This involves a meeting of the manager and the employee where goals are agreed on, written down in a brief statement, and occasionally reviewed to ensure that productivity is occurring. The purpose of one minute goal setting is to confirm that responsibilities of each working is understood, understanding that confusion leads to inefficiency and discouragement. The principle of one minute goals is to set a direction of every single person in the organization.
Get Full Essay Get access to this section to get all help you need with your essay and educational issues. The book begins with a young man who is seeking and wanting to learn an efficient and productive way of managing people.
Interviewing with the One Minute Manager and the people work in the same organization, the young man reveals that the One Minute Manager has developed three processes for building a better manager and for increasing the productivity in the workplace.
After he uncovers the three precepts, he finally becomes a One Minute Manager himself. Refers to the book, One Minute Goal Setting is to make sure people know precisely what they are to do and what the manager expects. On the page 34, the steps of One Minute Goal Setting are to agree on your goals and see what good behavior looks like.
Then, to write out each of your goals on a single sheet of paper use less than words. Next, read and re-read each goal, which requires only a minute or so each time you do it. Then, take a minute every once in a while out of your day to look at your performance, and finally, see whether or not your behavior matches your goal.
The reason that the goals must to be write on one sheet of paper and less than words because it is easy to be reviewed frequently, and goal seeks can easily keep their goals in mind.
When the young man interviews Mr. Then, when problem appear, those managers just blame their workers. Since the inconsistency usually brings problem among the people, the One Minute Goal Setting helps people know what has to be done, and people have agreed on what has to be done.
Once the standards are made clearly, people will accurately know what to do, how to start and what should be performed. According to the book, the One Minute Praising works well when you tell people up front that you are going to let them know how they are doing, and then praise people immediately.
After that, tell people what they did right specifically. Next, tell people how good you feel about what they did right, and how it helps the organization and the other people who work there.
Then, stop for a moment of silence to let them feel how good you feel. At that time, encourage them to do more of the same. At last, shake hands or touch people in a way that makes it clear that you support their success in the organization.
In most leadership, managers usually leave their people alone even for an inexperienced one since they are assuming they know what to do and expecting good performance from those people.
Therefore, the efficiency and productivity will not get better. In contrast, the example of training a huge whale shows that we have to establish goals that our people can accomplish and to catch them doing something almost close to the right in the beginning until they can learn to do it exactly right.
When the trainer starts to train the whale to swim over the rope, he first must set the rope at the bottom of the pool. Then, eventually raise the rope higher and higher when the trainer sees the whale swims past the rope, and, at the same time, he gets fed.
Similarly, people will increase their abilities little by little when they get praised of doing something right. In the book, the One Minute Reprimands is to give people feedback when you see their goals and expectations do not meet.
The book summarizes several steps of doing the One Minute Reprimand. First of all, tell people beforehand that you are going to let them know how they are doing and in no uncertain terms.
Second, reprimand people immediately and tell them what they did wrong specifically. Then, tell them how you feel about their wrong course certainly, and stop for a few seconds of uncomfortable silence to let them feel how you feel. After that, remind them how much you value them, and next, reaffirm that you think well of them but not of their performance in this situation.
In the sense of One Minute Reprimand, both leaders and workers have the ability and opportunity to really hear the feedback. Therefore, immediate is the most essential part. In addition, the One Minute Reprimand is only to aim directly at the specific behavior, not the feelings about the workers themselves.
They are OK p. The purpose of the One Minute Reprimand is to get rid of the false behavior that people have done and keep the people who did it. The processes of being the One Minute Manager are simple, yet powerful and effective. Throughout the book, the One Minute Manager and his employees frequently use these three concepts to clarify the problems that they have.One Minute Goal Setting The first secret is One Minute Goals.
This involves a meeting of the manager and the employee where goals are agreed on, written down in a brief statement, and occasionally reviewed to ensure that productivity is occurring. The One Minute Manager’s symbol-a one minute readout from the face of a modern digital watch- is intended to remind each of us to take a minute out of our day to look into the faces of the people whom we manage and to realize that they are our most important resources.
So in the analysis, focus will be on the good points of the content of the book.
After knowing the three secrets of One Minute Manager it’s important to know how these secrets work and benefited the managers and everyone who manages the peoples. The One Minute Manager doesn’t mean that One should do all work in One minute.
The One Minute Manager Style of Management, at it’s most advanced form is basically the opposite of micromanaging. It is a quick and quick and concise form of management that maxamizes results.
It is a technique that can also be taken outside of the work place. One Minute Goal Setting is the foundation and first secret to being a One Minute Manager.
The One Minute Manager spends time at the beginning of a new task or when an associate first starts at the organization to detail areas of responsibility and what he or she is being held accountable for. Leadership Paper on “The One Minute Manager” Essay Sample The book ¨The One Minute Manager by Kenneth Blanchard, Ph.D.
and Spencer Johnson, M.D.
demonstrates three practical management concepts of being a One Minute Manager ¨someone who gets good results without taking much time (p) by story telling.