The One Minute Manager is a book written by Ken Blanchard and Spencer Johnson. It is a powerful tool not only for managing people but for modifying our behaviors to be a better person. It is a story of a young man and a successful manager who has effectively manage his subordinates and able to influence them on a One Minute Management.
One Minute Manager conveys a difference between a leadership and a management. It emphasis on the some unexpected changes that might happen in the organization and how should we deal with it. In addition, other functional areas of management that the book address would be the reward power of the leader that possesses. Reward power is when a manager rewards their subordinates. In the case of the One Minute Manager, he rewards his subordinates by praising the job well done of the employee as it happens and recognizing it through the hand shake or pat in the shoulder. Another power is being exercised here which is the socialized power. It is a power directed at helping other people. As the One Minute Manager set an example to his subordinates, the emphasis is to correct or to praise their behavior and not the person that creates a harmony and positive cohesion in the organization. The employee-centered behavior of the One Minute Manager in paying attention to the satisfaction and harmony of the employees is being affirmed through his One Minute Management. Finally, the use of reinforcement theory is significantly apparent mainly the use of positive reinforcement and extinction. One Minute Praising is a great example of positive reinforcement. It is when the One Minute Manager praises the positive behavior as it happens and a shake hands to strengthen the behavior as the positive consequence. One Minut...
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...is a better idea that would benefit the whole group not just one.
My boss would apply this strategy to be more effective in her leadership among her subordinates. Because most of the time she fell short in leading her employees, she always focuses on the people rather than the behavior. In addition, a simple “thank you” would be pleasant from her to hear. My family and friends could benefit too to become more effective in dealing with people on their perspective profession and be a better person.
I would definitely recommend this book to my family, friends, bosses, co-workers and people I deal with because it is not only encouraging but also it demonstrate high degree of respect and value to other people. I know that it would be a daunting task to achieve the attitude of being One Minute Manager, however, I know through practice our attitudes will be modified.
The book One Minute Manager by Kenneth Blanchard and Spencer Johnson is an in-depth analysis of what makes a good manager. Following a young man on a journey to find an effective manager to learn from, he soon finds someone who calls himself a “One Minute Manager”. Learning from three of the workers under this manager, the young man soon finds what he’s looking for in three secrets they tell him. The first secret is setting One Minute goals, the next is to give one-minute praisings, and the final secret is to give out one-minute reprimands.
Management is the ability to get a job done using appropriate processes, models and systems to achieve an objective. Managers think radically, abide by principles, rules and use experience in their respective fields to make things work. A good manager goes about the ordinary activities such a staffing, organizing, planning (Robert, 2007). The very ability of his/her colleague to discover the uniqueness in each of the subordinates, capitalize on it, harnessing the best out of them to accomplish goals clearly distinguishes such a person as great when compared to others. Great managers develop people and enthusiastically transfer acquired skills to others, work progress is constant and usually by leaps and bounds. In addition, a great manager outlines and strategizes his/her team for project plans such that there is a “buy in” on delivered commitments. In contrast, the former just transfers the required skills to subordinates; work progress is notable, vice versa of the latter. Rupert Murdoch of the News Corporation is ...
...in mind and will work towards enhancing the organizations performance, building relationships with good interpersonal and communication skills. Thus, the fact the Stephen Covey’s third habit of putting first things first is no doubt a favorable one which favors business managers in to improving their interpersonal and communication skills, which in the long run, builds up strong bonds of relationships within or outside an organization, that results in enhancing team based organizations in an efficient manner. References 1. Stephen Covey, Seven Habits. BC + PM aps. Retrieved from the website http://www.bcpm.dk/coveyen2.htm on 5th June 2003. 2. Thirteen Timely Tips for More Effective Personal Time Management. Retrieved from the website http://www.ianr.unl.edu/pubs/homemgt/nf172.htm on 5th June 2003. 3. Dave Hall. Business Studies. International Edition.
The next tip is “give honest and sincere appreciation.” A recurring theme in this book, is that people want to feel like they are important. There is a driver forcing you to do everything in life. For example, as a chairperson of the Business Week publicity committee, I am working hard to promote the Business Week activities and increase attendance using creative tactics. When people show up to events because of a promotion I created, it makes me feel important and gives me a sense of fulfillment. Such is the case when dealing with others. If they know they are appreciated, they will feel important and will continue doing a good job in the future.
The reinforcement theory was of interest for a consideration as a tool in my current work environment and possibly be utilized as intervention of controlling the behaviors of employees. Since, I have observed the negative behavior of employees displayed due to varies unjust reasons that demotivate them to perform at an optimal level. Therefore, I believe implementing positive reinforcement to rebuild trust and to motivate employees by acknowledging a job well done, reward programs, and providing challenging task would encourage them and give them something to strive for to be higher achievers. In addition, all things mention and utilizing the reinforcement theory can reinforce the desired behavior in the workplace. Furthermore, I think that
The behavioral approaches of leadership are consisted of four parts and they are: task-oriented, relational-oriented, change-oriented, and passive behaviors leadership (Derure, 2011). Task-oriented is divided into four part and they are: initiating structure, contingent reward, management by exception-active, boundary spanning, and directive (Derure, 2011). The initiating structure of task-oriented can be built of group members, coordinating group, and determining standard of task performance to ensure that the task is perform (Derure, 2011).The transactional leader can be referred to the contingent reward because it is made clear to leader what task to perform and the rewards for meeting those expectations (Derure,
The theory suggests that the nature and quality of the company’s leaders is an important factor of the performance and job satisfaction of their subordinates (Glisson 1989). The theory implies that managers while in control need to be capable of maintaining cooperation from his or her employees. In this type of leadership style, the employees would be encouraged to share opinions and ideas. Staff would feel engaged in decision-making and creativity would be rewarded. The leader would be flexible, open to communication, and respectful of new
I will use what I have learned from this book in the future by creating more urgency in myself when I know that something needs to be changed. Also, if I ever find myself in a position of leadership, I will be sure that every employee working for me understands why we need the change, supports it, and has a sense of urgency to get it done. Next, it will help me be more careful about my communication, and making sure that everything I do, verbally and nonverbally, should be showing that I am incredibly dedicated to the change that I am trying to introduce. Also, there was a time where we very briefly talked about the importance of change in a business; this book would help in those times wherein changing something proves to be difficult. If you make it appear to yourself and your employees that the change is absolutely needed, then they will all work to accomplish the
I personally found this book to be an excellent read, and while I haven’t read to many business management books. I can feel safe to say that I think this one does an excellent job in conveying key management principals for today’s workplace. It also appealed to me due to my fascination with the way in which our military operates. I believe he did a great job of staying clear of getting too detailed in either is leadership model and military jargon. I would recommend this book to anyone who feels intimidated by management books that read more like a textbook, who want to learn but also enjoy the reading too.
315), motivating other is to give recognition and praise can be thought as directly placing a positive reinforcement, that is reinforcing the adequate behavior by giving an award. A strong motivator is recognition because it is a regular human need. DuBrin (2013, p. 316), an outstanding of recognition, which include praise, as a motivator it that it is no cost or low cost yet powerful. Bob Nelson, a reward expert, reminds us that money is important to employees and recognizing others motivates them to elevate his or her performance. It has a huge return on investment in comparison to a cash bonus. DuBrin (2013, p. 318), according to equity theory, employee motivation and satisfaction depend on how properly the employees believe they are treated in comparison to peers. The theory debates that employees have certain beliefs about the outcomes they receive from their jobs, as well as the inputs they invest to obtain these outcomes. This theory has many implications for the leader who attempts to motivate subordinates. No matter how well a program productivity or cost-cutting is, it needs to still provide equitable pay. Also, the leader needs to see that subordinates perceive themselves to receive a fair deal in terms of what they give to and receive from the company. DuBrin (2013, p. 320), effective leaders are good coaches and good coaches are effective
One hand, as in the situational approach it is advised for a leader to adopt the development level of his or her subordinates. Otherhand, in the contingency theory, it is advised to a leader to match his or her styles with precise situation variables. But in this theory the focus is specifically on the relationship between the leader 's approach; and style with the characteristics of the subordinates in an organization, along with the work setting or the management. While this specific theory assures that subordinates will be aggravated if they think they are competent of performing their work, and also if they think their effort will not go to waste, rather will meet the goal of the organization; it shows how much a leader can accomplish if he or she took the initiative to motivate their subordinates in their everyday work. It will be challenging for leaders at the time to accomplish this goal, however, it is on the leader which approach they would choose to accolade or add enhancement in the work setting to ensure nothing is missing from the management location. As to ensure such as the subordinates are doing what they suppose to it is advised through this theory for a leader to add the reward system in the workplace, and providing tools and objectives in the workplace too so the subordinates reach the given
Robbins, S., Decenzo, D., & Coulter, M. (2013). Fundamentals of management. Upper Saddle River, NJ: Pearson Education, Inc.
Bliss, Edwin C. Getting Things Done: The ABC's of Time Management. New York: Scribner, 1993. Web. 10 Apr. 2014.
Managerial communication and skills explains almost all the concepts on the effective management however some of the vital concepts I have learnt from the course include Effective managerial writing, Motivating employees, Managing Self Directed teams, Human Resource management and the competitive advantage, Communications across different departments, Communication through differences and communicating diversity in an organization, all these concepts taught me on how to reflect my learnings at my work and bring up the balancing status. There are numerous ways to get what we want from employs in assertive manner one among them is through recognizing their work and providing apprecia...
By allowing for employees to be increasingly engaged in workplace activities, they are then given the opportunity to develop new skills. Most leaders also encourage for employees to participate in team building activities so that any employee would be more comfortable and have stronger chemistry when working with other members of their respective departments, and with other employees in the company as a whole. Leaders are capable of motivating their subordinates through a series of actions, such as words of encouragement, acts of appreciation, and allowing for employee involvement in key decision making processes in the company. For instance, leaders who appreciate, constantly encourage and assist in the improvement of the tasks performed by their subordinates will be able to build a strong and healthy employer-employee relationship. This good relationship instils the traits of confidence in employees and motivates them to enhance their performance. Excellent leaders commonly try to develop a dialogue or establish open communication with their subordinates. Employees who are well