m that seemed complicated. I actually think that’s why I enjoy my job. My daily activities involve troubleshooting problems and figuring them out by trial and error. I look to take on more challenges when I praise myself. This is how I know first hand that it makes employees more motivated and effective when they feel good about their accomplishments. The one thing about the One Minute Praising I don’t agree with is the physical contact. There are a lot of people who do not like to be touched. Especially being a female and having a male boss. I think if I worked for someone who used physical contact along with praise it might make me feel uncomfortable. I also think managers need to be careful as people scream sexual harassment and make it their part time job. The third Philosophy, The “One Minute Reprimand”, works similar to praising. Tell your employee how they are doing in no uncertain terms. Reprimand people immediately. Tell the person what they did wrong and how it made you feel. Follow up with Silence thus making the impact more extreme. Finally shake hands so that the person receiving the reprimand know that you still think well of them and that no personal feelings are spared. Out of all three theory’s, this is the one I have the hardest time with. Not because I think it will not work, but I believe it takes a strong individual to keep personal feelings aside when giving reprimands. I do however agree on dealing with behavior right on the spot. The One Minute Manager makes a good point that people get more defensive when there are multiple behaviors to deal with. Employees feel as if they are being attacked. I agree with that. I am guilty of this in my personal life. In my relationships with family, friends and loved ones I have a habit of not dealing with disappointing feelings right away because I don’t want to cause conflict. My feelings begin to fester and I bec...
