One Minute Manager by Ken Blanchard - Article Example

The paper "One Minute Manager by Ken Blanchard" is a delightful example of an article on management. One Minute Manager by Ken Blanchard talks about 3 philosophical steps that a person can practice in managing a business prolifically. Blanchard’s philosophies are ‘one-minute goal setting’, ‘one minute praising’, and ‘one-minute reprimands’. This unit majors on ways an individual can apply these management tools effectively.

One Minute Manager Review

Innovative contemporary methods in One Minute Manager have resulted in the quality performance of Companies. Managers learn that providing constant predictable optimistic reinforcement enables the business to increase productivity and sales (Blanchard, 1984). The book was written 23 years ago but is still useful and effective in the contemporary world. The lessons from the book are perceived to be significant for a business to excel and compete profitably worldwide. It is written in a clear language and a dialog form, making the concepts graspable.   

One Minute Goal

It is established that 20% of 80% of employees’ outcomes are determined by the nature of the goals set by the company.

The first secret Blanchard is revealing to his readers is the creation of a minute goal setting (Blanchard, 1984). The manager is required to come up with apt goals needed to be accomplished. Goal setting should involve all departments of a business, and each worker has to participate. The goal is written briefly, 250 words, to make the reading process be less than 1 minute. The manager has the responsibility to reinforce the goal every day to his employees and take time to measure their performance. A copy of goals should be distributed to all employees to access and remind them of the responsibility they have to manage (Blanchard, 1984).

One Minute Praising

It is established that managers in organizations look for mistakes that workers do particularly. Blanchard advises managers to stop daunting workers, but begin to praise their work completed by employees (Blanchard, 1984). Thus, the manager has to inform the employees that their work will be monitored, and outcomes made known to them.  This is the initial step of ‘One Minute Praising’. The philosophy requires the manager to make direct contact with the worker and uphold eye contact. Blanchard emphasizes direct contact like shaking hands and putting hands on the shoulder, signifying steps in improving the working status of the company in ‘One Minute Praising’.

One minute Reprimand

Reprimand is implemented when a manager realizes that a potential worker has failed to execute his/her specialized field.  Blanchard divides reprimand into 2 halves. The first half requires the manager to state the mistake immediately he notices it. Instantaneous reprimanding requires the manager to be exceptionally specific and state his/her moods. The second half requires close body contact like eye contact, telling the worker the values of efforts he/she is exerting, and reaffirming the negative consequence of the mistake, but not the worker.

Blanchard states that managers should reprimand first before praising the workers since praising involves valuing and reminding them that they are significant (Blanchard, 1984). Many companies spend extra on paying employees’ salaries and spending petite training them. Workers should learn how to interrelate with others at work. This is essential in creating a good working condition that results in a thriving business.

Conclusion

An exceptional leader implying the 3 philosophies suggested becomes an effectual manager. Workers enjoy working in such an environment since they are respected and know what to do. Consequently, for a business to be productive, managers should apply the Blanchard’s philosophies.