Time Management Techniques Watch The Video Titled More Manag

Time Management Techniqueswatch The Video Titled More Management Tech

Time Management Techniques Watch the video titled “More Management Techniques from The One Minute Manager †(6 min 28 s), shown below. 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.

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In the realm of effective management, foundational techniques such as goal setting, praise, and reprimand have long been advocated as essential strategies to motivate teams and improve performance. The classic "One Minute Manager" approach, introduced nearly three decades ago, emphasizes these techniques as simple yet powerful tools for managers. Although some aspects of management evolve with changing organizational dynamics and workplace culture, these core strategies remain relevant today, albeit with necessary adaptations to fit contemporary team environments.

Firstly, goal setting is a fundamental aspect of effective management. The video underscores the importance of clear, specific, and achievable goals to guide team members’ efforts. This approach aligns well with modern management theories like SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals, which are widely adopted today. In a team setting, goal setting facilitates coordination, accountability, and motivation. When team members understand what is expected of them and see how their contributions align with broader objectives, their engagement and productivity tend to increase. In today's workforce characterized by collaborative projects and cross-functional teams, goal setting fosters transparency and shared purpose, critical for success in complex organizational landscapes.

Secondly, praise as discussed in the video acts as a positive reinforcement tool. Recognizing and affirming team members’ good performance boosts morale, reinforces desired behaviors, and encourages ongoing effort. Contemporary leadership principles, including transformational leadership, emphasize the importance of recognition and appreciation as vital to employee motivation. In team settings, praise should be timely, sincere, and specific to maximize its impact. With the rise of remote work and virtual teams, digital recognition tools have become commonplace, allowing managers to maintain a culture of appreciation despite physical distance. Therefore, praise remains a pertinent management technique today, fostering a positive work environment that promotes high performance and team cohesion.

Thirdly, the use of reprimand or constructive criticism is also highlighted. The video advocates for immediate, brief, and specific feedback when expectations are not met. While reprimand can be a sensitive area, it plays a crucial role in correcting behaviors and guiding improvement if delivered appropriately. In modern team management, the emphasis is on constructive feedback—aimed at development rather than punishment—which helps maintain trust and respect within the team. The principle that timely and specific feedback enhances learning and adaptation continues to hold true, especially in fast-paced work environments where delays can lead to decreased performance and morale.

Regarding applicability in today's teams, these approaches—goal setting, praise, and reprimand—are highly relevant but require tailoring to current workplace norms. For example, goal setting now often involves collaborative and flexible objectives that adapt to rapid changes. Recognition can extend beyond formal praise to incorporate peer acknowledgment and informal gestures, especially in virtual environments. Reprimand has shifted toward coaching and developmental feedback, emphasizing growth rather than punitive measures. Furthermore, the effectiveness of these strategies depends on contextual sensitivity, cultural awareness, and emotional intelligence, which are more emphasized today than in the past.

Despite the age of the video, the core principles remain pertinent. The fundamental human behaviors related to motivation, recognition, and accountability have not changed substantially over time. However, the ways these techniques are implemented have evolved in response to technological advancements and changing social expectations. The emphasis now is on fostering a culture of continuous feedback, inclusivity, and adaptability, enhancing the original techniques with modern insights into managing diverse and dynamic teams.

In conclusion, goal setting, praise, and reprimand are enduring management techniques that form the backbone of effective leadership. When applied with sensitivity and adaptability, they foster motivated, accountable, and cohesive teams in both traditional and modern organizational contexts. Recognizing their relevance and evolving application ensures managers can continue to lead effectively in today’s complex, fast-changing workforce.

References

• Blanchard, K., & Johnson, S. (1981). The One Minute Manager. William Morrow & Co.
• Goleman, D. (2000). Leadership that gets results. Harvard Business Review, 78(2), 78-90.
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