One Minute Manager

Topics: Management, Character, Goal Pages: 2 (509 words) Published: March 27, 2014
Many people in today’s work world are always looking to become better organized and better people. In the book, The One Minute Manager by Ken Blanchard & Spencer Johnson, the main character does just that. He was looking for the best managers out there. He ran into “tough managers”, whose organizations won while their people lost. He also ran into “nice managers”, whose people won but their organizations lost. Until, one day he ran into a One Minute Manager and was intrigued to learn more because this One Minute Managers’ organization & people won. So the One Minute Manager Organized for the main character to speak to three of his employees so he could further his research. The first person he spoke to was Mr. Trenell, who told him about One Minute Goal Setting. Mr. Trenell explained first how One Minute Goal Setting is for your manager and you to be able to agree on the goals and show what is acceptable. Second, write all your goals on paper with less than 250 words. With doing all these correctly you and your manager should be able to read and re-read all goals in a minute and see whether or not your behavior matches your goals. Intrigued by all this the main character wanted to learn more. The second employee he went to speak to was Mr. Levy, who told him about One Minute Praising. He learned that with exercising One Minute Praising correctly he must first tell people up front that their performance will be watched and praised immediately. Secondly, tell people what was done right and how it makes you feel. After all that give them a moment to make everything sink in. After the moment, encourage more of the same behavior and shake hands to show your support. Even more intrigued than before the main character continued. The third employee he spoke to was Ms. Brown, who informed him about a One Minute Reprimand. A One Minute Reprimand, he learned, was pretty much like a One Minute Praising but in reverse. You still let people know that their performance is...
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