The document provides an overview of the book "The One Minute Manager" by Kenneth Blanchard and Spencer Johnson. It describes the authors and their backgrounds. The book teaches managers how to effectively communicate with their teams using one minute goals for setting expectations, one minute praise for when goals are met, and one minute reprimands for when goals are not met. It argues that this approach can improve employee motivation, performance, and job satisfaction. The conclusion recommends the book to help future managers create a supportive environment for their employees and boost organizational productivity.

1. Submitted By:
Ajay Shrivastava, Ashutosh Tiwari
Vasudev Rao, Aditiya Awasthi & Raksha Sharma

2. Description about Authors:
Dr. Kenneth Blanchard:
 Dr. Kenneth Blanchard, Chairman of Blanchard Training
and Development, Inc. (BTD), is an internationally known
author, educator and consultant/trainer. He is the co-author
of the highly acclaimed and most widely used
text on leadership and organization behaviour,
Management of Organization Behaviour: Utilizing
Human Resources.
 Dr. Blanchard received his B. A. from Cornell University in
Government and Philosophy, an M.A. from Colgate
University in Sociology and Counselling and a Ph.D. from
Cornell in Administration and Management. He
presently serves as a professor of Leadership and
Organizational Behaviour at University of
Massachusetts, Amherst. In addition, he is a member of
the National Training Laboratories (NTL).
Dr. Spencer Johnson
 Dr. Spencer Johnson is the Chairman of Candle
Communications Corporation, and an active author,
publisher, lecturer and communications consultant. He
has written more than a dozen books dealing with
medicine and psychology.

3.  Dr. Johnson’s education includes a degree in psychology
from the University of Southern California, an M.D.
degree from the Royal College of Surgeons in Ireland,
and medical clerkships at Harvard Medical School and
the Mayo Clinic. The one minute father, The one minute
mother, The precious present are some of his books.
Abstract of the Book:
 The One Minute Manager provides Managers, an insight
on how to be more effective in communication within
their teams and with external interests.
 It also helps getting past the pattern of delivering an
unpleasant message, and, giving encouragement in
delivering the good news.
 This book establishes the productivity (Quantity +
Quality)of each individual as well as that of the
organization increases multi folds if we make an
organization people oriented rather than result oriented.

4.  People will feel good in ‘People Oriented Organizations’
and ensure the involvement in the product / services
they provide. To achieve this, we need setting of
participatory goals, clear responsibility and
accountability.
 Praising subordinates for right job done immediately
rather than punishing any one for wrong job done can
enable them to attain their full potential to perform well.
 It has a great impact on morale of a team when you
appreciate some one’s good work spontaneously and do
reprimanding for mistakes committed in private.
Description of Chapters:
3 choices as a manager in recruiting are:
 First, hire winners. They are hard to find and they cost
money.
 Second, if can't find a winner, you can hire someone with
the potential to be a winner. Then by systematic
training, tend person to become a winner.

5.  If not willing to do either of the first two, then the third
choice left is prayer (pray to god for the people, whom
are hired, to perform).
The 3 secrets of one minute manager are:
 Use 1-minute goals with subordinates
 Use 1-minute praising when goals are achieved
 Use 1-minute reprimands when goals are not achieved
One Minute Goals:
 Pareto Principle: 80% of employee’s important results
will come from 20% of your goals. So the systematic
functioning of work is done by goals and goals alone.
 Goal setting starts with agreeing the goal after
discussion of an employee with his manager.
 A goal, and its performance standard, should take no
more than 250 words to express. That goal can be read
within a minute.
 The Manager and his subordinate both keep a copy so
everything is clear and so they can both periodically
check the progress and aligning the Behaviour of the
employee to the co linearity of Goals if needed.

6. One Minute Praising:
 In most organizations the managers spend most of their
time catching people doing something wrong. The One
Minute Manager would try to catch while doing
something right.
 Conveying the people that the performance will be
monitored and it will made known to them, is the initial
step of ‘One Minute Praising’. It becomes a lot easier for
us to do well, if we got crystal-clear feedback from the
manager on how we were doing.
 Praising the people immediately and specifically
appreciation for the work done motivates employee.
 Coming over and making contact, putting his hand on
employee’s shoulder or briefly touching in a friendly way
and making the eye-contact and telling how he feels
about the thing, which employee did, right motivates for
employee performance without even monitoring.
 Shake hands or touch people in a way that makes it clear
that support their success in the organization.
One Minute Reprimand:
 Whenever an Employee does something wrong, which is
well below his potential then a reprimand is necessary to
avoid mistakes in the future.

7. There are two half in reprimanding an Employee.
i) First Half:
 When a mistake is observed an immediate reprimanding
is necessary, telling people what they did wrong very
specific and mentioning the feeling which they felt bad
about that mistake to the employee by Manager will
directly attack the behaviour of the employee not the
employee as a human.
ii) Second Half:
 Coming over and making contact, putting his hand on
employee’s shoulder or briefly touching in a friendly way
and making the eye-contact and telling that how much
he values the employee and reaffirming that he thinks
bad about the Behaviour not as a person will tempt the
employee to work very careful in the future when he
does the same work.
 Reprimand before praise. Not the other way round.
Praising is reminding people they are valuable and
worthwhile.

8. Conclusion:
 This is the basic foundation for good leadership and
being a good manager.
 Goals begin Behaviours, consequences maintain
Behaviours.
 Using the above said steps one can have a work, which
can be enjoyed.
 Job Satisfaction can be made guaranteed.
 Everyone is a potential winner. Some people are
disguised as losers. Don't let their appearances fool you.
 So we recommend this book to be read by future
Managers so that they can provide comfort zone for the
peoples under them and that would be reflected in the
productivity of the firm.