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From:Ken Blanchard , William Morrow ,
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User Rating: Amazon Sales Rank:#8716 |
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 Great book!, 2008-11-13
We are using this book as part of our overall management training. The concepts taught are valuable and useful in all areas of management and tie in effectively with other required reading in the program. The key is to go beyond just reading the book and apply the principles taught within its pages. We are beginning to see a change in our management culture as a result of applying these techniques.
Most Amazing Book, 2008-11-13
I don't know what it was, but I fell in love with the book as soon as I started reading. The book inspired me. We choice the book as a book club book for administrative assistants, and found that it was just as aplicable to us as to management.
Gung Ho is for real!, 2008-08-25
I did not think it could happen - but with our new intitatives and
company wide conference calls explaining them, people are begining to
take on the Gung Ho mentality. It's all in the approach. The book taught us that.
Outstanding book on how to manage people effectively, 2008-08-22
If there are any people who know more about the practical aspects of the management of people than the authors, I have yet to encounter any of their work. In this book, they once again demonstrate how simple the principles of good management are to state. The problem of course is that they require managers to give up control and let their workers have some power and receive praise. Since many managers are fundamentally insecure, this does not happen. Instead, when something goes wrong, they impose more controls, lowering morale even further and in the worse case situations start a negative feedback loop to catastrophe.
Peggy Sinclair is given the managerial responsibility at the Walton Works #2, a location that is notorious for under performing. Before she gets there, she is warned about Andy Longclaw, a Native American who is considered a problem. When Peggy arrives, she immediately encounters Andy and they strike up a conversation. Andy talks about the "Wicked Witch" who will be arriving shortly to take over. Fortunately, rather than be offended, Peggy is polite and takes Andy seriously. This begins an effective collaboration between them as Andy teaches her the principles of the "Gung Ho!" organization.
They are simple and are represented by the behavior of three species of animals:
*) The squirrel - do worthwhile work, the squirrel gathers food and stores it away to avoid starving later. However, the squirrels chatter at each other and do not work together.
*) The beaver - in control of achieving the goal, when their dam is breached, the beavers work together, while one is putting a stick in one location and of a certain orientation, another will be placing another that reinforces what the first has done. When danger appears, a slap of the tail on the water warns all other beavers.
*) The goose - when geese fly together, they are constantly honking at each other. This communication can be considered as encouragement of the others.
These three principles are the fundamentals to getting people to perform:
*) Give them meaningful work
*) Have the work of each employee reinforce that of others
*) Give regular and appropriate encouragement and congratulations for work done
The authors also use a different take on the famous Einstein equation E = m*c*c.
Enthusiasm equals mission times cash and congratulations
There is no question that these principles will work, they will turn work groups into high producers, and the problem is that so many managers lack the self-esteem to make the attempt. Which is one of the primary reasons why American business is weaker than it could be.
1 of 1 customers found the following review helpful:
 Gung Horrible, 2008-06-22
I was told to read this book, eventhough I am a squirrel. I thought it was very degrading that the author compares working people to animals-rodents in particular. Let me tell you it just don't work that way! The story was so bad that it has given all of us "squirrels'" quite a bit of laughter at managements expense. I have watched some of Ken Blanchard's seminars on his website and I see that he likes to compare working class (blue collar) employees to animals. Treat people fairly, pay them adequately, and give them your respect is what will get results. I don't want my coworkers to sing happy birthday to me, or charts on the wall. All of the things that my employer has done in the past two years since going "Gung Ho" have only increased Ken Blanchard's income. They have bought posters, books and t-shirts from his business. The man and my employer are clueless!!! If things have gotten that bad in your organization that you would resort to reading this book I would suggest that changes in management personnel are in order. I wonder if Ken knows that a leopard doesn't change it's spots.
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