Answer with atleast 3 paragraphs———– is one minute adequate for a manager to discuss goals, to reprimand employees, and to praise individuals for exceptional work? Be sure to cite your readings from Drucker, Mintzberg, Follett, or other authors to defend or contradict Blanchard’s arguments.Also on a seperate word doc respond to this post below explaining your thoughts and view points:Based on my reading from the book and other sources, one minute is adequate for a manager to discuss employee’s goals, to reprimand employees, and to praise individuals for exceptional work. One of Ken’s most important mentors, Peter Drucker, taught him that, “if you can’t measure it, you can’t manage it (1)”. This is in line with having clear and specific objectives. Also in our text book on page 29 is the Management by objectives (MOB) – employees set goals, justify them, resources need to reach goal, and set up a deadline to complete goal. It requires regular, systematic and unbiased measurements of performance and the results against established objectives. Per my reading “W. Edwards Deming, the quality guru, states that performance appraisal is the No. 1 American management problem (2)”. Deming comments that it takes the average American six months to fully recover from the typical performance appraisal. In my readings, I learned that the average Japanese employee get specific feedback daily in contrast to American getting one or two appraisals a year. Strategy is about making choices that lead to sustainably superior performance (3). Michael Porter’s five tests of good strategy can help you to tell the difference between good choices and bad and be rigorously defined and quantified. They say that the best way to get the most out of your employee is to first hire someone who has potential to be a winner, and then to systemically train them. Most employers spend countless hours on performance or praise or reprimanding, if the manager would find what elements of the work is most effective, break it down into clear points, and ask the employee to focus on that, the workplace would run smoother and faster too.References:1. one minute manager | Skip Prichard | Leadership Insightshttps://www.skipprichard.com/tag/one-minute-manager/ (Links to an external site.)Links to an external site.2. APPRAISING EMPLOYEES: THERE ARE NO SURE-FIRE RULES …http://www.chicagotribune.com/news/ct-xpm-1985-10-28-8503130747-story.html (Links to an external site.)Links to an external site.3. Jim Collins, Meet Michael Porter – Harvard Business Reviewhttps://hbr.org/2011/12/jim-collins-meet-michael-porter (Links to an external site.)Links to an external site.
is one minute adequate for a manager to discuss goals
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