The One Minute Manager by Ken Blanchard and Spencer Johnson

The whiz trice animal get behinder by Ken Blanchard and Spencer JohnsonWhen a leading American c atomic number 18 consultant (Ken Blanchard) and a psychologist (Spencer Johnson) decided to f ar to let downher to write a channel hold on trouble the result could be a go for gentleman tome which is incomprehensible to m some(prenominal) of those for whom its message is intended. Authors avoid the pitfall(a) and have produced a simple complication of what they have learned how multitude subject domain silk hat with a nonher(prenominal) hoi polloi. Contrary to this idea that the age and services argon the surpass possible qualification to divvy up the tidy sum, The oneness jiffy autobus explodes the fiction that the ability to fight unitys own sort and attitudes is an essential prerequisite to managing other mass. The one clarified omnibus provides charabancs, an insight on how to be to a greater extent legal in communication within their teams and with exte rnal interests. This halt ensures that productivity (Quantity + Quality) of each individual as well as that of the geological formation increases multi folds if we even off an organization large number oriented rather than result oriented. mickle leave feel practiced in muckle Oriented Organizations and ensure the employment in the product / services they provide.Usefulness to intended auditory modalityThis volume proved very useful in any atomic number 18a where maven has to interact with peoples especially for the administration and H.R department of the any organization as it address the key areas where or so of the buss and management of an organization lack. Managing people is a fun and this book provides an opportunity by motivating the intended audience in a very short, simple panache to manage people in iodine twinkling with specific examples from daily life. Simple and practical(a) ideas may cause profaned difference on ones management skills. by and b y reading this book one surely move in waters a chance to shape an effective motorcoach by adopting and practicing three secrets of The bingle sharp four-in-hand. en get wordThe Best Minute I Spend Is the sensation I induct In muckleAb break through bookThe unity Minute coach-and-four is one of the best selling concern books of all condemnation and however make appearance Amazons list of Best -Selling business books. Very crabbed people as its chump audiences it is designed to be read quickly. This is the emblematical book. The unity Minute Managers symbol-a one chip readout from the face of a red-brick 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 make out that they are our nigh important resources.An easily-read story, demonstrates three very practical management techniques. As the story unfolds, it disc every drifts wherefore these apparently simple methods toy so well with so many people. By the end of this one exit also exist how to apply them to ones own post.AuthorsDr. Kenneth BlanchardDr. Kenneth Blanchard Chairman of Blanchard tuition and Development, Inc. (BTD), is an internationally known author, educator and consultant/trainer. He is the co-author of the free(prenominal)ly acclaimed and some widely used text on leadinghip and organization behavior, trouble of Organization style Utilizing Human Resources, which is in its fourth edition and has been translated into legion(predicate) languages. Dr. Blanchard received his B. A. from Cornell University in G everywherenment and Philosophy, an M.A. from Colgate University in Sociology and Counseling and a Ph.D. from Cornell in Administration and way.In addition, he is a member of the National Training Laboratories (NTL).He has extensive leadership experience as business executive and as a military officer. He has been a hands-on leader in a variety of organizations large and sm all. Most recently he was a human resources executive for a Fortune 100 company. His book advantage Principles, lead Lessons from D-Day illustrates seven bedrock leadership principles that all thriving leaders use. He presently serves as a professor of Leadership and organizational Behavior at University of Massachu placedts, Amherst.Books by authorManagement of Organizational Behavior Utilizing the human resources (with capital of Minnesota Hersey).Organizational Change through effective Leadership (with Robert H. Guest and Paul Hersey). The family game a situational approach to effective parenting (with Paul Hersey).Putting the oneness Minute Manager to spirt (with Robert Lorber, Ph.D.)Dr. Spencer JohnsonDr Spencer Johnson is the Chairman of candle Communications Corporation, and an active author, publisher, lecturer and communications consultant. He has written more than than a dozen books necessitateing with medicine and psychology, and has over three one million mi llion million copies of his books in print. Dr. Johnsons education includes a degree in psychology from the University of gray California, an M.D. degree from the Royal College of Surgeons in Ireland, and medical clerkships at Harvard Medical direct and the Mayo Clinic.Books by authorThe one minute fatherThe one minute motherThe precious presentWho moved my cheese analysis of the bookOverall storyAuthors Ken Blanchard and Spencer Johnson use a emblem style story to describe the plight of a unexampled conductor who is non having success however, he hears almost a successful music director who is so effective that he has m to spare He cherished to work for one. He wanted to experience one. He was beginning to claver the full spectrum of how people manage people. But he wasnt always jocund with what he saw. He had spoken with many managers. He saw that round managers are interested in results and some are interested in people. Its like being one-half a manager, he thought .He force have occurn up his search long ago, precisely he had one great advantage. He k advanced exactly what he was looking for. Effective managers, he thought, manage themselves and the people they work with so that both the organization and the people earn from their presence. and consequently he began hearing marvelous stories some a special manager who lived, ironically, in a nearby town. The young manager calls him up to find out what he can learn, and the successful 1 Minute Manager shares with him three secrets to his success. The young man excitedly explores his three secrets and adopts these secrets and himself became famous as unmatchable Minute Manager. let out points In the star Minute Manager, on that point are three types of managers.Autocratic ManagerThey are rigid demandingThey are decision makerThey are besides interested in results.They always restrain on top of the situationThey are hard-nosed, profit minded individualsTheir organizations seemed to win while they lose peopleDemocratic ManagerThey are participative, supportive and nice individualsThey want to be more close to their subordinatesThey confine more importance to people than resultsThey are friendly with staffThey are trusting nurturingEffective ManagersEffective managers, manage themselves and the people they work with so that both the people and the organization profit from their presence. Effective managers believe in that People Who Feel Good rough Themselves Produce Good Results. The champion Minute Manager doesnt make decisions for others rather encourage them to take their own decisions. atomic number 53 Minute Manager One minute manager is an effective manager who survey people and take keen interest in the welfare of people or his staff. He doesnt believe in hiring the winners. He believes to train them and make them winners by themselves. He has three secrets of his One Minute Management which he shares with the young man (who came to him). These thr ee secrets areOne Minute conclusion settingOne Minute PraisingOne Minute chitchatThe firstborn positiveial ONE MINUTE GOALS SettingThe foundation for One Minute Management80-20 culture-setting ruleBehavioral terms (observable, measurable) Versus Complaining (attitudes or feelings)Summary watch on your objects.Write out each of your goals on a unmarried sheet of paper using less than 250 words80% of unfeignedly important results get out come from 20% of your goals. So its important to do One Minute aspiration Setting on that 20%. get a line and re-read each goal, which requires one minute or so each time when ones do it.See what good behavior looks likeTake a minute every once in a while out of day to look at your action, and see whether or not your behavior matches your goal.The Second Secret One Minute PraisingHow to handle when people do wellTry to catch them doing something rightCrystal-clear feedback bear witness simply what was rightClose contactHabit To catch you rself doing things rightPeople who feel good roughly themselves produce good resultsSummary prove people right from the start that you are going to let them know how they are doing.Praise people immediately. Dont wait for the approval discussion to praise themTell people what they did right, be specificTell people how good you feel to the highest degree what they did right, and how it helps the organization and the other people who work there. anticipate for a moment of silence to let them feel how good you feel. support them to do more of the sameShake hands or liaison people in a way that makes it clear that you support their success in the organization.The Third Secret One Minute objurgationsHow to handle when people make mistakesReprimand as soon as something wrong is through with(p)Specify exactly what was wrongDont attack anyone as a individualBe consistentSummary Two parts of one minute tantaliseThe first half of the devilThe second half of the reprimandThe first hal f of the reprimandReprimand people immediatelyTell people what they did wrong be specific.Tell people how you feel about what they did wrong and in no uncertain terms.Stop for a fewer seconds of uncomfortable silence to let them feel how you feelThe second half of the reprimandShake hands, or touch them in a way that lets them know your are honest on their side.Remind them how more you value them.Reaffirm that you think well of them but not of their doing in this situationRealize that when the reprimand is over, its over.Overall Game Plan of One Minute ManagerAnalysis of BookThe One Minute ManagerIts very important to analyze that how the content of this book is affecting the antithetical aspects of intended audience. 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 its important to know how these secrets work and benefited the managers and everyone who manages the peoples. The One Minute Man ager doesnt mean that One should do all work in One minute. This is allegory use for quick and clear response to people about their behavior. As a manager you have only three choices.First You can hire winners, they are hard to find. For winners One Minute Goal Setting is enough for productive behavior. Because they are skilfuls of their fields and they try to accomplish according to their abilities.Second If you cant hire the winners, hire someone who has potentiality of winners. For the people who have potential to win, One Minute valuate is enough, as you praise them they get more actuate and feel good with themselves and nigh time they try to do it cave in. By doing one minute praising they break down winners.Third If you cant do above two choices, so you have only one choice, prayer.Why One Minute Goals WorkEvery one is a potential winnerSome People are disguised as Losers dont let their Appearance fool youThe pinball gameExplanation The One Minute Goal Setting work b ecause of all the people in any organization is willing and make to do some thing and they become more striked after(prenominal) work. Nobody ever work for anybody else. For example, if you are on the playing field and you are striking the ball to the pins. And when you strike, you started screaming and get more motivated to strike again.This is the same as we do the One Minute Goal Setting. When you know, what are you going to do and how then you are more confident about your task. And you are motivated to do it again until you become expert in striking the pins. You can analyze yourself by polish uping your goals. When you assume that people know whats expected from them, you are creating confusion and over-rating them. This happened all the time in our daily life, in our relations and doing our daily work routines. So One Minute Goal Setting is very important step in becoming the One Minute Manager. And when you feel that your performance is not up-to- the mark, go back to yo ur goals and again spend One Minute to set your goal again.Why One Minute Praising WorkFeedback is the Breakfast of ChampionsPeople will go so far for money, however will go theExtra mile for praise and recognitionSea aquarium shows a huge whale jumping over a traffic circle which is high above the water.Explanation When the trainers captured the whale, the whale knew nothing about jumping over ropes. So when they began to train the whale in the large pool, they started the rope from the click of the pool. Every time the whale swam over the rope-which was every time he swam past-whale got fed. Soon, trainers raised the rope a little. If the whale swam under the rope, he didnt get fed during training. Whenever he swam over the rope, he got fed. So after a while the whale started swimming over the rope all of the time. Then they started raising the rope a little higher. But the question is why they raise the rope. Because they are clear on the goal to have the whale jump high out of the water and over the rope. Over a time they keep on raising the rope until they finally get it to the surface of the water. Now the great whale knows that in order to get fed, he has to jump partially out of the water and over the rope. As soon as that goal is reached, they can start raising the rope higher and higher out of the water. So for whales, to get food is One Minute Praising. And by jumping again and again the whale become expert for high dive.Catch freshers doing things right and slowly raise their pubThis example illustrates that the most important thing in training someone to become a winner is to catch them doing something right. Slowly, you keep moving them towards the desire behavior. It can be done with childrens and as well as with new staff.Why One Minute Reprimands WorkWe are not serious our behaviorsWe are the persons managing our behaviorsMonthly feedbackExplanation The feedback as One Minute Reprimand is very important. That is, you get to the individu al as soon as you honour the misbehavior or your data information governing body tips you off. It is not tolerate to save up negative feelings about someones poor performance. The fact that the feedback is so immediate is an important lesson in why the One Minute Reprimand works so well. Most managers are gunnysack discipliners. That is, they store up observations of poor behavior and then some day when performance review comes or they are angry in general because the sack is so full, they charge in and dump everything on the table. They tell people all the things they have done wrong for the last few weeks or months or more. went on, and then the manager and subordinate usually end up squall at each other about the facts or simply holding quiet and resenting each other. The person receiving the feedback doesnt truly hear what he or she has done wrong.After genuine reprimand a centric praise is neededSo, One Minute Reprimand is very important because they are chances of improv ement in their performances or people. The purpose of One Minute reprimand is to ensure the people that you want to eliminate the wrong behavior and keep the person. When the peoples know their value in an organization, they give their best to that organization and dont borrow the same behavior again. Reaffirm that you think well of them but not of their performance in this situation. Your intent is to get them back on course, not to try to make them feel badly. Behaviors are not important what is really important is the person managing their own behavior. To becoming One Minute Manager you have to beTough and gauzy manager rather than Nice and Tough managerDiscussionNow-days it is wrong with the most organizations that their people do not produce-either quality or quantity. And the main reason of this poor performance is simply because the peoples are not managed properly.The feeling of importance, psychologically satisfy peoples and motivates them to give the best. This One Minu te Manager is very much similar to the possibility of behaviorism (psychology), in which main focus on the change in the behaviors by setting task, praising the good and punishing/pointing the wrong behaviors.The One Minute Manager may help you to go beyond for better results, you will have to learn and use other beneficial habits as well. These are simple and easy-to-use basic management skills however, many managers dont use them. same any other skill, it takes practice in the beginning. Once you use these skills, then they will become second nature. If you are not using the One Minute Managers secrets, try them out and see how you can make them work for yourself and your team. If you do them well, you too can become an effective One Minute Manager. The One Minute Manager is a remarkably simple system to learn and apply and will help you improve employee performance. The One Minute Manager is a happy manager because of following reasonsPeace of creative thinkerReduce Stress Leve lsIncrease ProductivityCriticism of the BookOne Minute Manager and ChangeThe rapidity of change that is taking place in the social, political and economics environment is creating a marked intrusion on organizations as well as individual.K.HarigopalOne Minute Manager may be proved very effective at the time of change. No organization is stable today. Globalization makes the Business and organizations doubtful and undeceive. And the most effected part of any organizations due to change is the HR department. If there is any type of change weather it is a behavioral change, no matter its internal and external, rather to hire the people from outside to wangle with change, managers should have vision of One Minute Manager.People are panicked and conscious about change. They dont tolerate any type of changes in their circumstances, so as a One Minute Manager you can manage your staff very simply by setting their goals and addressing their behavior. You can train staff and germinate v ision of change in them. Being a One Minute Manager you dont need to tell your staff to set one minute goal which is a very important target in any type of change in the organization. Similarly The One Minute Praising and The One Minute reprimand alerts people and motivate them to adopt and face the change.This book lacks one important point which is about managers him/her self. It is not possible that every time manager is right, his vision is broad and he understands each and every thing. He can make mistakes. So as managers, having powers you have to take right decisions at right times.This book deals with very simple approach to the complex art of managing people. There is much more to management than the one minute manager, depending on the culture and decorousness of the organization.You cant learn to manage people by reading a book but you can get an idea how to manage This book is full of implications for managers. But the focus has been on one minute. When every forge is reduced to one minute, it leads to over simplification of the process which a manager has to undertake. It has ignored the dual role that a manager performs in coordinate organization where there are both subordinates and seniors.No doubt this is the effective book on One Minute Manager but it doesnt deal with the complexities of the organizations as the organizations and behaviors are more complex as discussed in this book.Key Message of the bookToo many organizations leave employees uncertain over what is expected of them and provide little feedback until the annual review. At that time a series of criticisms are laid out with smattering the praise but neither the manager nor employee can remember the details. At other times, managers are quick to blame employees for things going wrong and will criticize in a way that leaves the employee resenting the way he or she has been treated by the manager. The One Minute Manager boils management down to three actions goal setting, praisi ng and reprimands on the derriere that clear objectives and quick, accurate feedback are the basis for improved performance. After reading the one minute manager you will not become a autocrat and democrat manager, but you try to become an effective manager.ConclusionAn eye opener for many thereforeA measurement of a good leader is ability to develop other leaders, not followers. In todays world, many new supervisors are jab into a baptism by fire management environment. I found this book to be an easy to read and arm newcomers to management with the basic tools for create worker relationships and getting the best out of their staffs. As a result, their efforts are guided into decisions that generate increasingly positive outcomes in uncomfortable situations. self confidence builds and leadership/management styles improve.This book talks of empowering people and bad them onus of their lives through applications of various principles of human relations and communications. It wil l make your feel that you are a better manager because you have become proactive rather than reactive. You are setting goals and providing quick feedback on performance whether good or bad. The secrets of one-minute management will help a manager boost profits and productivity immediately through increases employee morale, job felicity and manage people in time of change.Unlike most business books, this one is short and easy to read. The academic language has been banished, and it is well written.For any person who is currently a manager and striving to get the most from people, or who is planning to become one in the near future, The One Minute Manager is an indispensable success tool. After knowing the secrets of One Minute Manager you can also become a One Minute Manager.Goals beings behaviors, consequences maintain behaviorsNow you are a new One Minute Manager,You can set One MinuteYou can give One Minute PraisingYou can give One Minute ReprimandsYou can also speak the simple truthYou can trick and you can enjoy your work.