Analysis of The One Minute Manager by Kenneth Blanchard and Spencher Jo

Analysis of The One visualisetbeat Manager by Kenneth Blanchard and Spencher JohnsonThe One Minute Manager by Kenneth Blanchard, Ph.D. and Spencer Johnson, M.D., seems bid a practical simple plan on managing people and thither for other areas of ones life, however I must play I am a little skeptical. The three philosophies do give away sense especially erst analogies are used to put them into more simple terms. Being in the work force for more than cardinal years I have witnessed many types of mangers. I have worked for inimical managers, calm caring managers and managers who fit somewhere in between. My skepticism with this system is simply applying its use. On paper this method sounds great and makes a attractor of key trains, but again after seeing first gift the types of people in management positions I think the challenge comes from reverse current behavior. My observation of people in general, is that they unwelcome change and have it uncomfortable. The first philosophy One Minute Goal Setting makes tasks appoint to the individual clear and precise. The manager first expresses goals that need to be accomplished. in one case an holdment is made, each goal is written down in 250 talking to or less. It is strongly held that it should take no more than a thin to read. You should reinforce each goal throughout the day. Also take beat to look at your performance and see if your behavior matches your goals. I agree with this theory and think there should be more interaction at the mystifyning of an assignment. With One Minute goal setting everything is out on the table. There is no dispute on what should have been done or didnt get done. The bowling analogy used has a attraction of truth to it. If there were a sheet in front of the pins with a supervisor standing behind it, it would be hard to tell how wellspring your doing because you cant see the pins or goal. Only the supervisor knows your score. I see this a lot in staff meetings. There are usually participations between my manager and staff because of misunderstandings on the task assigned. This is where the conflict resides. The employee feels they did exactly what was asked while the employer thinks the job was done incorrectly. This usually causes my boss to criticize the work and most if not all people take it personally. Then, once the meeting is over, my peers will get defensive and complain t... ...my relationships with family, friends and loved ones I have a habit of not dealing with disappointing feelings correct away because I dont want to cause conflict. My feelings begin to fester and I become more sensitive to other things that commonly wouldnt tick me off, but do, because I am still worried about the first problem. Before you know it, I blow up and everything comes out anyway. Usually the person I am upset with has to hear about what they did a month ago and everything in between. This puts that person on the defense and nothing really gets accomplished until a few years later when we all calm down to discuss the issue. So logically if I dealt with my feelings in the beginning, the blowouts could be avoided and I could calmly get my point across with little conflict. Overall the One Minute Manager archetype seems like a dynamic way to keep employees happy and core in their jobs. In my opinion, I think the theory appears too skilful to be true. I am skeptical because managers would need to struggle with changing their current behavior. I think for me to be convinced that this would work in the real life of business, I would need to experience it first hand.