The One Minute Manager Essay Research Paper

The One Minute Manager Essay, Research Paper

The One Minute Manager by Kenneth Blanchard, Ph.D. and Spencer Johnson, M.D. , seems like a practical simple program on pull offing people and there for other countries of one & # 8217 ; s life, nevertheless I must acknowledge I am a small disbelieving. The three doctrines do do sense particularly one time analogies are used to set them into more simple footings. Bing in the work force for more than 14 old ages I have witnessed many types of troughs. I have worked for hostile directors, calm caring directors and directors who fit someplace in between. My incredulity with this theory is merely using its usage. On paper this method sounds great and makes a batch of cardinal points, but once more after seeing first manus the types of people in direction places I think the challenge comes from undoing current behaviour. My observation of people in general, is that they unwelcome alteration and happen it uncomfortable.

The first doctrine & # 8220 ; One Minute Goal Setting & # 8221 ; makes undertakings assigned to the single clear and precise. The director first expresses ends that need to be accomplished. Once an understanding is made, each end is written down in 250 words or less. It is strongly held that it should take no more than a minute to read. You should reenforce each end throughout the twenty-four hours. Besides take clip to look at your public presentation and see if your behavior lucifers your ends.

I agree with this theory and believe there should be more interaction at the beginning of an assignment. With One Minute end puting everything is out on the tabular array. There is no difference on what should hold been done or didn & # 8217 ; t acquire done. The bowling analogy used has a batch of truth to it. If there were a sheet in forepart of the pins with a supervisor standing behind it, it would be difficult to state how good your making because you can & # 8217 ; t see the pins or end. Merely the supervisor knows your mark. I see this a batch in staff meetings. There are normally struggles between my director and staff because of misinterpretations on the undertaking assigned. This is where the struggle resides. The employee feels they did precisely what was asked while the employer thinks the occupation was done falsely. This normally causes my foreman to knock the work and most if non all people take it personally. Then, one time the meeting is over, my equals will acquire defensive and complain that the undertaking wasn & # 8217 ; t clear and gain animus toward my director. I believe if One Minute Goal scene was implemented it could greatly relieve these jobs and bring forth productive consequences.

The & # 8220 ; One Minute Praising & # 8221 ; is a pleasant doctrine. As a director state the employee up forepart that they will have updates on their public presentation. Give your employee praising every clip he or she does something right to indicate them in the way of the ultimate end. Stipulate what they did right and how it made you experience. A minute of silence should so be kept to give off your good feeling. This construct teaches the employee how to praise him or herself. The praising is followed up by a handshaking or physical gesture to demo you back up their success.

I agree the more you praise the person the closer they are to praising themselves. When people feel good about themselves and the work they perform, it makes them desire to make better. I could be categorized as one of those people. My public presentation reappraisals have ever been happy times for me. After traveling ove

r my reappraisal, I find myself on a high for hebdomads. My foreman will so review me on something that was non done right and I go into “I don’t care” manner. I get defensive and my attitude reflects in my work. It takes longer for me to carry through that undertaking and I do non set every bit much attempt into it as when I am experiencing good. Giving praise gets people in the modus operandi of praising themselves. I have a wont of chucking myself on the dorsum when I feel I have done a good occupation or figured out a solution to a job that seemed complicated. I really think that’s why I enjoy my occupation. My day-to-day activities involve trouble-shooting jobs and calculating them out by test and mistake. I look to take on more challenges when I praise myself. This is how I know first manus that it makes employees more motivated and effectual when they feel good about their achievements.

The one thing about the One Minute Praising I don & # 8217 ; t agree with is the physical contact. There are a batch of people who do non wish to be touched. Particularly being a female and holding a male foreman. I think if I worked for person who used physical contact along with congratulations it might do me experience uncomfortable. I besides think directors need to be careful as people scream sexual torment and do it their portion clip occupation.

The 3rd Philosophy, The & # 8220 ; One Minute Reprimand & # 8221 ; , works similar to praising. State your employee how they are making in no unsure footings. Reprimand people instantly. State the individual what they did incorrectly and how it made you experience. Follow up with Silence therefore doing the impact more utmost. Finally agitate custodies so that the individual having the rebuke know that you still think good of them and that no personal feelings are spared. Out of all three theory & # 8217 ; s, this is the 1 I have the hardest clip with. Not because I think it will non work, but I believe it takes a strong person to maintain personal feelings aside when giving rebukes.

I do nevertheless hold on covering with behavior right on the topographic point. The One Minute Manager makes a good point that people get more defensive when there are multiple behaviours to cover with. Employees feel as if they are being attacked. I agree with that. I am guilty of this in my personal life. In my relationships with household, friends and loved 1s I have a wont of non covering with dissatisfactory feelings right off because I don & # 8217 ; t want to do struggle. My feelings begin to maturate and I become more sensitive to other things that usually wouldn & # 8217 ; t click me off, but do, because I am still upset about the first job. Before you know it, I blow up and everything comes out anyhow. Normally the individual I am upset with has to hear about what they did a month ago and everything in between. This puts that individual on the defence and nil truly gets accomplished until a few yearss subsequently when we all calm down to discourse the issue. So logically if I dealt with my feelings in the beginning, the runawaies could be avoided and I could calmly acquire my point across with small struggle.

Overall the & # 8220 ; One Minute Manager & # 8221 ; construct seems like a dynamic manner to maintain employees happy and content in their occupations. In my sentiment, I think the theory appears excessively good to be true. I am disbelieving because directors would necessitate to fight with altering their current behaviour. I think for me to be convinced that this would work in the existent life of concern, I would necessitate to see it first manus.