Gung Ho! Turn On the People in Any Organization

Rating:
Summary: The Golden Rules of Leadership
Review: In 1848 Marx and Engels wrote, "The workers have nothing to lose but their chains. They have a world to win." For over 150 years, capitalists have ignored those somber words of warning, preferring to goad, threaten, punish and bully employees into performing to externally determined standards.

Now, finally, a couple of unapologetic capitalists have taken into consideration the socialist critique, and expounded an appropriate leadership philosophy. Blanchard, Bowles, and Sinclair urge us to treat employees with all of the respect due to any human being, not because it is the decent thing to do, but because it is the road to success. Happy, motivated, informed, involved, empowered, and encouraged team members simply produce better than over-controlled, whipped serfs.

This is not another management text. It is a leadership manual. ...and because this is about leadership, rather than management, it won't fit those managers too petty or frightened to lead. However, for those with the courage to lead, this will prove to be an extraordinary book to which they will return over and over again.

Rating:
Summary: This is a MUST BUY!
Review: Easy to read and a must for any businessman's desk. The story is also easy to remember -- so you can use when working with your own team to make a difference.

This is a "MUST BUY" book.

Rating:
Summary: Gung Ho
Review: Excellent book that was an easy and quick read. The ideas behind Gung Ho! are as old as time, as they say. However, together the three basic principles the book espouses can be implemented at home or at work. The one point that really hit home for me is how much praise plays into the equation for success and successful organizations. Most American companies are better at finding ways to criticize employees' performance vs. looking at ways to acknowledge their accomplishments and actions. I think business assumes that people are self-motivating and that praise is a corny approach to managing human capital. I for one do not subscribe to that mindset. If you are in management, or hope one day to join the management ranks, this book supplies the management 101 guide you need.

Rating:
Summary: Gung Ho Friend!
Review: This book certainly spoke to me in a way I was not expecting. One result that was probably unintended was my newfound desire to study nature around me, people around me, things that are flowing in harmony. What's their secret?

The squirrel and beaver were absolutely fascinating in their tasks, but my hands-down favorite was the geese. I am now going to buy some beanie baby geese or something to begin passing out to people to "honk" on a job well done.

I love the method employed to tell a great truth, quite similar to the fables of old.

Well written, a must-read for anyone operating within today's organizational cultures.

Rating:
Summary: Easy but 'worthwhile' read!
Review: I sped through this book for 2 reasons- 1) it was printed with large type, short bits of text on each page, and written in a very accessible way, and 2) because it was so compelling.

I read it as part of a class on Educational Administration, and I plan to use it in the job I just got! The ways seem so simple, so easy, that I can't imagine anyone who 'gets' it (so to speak) being unable to motivate their employees. Of course, they myust first master the 3 primary tenets therein.

Worth the money, worth the time, and filled with resources you can use.

Rating:
Summary: Gung Ho
Review: I enjoyed 'Who Moved My Cheese' and 'The One Minute Manager'. Both, exceptional books in distinctive areas. 'Gung Ho' expands on the 'One Minute Manager' providing a unique viewpoint with recommendations on enabling the organisation as a whole to move forward.

The squirrel, beaver and goose are utilised brilliantly as metaphors to enhance the understanding and recollection of the messages.

Rating:
Summary: Listen up, Management!
Review: Gung Ho!

Gung Ho! is one of the best management books that I have read. Anyone that supervises others should read this book and practice using the techniques on a daily basis. The co-authors, Ken Blanchard and Sheldon Bowles tell a story that is basically common sense and easy to understand. The principles could be used in your personal life as well as your professional life. In the prologue, Peggy Sinclair was faced with the task of telling the Gung Ho story, a promise she made to her friend Andy Longclaw, before he passed away. As she was walking away from the hospital, Peggy was wondering how she was going to keep her promise. After hearing a conversation that two men were having, something one man said to the other came through loud and clear. "The Buddhists say when the student is ready the teacher would appear." Gung Ho! is a tale of a new general manager challenged with turning a failing business at Walton Works #2 into a success. Old man Morris thought for sure he would use Peggy Sinclair for a scapegoat. After figuring this out, she was out to prove him wrong. This book teaches management personnel how to motivate and improve performance of those they direct. The three simple techniques, "The Spirit of the Squirrel," "The Way of the Beaver" and "The Gift of the Goose" stand for worthwhile work, in control of achieving a goal, and cheer each other on respectively, are excellent tools to motivate others, though a lot of people do not utilize these tools or feel that a word of praise is necessary. I have presented my manager with these same ideas, before I ever read this book; only to be told "They get a paycheck, don't they? That should be all they need." I tried to reason with him and make him understand that a simple "Thank you" or "Good job" would go a long way in a positive direction. This will create good morale from the associates and they would be more apt to "buy into" the company goals. This is the same manager that gave me the Gung Ho! book to read. For me, the book was a refresher course in my style of management. As for my manager, I don't think he read the book, if he has, he evidently doesn't understand it. People want to be treated with respect. They want clearly defined and attainable goals to achieve. Recognition needs to be given to let others know that you appreciate their efforts. Others, myself included, will perform at maximum efficiency when someone else, especially their superiors, displays gratitude and appreciation. Any praise must be sincere, truly mean what you say; others can tell if you are being phony. What you say, and how you say it, could have a positive or a negative impact on your goals. The term Gung Ho is Chinese for "working together." Gung Ho, friend!

Rating:
Summary: Excellent outline of workplace motivational techniques
Review: Authors Blanchard and Bowles have written a plesantly readable account of some ideas that managers can use to motivate their employees. Rather than giving a detailed how-to plan for implementing a workplace motivation program, Gung Ho! Is more of an outline that presents a possible approach to increasing the enthusiasm, cohesiveness, and productivity of the personnel in an organization. The dialog between the main characters in the book explores some of the underlying psychological factors connecting people's emotions and how they view and perform their work. Additionally, the authors show how this motivational approach fits into the larger picture of moving an organization toward increased productivity, higher profits, and greater value to the community. An obvious crucial element to the success of any such motivational program is the total commitment of top management, and this requirement is emphasized throughout the book. Another important aspect to the scenario in Gung Ho! is the immanent shutdown of the manufacturing plant the main characters are involved in. I wonder if the solution they describe would be as readily accepted without such a clear and present threat to survival. Businesses continually face challenges to their survival, but many times the threats are subtle and not so easily harnessed for firing up the workforce. Overall, Gung Ho! Is an entertaining, touching, informative, and valuable read. The company I work for is using it as the basis for a management training class on motivating workers.

Rating:
Summary: Good book but unexcusable lines on page 144.
Review: I just finished reading this book today and overall I like it. However, like reviewer [e-mail], I have extreme misgivings about what was suggested on page 144. The book is trying to make the point that people need encouragement and public praise when they do a good job. The book emphasizes this point by describing the various medals, badges, etc. that a soldier can get for doing his job. The statement, in my opinion, is brutally harsh, but basically it is true. I'm disappointed that the author (I guess out of respect to Andy) was not humble enough to point out the same thing Native American's gave their braves for courage and bravery. I'm sure, from the way that Andy was portrayed, he would have been more that willing to say such a thing. However, what I'm most disappointed about is that the author failed to point out just like [e-mail] says that many men may have gone to war for their country and family. Similarly, many people have an ingrained attitude toward work where they daily give 110% regardless of their environment. The goal of this book is simple. It is all about fixing people's attitude towards work. The book shows you how to get a worker's attitude to contribute to his success and eventually the company's success. Those who already give 110%, push for change everyday and drive themselves to constantly improve themselves, may not get a lot out of it. The book in a nutshell is: 1) company and management values and sticking to them through the worst of times (company mission statement, personal mission statement, and finding common ground between the two); 2) BHAG (Big Hairy A__ Goal to challenge competent, prepared employees); 3) Giving people the space they need to do their jobs in their own way (Delegation of authority, work teams, suggestion boxes and quality circles); 4) Knowing how to party and dish out genuine praise (compensation, company awards and parties). These are concepts well spelled out in other books and well-known (of course) to many world-class Japanese and American companies. My point? I thought I would learn something new. Instead, I got an entertaining story of a turnaround using well-known and established techniques. But that is not the real beauty of this book. You often read articles of companies using certain techniques to succeed. Rarely, do you find a story that pulls all these techniques together and shows you why each component is important and their interdependence. Go for it, it is a real quick read, but the reference to the military stuff is unacceptable.

Rating:
Summary: Fantastic and Energizing
Review: This is one of the best books on management principles I have read. The author keeps you captivated from the first page to the last with common sense, practical advice that you can share with everyone in your organization. I cannot say enough good things about this book. What an inspiration!