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One minute manager case study
Analysis of one minute manager
Leadership approaches and theories
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The one minute manager summary
The one minute manager is a brief story about young man who is looking for an excellent manager. He meets and interviews a lot of managers but all of them do not have a perfect managing and leading skills. Once, he meets a one minute manager, who is effective and efficient, autocratic and democratic and greatly described by his employees. Young man asks him to reveal his secrets and share the way of successful manager. One minute manager responses that there are only three secrets and he would be glad to share them.
The secret number one is one minute goal. During one minute meeting set a clearly defined goals and write them on paper using no more than 250 words. It gives you an opportunity to reread it several
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Even though it looks simple, in my opinion, one minute concept works excellent. As soon as I graduate and get a job I will try to apply those principals in my working day. You do not have to be a manager to use it. Even regular employee can use the “secrets” of reprimands and praising for his or her colleagues.
Office space is a great movie but it shows us that there is no one minute manager concepts. Vice president of the Itech does everything opposite in compering to One minute manager. First, company employees do not have a clear goal, they do not know what to da and what their responsibilities. Second, he plays the role of manager who tries to catch his employees when they are doing something wrong. Third, he reprimands his workers every single time and keeps doing it infinitely. Moreover, it looks like he does not value his employees. He tries to look effective and efficient but fails. As a result, none of the one minute concepts applies in office space movie.
One minute manager is a book every one should read. It is surprisingly strange why this method is not applied everywhere. It is a great way to be effective and efficient and I do not see any disadvantages of it. People can use it not only in workplace but also in their everyday life to build a good relationship with family, friends,
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.
The book "Leadership and The One Minute Manager" is a series of book on topic One Minute Manager has been written by Ken Blanchard along with Patricia and Drea Zigarmi. Its first edition was written in 1985 and later on updated in the year 2013. The author in order to make the topic interesting and easy apprehending has formulated in a style of short story in such a way to convey basic and important skills of leadership and management required by any leader or Managers to get maximum results from their staff/team members.
I agree with the authors’ idea of “Building a wonderful workshop”. This chapter speaks on making our mission our main idea while remembering our core values to help us stay focused on our teammates and purpose. Our mission, values, and team are the foundation, cornerstone, and core of what we do, how well we do it, why we do it, and how we see each other in our given roles. If we as a team earnestly keep this statement and all it incorporates as our focus, then I believe the other eight “secrets” cannot be far off.
I spoke earlier about creating a method in order to improve the workplace for employees in order to increase the success of an organization; this is a project that requires a lot of attention to detail and plenty of consistency. Being an individual with great recognition of detail and efficiency is something that this program needs because that is what the field of Human Resource Management and Development is all about. We need individuals in this field who pay attention to the details that others may miss out on, and individuals who are not afraid to keep going after a couple of failed attempts. If you are wondering why, it is simple because these are the people who at the end of the day to make a greater difference. Simply put, I know this because I have experienced it throughout my undergraduate career at Binghamton University, through my leadership role on campus by organizing forum, banquets and on campus events and it is something I hope to bring to the Human Resource Management and Development program here at
in the similar manner, Hill, & McShane, (2008), argued that managers remain the most important asset of the business that drives the business towards path of development and growth. Additionally, the importance of managers, their roles and functions cannot be neglected. As the business environment has become highly competitive with market segments highly fragmented forcing business entities to adopt and integrate effective business practices that can ensure that the business is heading towards the path of competitive advantage. In this regard, it is realized that the role and function of manager has become highly indispensable. The early theory of management, as per stated by Need, (2006), argues that the core functions of manager are to Plan, Organize, Staffing, Leading, and Controlling. Augier, & Teece, (2009), within this regard stated that effective and efficient managers do not just go and perform haphazardly, in fact, good and effective managers discover their strengths, ensure they are making the most out of the existing resources and mastering the above mentioned five basic functions. The overall role of manager is highly significant, mainly because of the fact that manager while performing these five functions guide the entire business and
Being a micromanager is instituting a belief that all decisions must be made through them as they have a lack of faith in their employees completing the job. When you micromanage, you rarely develop people but instead exploit them, preferring to control results rather than inspire creativity. Jim’s management technique is seen as a practice where he “bosses” his employees and lacks confidence in their work. As a result of micromanagement, the employee is left with a negative feeling and a stifled work environment.
The One Minute Manager gives a compact and straightforward technique for arranging, training and assessing individuals for authoritative and individual achievement. For some, the book puts forward the standards for gainful connections between a supervisor and his or her partners. There are three distinct strategies depicted that will enable bosses and representatives to discover such a relationship. The first is One Minute Goal Setting. The second is One Minute Manager. In conclusion, the book proposes One Minute Reprimands. With these hard working attitudes by and by, a benevolent, more gainful work put comes about for everybody.
The Self Leadership and The One Minute Manager is an excellent book. I felt that the other does an excellent job of sharing a story that connects the reader with three rules of self-leadership, development continuum and the leadership style that support the development continuum. The thesis of this journal is to share the lessons learned form the book, concepts of self-leadership that can be applied, goal setting, and the connection between Kotters eight-stage process of creating change connects with self-leadership.
In today’s competitive business environment, effective management plays a crucial role. The article Five Minds of a Manager by Jonathan Gosling and Henry Mintzberg, identify some important aspects of effective managers. According to the author, “The world of the manager is complicated and confusing.” Consequently, mangers need to think above ordinary employees. In particular, managers should, think global and act local, collaborate through competitions, be agents of change and maintain order. This paper provides a reflective review of the article Five Minds of a Manager by Jonathan Gosling and Henry Mintzberg.
A manager plays a pivotal role in steering the success and failure of the organization. As a budding manager, I wanted to get an insight about the daily activities of a manager and learn about their ‘typical day’. Therefore, an interview was scheduled, where the manager shared her views and gave invaluable advice on becoming an effective manager. This helped me in integrating the management concepts taught in the class and its implications in the real world.
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...
In the workplace, time management is an important factor in everyone’s day-to-day work. If a person’s time is well managed, it is possible to achieve a greater amount in a shorter space of time. How effectively people manage their time has a major influence on aspects of their working lives and their personal lives. Effective time management can have a hugely positive effect on a person, it can lead to a focused and disciplined mentality, giving a higher level of productivity, greater efficiency and an all round positive attitude in life. This benefits the individual, their team, the company they work for and also their friends and family. An example of this is an employee who prioritises their jobs at the start of the day; this gives them a structured day and ensures they have time to complete all of the important jobs. However, if time is poorly managed it can lead to inefficiencies, work overload and added pressure, this could eventually lead on to other issues such as stress.
I agree to a certain aspect to this ideology. Without a doubt, without the proper information, the manager is useless because they are not able to direct their workers in the right direction. People working for the manager tend to require more information from the top. More important, they need a general and, sometimes, a specific sense of direction and support. Without a proper direction, all people involved will concurrently feel underutilized, and will try to gather all information, relevant or irrelevant and fill up their work time, without achieving any goals.
Within the organizational structure of most businesses you will likely find management and leadership coexisting. Commonly, the words are often substituted for one another. However, each word has a distinctly different definition. A manager does not necessarily make a good manager. Management is defined as those individuals in an organization that have the authority and the responsibility to manage the organization through the control of production processes and ensuring that they operate efficiently and effectively. Leadership is defined as the skills and ability to set future goals in accordance with the organizational goals and to communicate those goals to other employees in such a way that they voluntarily and harmoniously work together to accomplish those goals for the benefit of the organization. In this paper, I will differentiate between management and leadership.
“Busyness does not equal productivity. Activity is not necessarily accomplishment.” It is because of this that leaders must prioritize; they must always think ahead and know how everything relates to the overall vision. A leader must be able to recognize when it is necessary to reprioritize as situations shift and change.