Management Article Analysis

Authors

The authors are listed above and after doing some research I find that Kenneth Blanchard, Ph.D., is one of the most recognizable names in American business today. His One Minute Manager Library has sold over nine million copies worldwide. He is also an award-winning speaker and business consultant. Spencer Johnson, M.D., is the author of the runaway hit, Who Moved My Cheese?. Eleven million of his books are in print in 26 different languages.

Thesis or Major Management Concepts

The One Minute Manager seems like a practical simple plan on managing people. The first philosophy �One Minute Goal Setting� makes tasks assigned to the individual clear and precise. The manager first expresses goals that need to be accomplished. Once an agreement is made, each goal is written down in 250 words or less. It is strongly held that it should take no more than a minute to read. You should reinforce each goal throughout the day. Also take time to look at your performance and see if your behavior matches your goals. With One Minute goal setting everything is out on the table. There is no dispute on what should have been done or didn�t get done.

The �One Minute Praising� is a pleasant philosophy. As a manager tell the employee up front that they will receive updates on their performance. Give your employee praising every time he or she does something right to point them in the direction of the ultimate goal. Specify what they did right and how it made you feel. A moment of silence should then be kept to give off your good feeling. This concept teaches the employee how to praise him or herself. The praising is followed up by a handshake or physical gesture to show you support their success.

The third Philosophy, �One Minute Reprimand�, works similar to praising. Tell your employee how they are doing in no uncertain terms. Reprimand people immediately. Tell the person what they did wrong and how it made you feel. Follow up with Silence thus making the impact more extreme. Finally shake hands so that the person receiving the reprimand will know that you still think well of them and that no personal feelings are involved.

Supports

The article mentions some research that supports the goal setting technique and philosophy by noting the extensive research done in the field of goal setting and performance standards. One in particular is Lock, Shaw, Saari, and Latham in 1981. The praising philosophy part of the article mentions research done by Luthens and Kreitner in 1986 regarding positive reinforcement techniques. I have no idea if this research was valid but the author implies it is credible.

The article did not mention any supporting research for the reprimand technique however it would make sense to me that quick reprimands would make it easier for the employee to change behavior before it became a habit. Very similar to techniques used for training dogs and it is effective. Another thing to consider is how long this book has been a business best seller and the fact that the techniques don�t need to be updated to match the new fad or business scheme.

Supporting Concepts, Tactics, or Techniques

The article does outline some related issues and management techniques such as good management does not take a lot of time, just wise application of proven management strategies. The authors also speak about manipulation and sharing the strategies and how they work before using them to gain their agreement to their use. They also speak about varying the use of these techniques in various situations such as new employees, etc.

Comparison to Other Articles in Text

There are a lot of articles that mention in one way or the other the importance of communication, clear directions and providing feedback to employees to obtain optimal performance. These are core fundamental management issues and anywhere where relationships with people being managed these issues may arise. Generally the techniques in this article do not conflict with any other article and are compatible with other techniques considered effective.

Comparison to My Experiences

I have managed a lot of employees in the past and I know without a doubt people want clear direction and to know what is expected of them and how to achieve that. They want to be told when they did a good/great job and they also want to know if they messed up so they do not do it again or improve. This is so basic that the fact that we need books to tell managers how to do it seems silly but when you are a manager with way to much to do this is the first of the things that we just don�t seem to have time for. The problem with that is if you don�t have time now you will be spending that time training new employees sooner or later and more often than you would like.

Major Criticism or Problem

The three philosophies do make sense especially once analogies are used to put them into more simple terms. Being in the work force for more than seventeen years I have witnessed many types of mangers. I have worked for hostile managers, calm caring managers and managers who fit somewhere in between. My skepticism with this theory is simply applying its use. On paper this method sounds great and makes a lot of key points, but after seeing first hand the various types of people, and their styles, in management positions I think the challenge comes from unlearning current behavior. My observation of people in general, is that they do not welcome change and find it uncomfortable.

The one thing