Discussion On Time Management Techniques Watch The Video

Discussion Time Management Techniqueswatch The Video Titled More Man

Discussion: Time Management Techniques Watch the video titled “More Management Techniques from The One Minute Manager” (6 min 28 s). From the video, give your opinion on the three (3) approaches discussed in the video (goal setting, praise, and reprimand). Assess how these are or are not applicable to a team setting, and whether this is still pertinent in today’s workforce given that the video is nearly three (3) decades old. Support comments with authoritative sources.

Paper For Above instruction

Effective time management is a cornerstone of successful leadership and team management. The video "More Management Techniques from The One Minute Manager" highlights three distinct approaches—goal setting, praise, and reprimand—that are foundational to managerial success. Although the video was produced nearly thirty years ago, these techniques remain relevant today, albeit with modern adaptations to suit evolving workplace dynamics.

Goal Setting

Goal setting, as discussed in the video, involves clearly defining objectives to guide employee effort and measure progress. This technique is essential in both individual and team contexts because it provides clarity and motivation. According to Locke and Latham (2002), specific and challenging goals lead to higher performance levels than easy or ambiguous objectives. Within a team setting, goal setting fosters collective focus, accountability, and coordination, which are vital for project success. Modern practices, such as SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals, have refined this concept, aligning it with contemporary performance management standards (Doran, 1981). Despite technological advancements, the principle remains unchanged—they provide a structured pathway for team effort.

Praise

The use of praise, as highlighted in the video, serves to reinforce positive behaviors and motivate team members. Recognition not only boosts individual morale but also fosters a culture of appreciation and productivity. Brun and Dugas (2008) emphasize that timely and sincere praise enhances job satisfaction and commitment. In team settings, acknowledgment of collective achievements encourages cohesion and reinforces shared objectives. Although some critique the overuse of praise, when used appropriately, it remains a potent motivator. Its relevance today is supported by contemporary research indicating that recognition significantly impacts employee engagement, especially in remote or hybrid work environments where informal feedback may be less frequent (Bakker & Schaufeli, 2008).

Reprimand

The third approach—reprimand—serves as a corrective measure to address undesirable behaviors or performance lapses. In moderation, reprimands can clarify standards and deter recurring issues. However, overuse or improper delivery can damage trust and morale, especially in a team setting. Contemporary leadership theories advise constructive feedback, emphasizing transparency and support to promote improvement, rather than punitive measures (London, 2003). In today’s workforce, which values psychological safety, reprimand strategies must be carefully balanced to maintain respect and motivation. Therefore, while still applicable, reprimands should be delivered thoughtfully, aligning with modern communication practices and a supportive management style.

Applicability in Today’s Workforce

All three techniques—goal setting, praise, and reprimand—continue to be pertinent in today’s dynamic work environment. The core principles underpinning these approaches align with current leadership theories such as transformational leadership and emotional intelligence, which emphasize motivation, recognition, and constructive feedback (Goleman, 1998). Advances in technology facilitate real-time feedback and recognition, making these techniques more immediate and personalized. Furthermore, these approaches help create a positive work culture, crucial amid the uncertainties and rapid changes characteristic of modern organizations.

Conclusion

Despite their age, the techniques discussed in the video retain their relevance and effectiveness when applied appropriately in contemporary teams. Goal setting provides direction; praise fosters motivation and cohesion; reprimands, if handled carefully, serve as corrective tools. Modern managers should integrate these strategies with current best practices, emphasizing transparency, psychological safety, and personalized feedback, to foster high-performing and resilient teams.

References

• Bakker, A. B., & Schaufeli, W. B. (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29(2), 147-154.
• Brun, J. P., & Dugas, N. (2008). An analysis of employee recognition and workplace motivation. Management Research News, 31(4), 286-298.
• Doran, G. T. (1981). There's a S.M.A.R.T. way to write management's goals and objectives. Management Review, 70(11), 35-36.
• Goleman, D. (1998). Working with emotional intelligence. Bantam Books.
• London, M. (2003). Job feedback: Giving, seeking, and using feedback for performance improvement. Taylor & Francis.
• Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American psychologist, 57(9), 705-717.