201

LEADERSHIP & ONE

MINUTE MANAGER
by Zigarmi
The synthesis of the book

LORIE NOVAL PACLIPAN, RN, MPH

Concept instructor

MUAMIR A. ALINGAN, SN
BSN4-A

DECEMBER 12, 2010

 The One minute manager got a call one day from a woman who said
she was an “entrepreneur”. And the entrepreneur explained that she was
having a hard time people who were willing to work as hard as she was. And
later in the afternoon, they talk on the office of the manager, and give
recognition on the manager. Woman relates the recognition of the manager
about his senior vice-president friend about the point of view and plan of the
vice-president and the manager identify the problem of the woman about
managing and understanding. One minute manager flow of organization
specifically the pyramidal organization and the woman prefer and she asks
about the complicit of the flow. And the one minute manager explained that
the assumption is that everyone works for the person above them on the
thought to be ‘responsible’ For planning, organizing, and evaluating
everything that happens in the organization while their people are supposed
to be ‘responsive to the directives of management’. One minute manager
advice the woman to turn to upside down, “in other words, you’re saying
manager should work for their people,” said by the woman and not reverse”.
They talked about the leadership styles. That one minute manager said
“your leadership style is the way you supervise or work with someone, it how
behave, overtime, when you’re trying to influence the performance of other.”
And the woman get confused and the manager refer her on the list six
names that one minute manager helped before that manager secretary
gives. They start with Larry McKenzie, and later she go to the office of Mr
Larry, and they talked about one minute manager, what have they do &
done, and Mr Larry shared with the woman about how one minute manager
help him and how he encourage by one minute manager, he said the, in fact,
he is very directive with me. Training and human resources development is
his baby. My job is essentially to implement his idea. And Mr Larry refers her
to another person named Cindy Murrow. And later she goes to the office of
Murrow; they talked about what Larry shared with her. And Murrow said that
“I got a lot of support, encouragement, and praise from the one minute
manager. Murrow shared what one minute manager teaches or shared to
her. And the woman ask if one minute manager is an autocratic or
democratic”, “don’t draw any conclusion about being his only two style,’
replied by murrow. And she also refers to dalapa. And they go to the office of
Mr dalapa, they reached the office they see one minute manager talked with
Mr dalapa. And one minute manager go out the room. And they talked how
one minute manager help them. And dalapa shared about his job and work
and how one minute manager discover the technical expert area of dalapa.
“a situational leader” said by dalapa, “he changes his style defending on the
person he is working with and on the situation.” And she backs to the office
of one minute manager the phrase “a situational leader” she puts on her
mind. “How can I become a situational manager?” ask by the woman. “You
need to learn three skills” replied by manager. The three skills are:
Flexibility, diagnosis; and contracting. “A whole manager is flexible and is
able to use four different leadership styles,” such as the directive behaviour
and supportive behaviour. Three words can be used to define Directive
behaviour: STRUCTURE, CONTROL, and SUPERVISE. Different words are used
to describe supportive behaviour: PRAISE, LISTEN, and FACILITATE. The 1st
style was directing, is an directive behaviour but low on supportive
behaviour. 2nd style was coaching which direct and closely, 3rd style was
supporting which facilitate and support subordinates effort toward task
accomplishment and the 4th one is delegating which turns over responsibility
for decision making and problem-solving to subordinates.

“A participative –supporting style may be a better approach in some

situation, but not in others”. “ I can’t imagine when an autocratic-directing
style would be appropriate,” said by entrepreneur.