Week #6
Team 1
The One Minute Manager Human resource specialists will say that the best managers follow a one-minute leadership style; that is, their way of operating does not take a lot of time. Good managers are concise, focused, and on top of the ball. Above all, the one-minute manager puts quality over quantity. A model one-minute manager pays attention to maintaining one-minute goals, one-minute praising, and one-minute reprimands. One-minute goals refers to management and their followers agreeing on what needs to be done, coming up with a dually-approved statement of the goals, establishing a clear line of communication, and following up with continuous reviews of goals and their statuses. One-minute praising involves making …show more content…
Placing all accountability solely on the shoulders of a leader can make for an uneducated and untrustworthy work force, while also fostering an environment of very slow change. To ensure that liability is spread out amongst a work team, the ideas of the intellectual capitalism paradigm can be applied to a work situation to hold all employees accountable for their individual performances. Harnessing the full benefit of the intellectual capitalism paradigm involves four steps, carried out by the leader. First, ownership of work must be transferred to those who actually execute the job. Secondly, leaders must create an ownership environment by decentralizing authority and emphasizing that accountability ultimately falls on the smaller, sub-units directly involved with the work; these sub-units are also responsible for such work in terms of finding solutions and creating incentives for performance. The third step in utilizing the ideas found in the intellectual capitalism paradigm involves coaching; leaders must help employees see their current status and compare it to a future potential. Lastly, leaders must have the ability to learn quickly and keep a student-like mindset; leaders are constantly evolving and learning from any given situation, and being able to grow from such experience makes for a successful leader. All four steps listed above combined make for the proper application of Belasco and Stayer’s …show more content…
First, the work is transferred and assigned to those who will be completing the tasks. Second, the solution is found by developing their own policy and procedures for developing FMLA steps. The third step that is not demonstrated in this example is coaching by the leader in order to help or guide the development of this program. The fourth and final step of learning quickly and constantly evolving was shown by the workers by creating their own written policy that can now be directly used or modified for future FMLA
Team 1
The One Minute Manager Human resource specialists will say that the best managers follow a one-minute leadership style; that is, their way of operating does not take a lot of time. Good managers are concise, focused, and on top of the ball. Above all, the one-minute manager puts quality over quantity. A model one-minute manager pays attention to maintaining one-minute goals, one-minute praising, and one-minute reprimands. One-minute goals refers to management and their followers agreeing on what needs to be done, coming up with a dually-approved statement of the goals, establishing a clear line of communication, and following up with continuous reviews of goals and their statuses. One-minute praising involves making …show more content…
Placing all accountability solely on the shoulders of a leader can make for an uneducated and untrustworthy work force, while also fostering an environment of very slow change. To ensure that liability is spread out amongst a work team, the ideas of the intellectual capitalism paradigm can be applied to a work situation to hold all employees accountable for their individual performances. Harnessing the full benefit of the intellectual capitalism paradigm involves four steps, carried out by the leader. First, ownership of work must be transferred to those who actually execute the job. Secondly, leaders must create an ownership environment by decentralizing authority and emphasizing that accountability ultimately falls on the smaller, sub-units directly involved with the work; these sub-units are also responsible for such work in terms of finding solutions and creating incentives for performance. The third step in utilizing the ideas found in the intellectual capitalism paradigm involves coaching; leaders must help employees see their current status and compare it to a future potential. Lastly, leaders must have the ability to learn quickly and keep a student-like mindset; leaders are constantly evolving and learning from any given situation, and being able to grow from such experience makes for a successful leader. All four steps listed above combined make for the proper application of Belasco and Stayer’s …show more content…
First, the work is transferred and assigned to those who will be completing the tasks. Second, the solution is found by developing their own policy and procedures for developing FMLA steps. The third step that is not demonstrated in this example is coaching by the leader in order to help or guide the development of this program. The fourth and final step of learning quickly and constantly evolving was shown by the workers by creating their own written policy that can now be directly used or modified for future FMLA