acceptance of change?

There are many aspects of the workplace that might motivate people's acceptance of change. The first thing is management. Management is more of a thinking, not a doing kind of job. When management fails to come up with new ways to implement their product or service, does not do well mediating different aspects of the job, and not very good with conflict resolution, a change in management will most likely be better accepted by the rest of the work staff.

Not enough flexibility can also be an influencing factor. You here about it more and more that companies are starting to be a bit more flexible as far as showing up for work and when you can leave. One example--The Federal Forest Products Lab--usually have a few days of the week were they want most employees to be in the building from about 10am-4pm. Other than those few days, the employees can pretty much go as they please, as long as the work gets done.

There are many other aspects of the workplace that might motivate people's acceptance of change, but this is just to name a couple.

How does the IT environment contribute to the success or lack of success in systems development processes?

In my personal opinion, the IT environment affects the success or failure of the systems development process in every business setting out there. For instance, a business needs to have their IT updated to a certain standard. The responsibilities of those working in IT include network administration, software development and installation, and the planning and management of an organization's technology life cycle, by which hardware and software are maintained, upgraded and replaced. If a business decides that they want to develop a new system which involves using more web-based technologies and storing more information over the cloud, the IT sector of the business and its employees are going to have to have experience or receive training in how to implement their current system of storing information into their new system they are trying to develop. A business have many other things they need to consider other than just the IT. Clearly business analytics will be involved which will help communicate the technical feasibility of the system they want to develop to the stakeholders involved.

How often and in what ways might internal politics factor into project success?

When defining what project management is, the basic definition is the art of accomplishing a goal through people. When determining the success of a project, there are many factors weighing in that ultimately decide how successful a project is and among those factors, internal politics is typically near the top of the list. In a project team, the project manager is the one controlling the flow of things. Therefore, all project managers are political beings by virtue of their position within a project team. In the 2010 article, "Learning to Navigate Project Management Politics: Part 1", Demetrios Gianniris says:

"Ignoring external and internal politics can and will affect the health of your project. Understanding how to successfully use good politics to manage stakeholders through leadership and influence is not only a key component to project success, but also a key ingredient to your own longevity as a professional in the industry."

There are many ways to take advantage of politics within your project team. Building relationships without imposing agendas is a must-have. This means that you should take the time necessary to build your own network without imposing your own personal agendas on your relationships with team members, as well as the projects stakeholders. Effectively doing this will allow you to attract new opportunities, build visibility, improve relationships, and gain access to new information. Another big one is promoting full disclosure and openness within your team. It's possible to do this when you set a standard of communication by encouraging open and candid discussions, full sharing of information, and bring forth issues and deal with them. One last thing I would like to mention is contain your ego. In other words, restrain your self-brilliance, have humility towards your team members, and acknowledge the fact that you are there to serve.