Analysis of The One Minute Manager by Kenneth Blanchard and Spencher Johnson The One Minute Manager by Kenneth Blanchard, Ph.D. and Spencer Johnson, M.D., seems like a practical simple plan on managing people and there for other areas of one’s life, however I must admit I am a little skeptical. The three philosophies do make sense especially once analogies are used to put them into more simple terms. Being in the work force for more than fourteen years I have witnessed many types of mangers. I have worked for hostile managers, calm caring managers and managers who fit somewhere in between. My skepticism with this theory is simply applying its use. On paper this method sounds great and makes a lot of key points, but again after …show more content…
The “One Minute Praising” is a pleasant philosophy. As a manager tell the employee up front that they will receive updates on their performance. Give your employee praising every time he or she does something right to point them in the direction of the ultimate goal. Specify what they did right and how it made you feel. A moment of silence should then be kept to give off your good feeling. This concept teaches the employee how to praise him or herself. The praising is followed up by a handshake or physical gesture to show you support their success.
I agree the more you praise the individual the closer they are to praising themselves. When people feel good about themselves and the work they perform, it makes them want to do better. I could be categorized as one of those people. My performance reviews have always been happy times for me. After going over my review, I find myself on a high for weeks. My boss will then critique me on something that was not done right and I go into “I don’t care” mode. I get defensive and my attitude reflects in my work. It takes longer for me to accomplish that task and I do not put as much effort into it as when I am feeling good. Giving praise gets people in the routine of praising themselves. I have a habit of patting myself on the back when I feel I have done a good job or figured out a solution to a problem that
As said in chapter 2, being a manager is a continuous job with a continuous amount of work load that never really finishes. As a manager, their job is never really “done”. Page 18 of Mintzberg, describes how managing is just “one damn thing after another.” (Mintzberg, 2013 p.18) I found many reasons to support this, my own experience and some factual evidence in both books. Mintzberg explains the reason for this is because the manager is responsible for how well the unit does, at no point will the job be done and finished. The job is continuous, everlasting if you will. A manager’s success in an organization depends all upon how well they can utilize their resources and how well they can perform and meet their objectives. To do this, a manger must fully be able to utilize their resources, which leads me to my first connection on page 2. A manager must be able to integrate their resources effectively and efficiently in order to be successful at implementing strategies and meeting objectives (Lussier, 2017 p.2). Being able to fully utilize human, financial, physical, and informational resources will allow the manager to be more
The employee should know where he/she stands in obtaining performance goals. Thus, providing feedback is an integral part of the task. The feedback should be delivered to the employee to motivate the employee but also help him/her identify any weakness in his/her performance and to help contribute to growth. The employee should leave the appraisal with knowledge of what he/she specifically needs to improve on
After reading this book, I realized that I already use a lot of the things that Focazio focuses on. I decided I would use this assignment to reveal what I do when I’m not being a fulltime student. Since I can remember, I was raised to be a super hero. I was raised in a life where magic wasn’t a myth and extraordinary powers were a common everyday thing. I decided to go through things in the book I liked a lot and relate them to things I’ve learned from becoming the hero that I am today. I’ll begin with Focazio’s first of the three keys to unlock the problem of job dissatisfaction. You have to have fun to become successful. Being a superhero isn’t all the hype it’s made up to be. There is a lot of hard work that goes into training
2. Katzenbach and Kahn (2010) compare three types of managers in regard to motivation and pride building (p. 79). This is similar to the Blake and Mouton Managerial Grid. What insights from these categories of managers and the Grid can you use to motivate performance in yourself and others?
Describe a manager/leader you have known that violated the rules of the one minute manager. How were the rules violated? Explain fully. Why do you think he or she violated these simple rules?
All of this is done in a short period of time but it creates long term effects. Individuals who are one minute managers have time to think and plan. They also can maintain a healthy lifestyle and do not have to go through the emotional and physical stress other managers have to subject themselves too. Departments with this type of manager have fewer costly personnel turnover, less personal illness, and less absenteeism which is great for the organization. These three tactics are One-Minute goals, One- Minute praising, and One-Minute Reprimands. Passing it on to others is also key to help other understand and improve the business world that lacks effective managers.
While everyone may want to be rewarded for a job well done, everyone has different motivations that need to be taken into consideration. Everyone wants to be recognized for their performance and meeting or exceeding standards in the workplace. We have been groomed since infancy to expect a reward for meeting small achievements and major milestones, whether it was a celebratory smile from our parents for eating mashed carrots as a toddler, or walking across the stage to receive our diploma at graduation.
In life sometimes you need some words of encouragement to motivate you to achieve whatever it is that you want to excel in. For instance, I am addicted to the game Candy Crush, and every time I beat a level, it gives me words of encouragement such as “Way to go,” “Alright.” Those simple words encourage me to do more levels, just as in the essay “Gaming Can Make a Better World,” by Jane McGonagall. The author discusses how positive feedback is good and how it encourages others to excel and do better. This encouragement also builds up self-esteem. She gives the example of how when you are playing a game and you receive positive feedback it encourages you to do well. Another time is when; I first started this semester I had a meeting with my
Instead of praising, some people tend to disparage themselves. This is known as false modesty. There are many reasons as to why people do that. One is that they want to hear back comments from friends
The MRT skill of effective praise it said to promote increased awareness of the actions and efforts performed correctly and so that subordinates can capitalize upon their success and promote winning streaks. The practice of effective praise builds upon
"The One-Minute Manager" by Ken Blanchard is a brief guide which claims to streamline and improve all aspects of a reader's professional and personal life. Which begs the question: what is a one-minute manager? The book tells readers that most managers fall into one of two roles. There is the tough or authoritarian manager, who focuses on results but doesn’t treat their employees with understanding or respect. There is also the kind, democratic manager, who spends their energy ensuring their staff's well-being but allows their organization itself to suffer. Neither manager is working in their organization's best interests. Balanced managers who focus equally on results and their staff's well-being are able to meet the best results and be the
The New One Minute Manager by Ken Blanchard and Spencer Johnson is the new edition business classic on managing your work and life. The book explores the same underlying principles as its original, however, updated in response to the rapidly changing world of business. Today’s organizations are required to respond faster, but with fewer resources and the challenge of advancing technology. In contrast to the old top-down management style, effective leadership is currently defined by more of a side-by-side relationship. Today, people are looking for a balance between their work and home lives, something the New One Minute Manager recognizes, and treats his employees accordingly.
Lastly, employees like every other person seek recognition and appreciation. Therefore, they should be appreciated when they perform exuberantly in their jobs. One needs to clearly convey how an employee’s performance contributed to organizational results. By appreciating them, you are motivating them to do better. Monetary rewards in the form of year-end bonuses are also always a great way to improve the morale of the employees. I believe, that Mr.Hussey after considering the above motivational factors, should then take the final decision, as to how the work could be performed in the best possible manner.
Contentment and satisfaction of employees is extremely important as jobs are becoming more specified, selecting and training another set of workers is a long, expensive process. Motivation is the strongest, most efficient way to keep employees happy and at peak performance and things such as just saying “thank you” go a long way. In a study completed by Forbes, who polled over 2,000 professionals found that 53% of workers are more likely to stay with a company for a longer period of time solely based off of them receiving more appreciation from their boss/manager. That same study also found that 81% of workers are more motivated at work when their boss shows appreciation or thanks. Human resources has a huge part to play in this because of their role in the development, maintenance, and retention of employees. The HR management must make sure that bosses and managers with workers under their supervision feel appreciated and heard. This will lead to the employees working harder and/or better, making them more proud and happy, while benefiting the business by having a more efficient worker.
The four functions of a manager are planning, organizing, leading, and controlling. These are key elements that managers must understand to run a successful organization. I will view each concept as well as their roles to acknowledge how these functions have been related to my personal experience in the work environment. Behind the scenes of a manager, they spend an equal amount of time planning so that he or she can successfully achieve the leading and controlling functions. These functions are standard for any industry that is striving to maintain a strong organization. While reviewing this paper, try to think of the four functions as a method that is established to build on each other. The four functions must be performed efficiently, and when done correctly, an organization will reap the accomplishments from a well-defined plan. My own experiences of how the four functions operate illustrates that each role requires a manager to devote time and patience in order to ensure that the main principles are achieved.