GUNG HO! Introduction Gung Ho!

is a motivational story about how Andy Longclaw a Native American descent helps his new boss (Peggy Sinclair) save the failing manufacturing plant by turning the employees into “raving fans” of their company. Andy accomplishes this by introducing 3 concepts to his boss, who implements them in the workplace: The Spirit of the Squirrel, The Way of the Beaver, and The Gift of the Goose and that was the way of Gung Ho!. By definition, Gung Ho! was Chinese translation of “Working Together” and it describe boundless enthusiasm, energy and dedication applied to some task. The Gung Ho! Story The story all begin when Peggy Sinclair, the head-office rising star which always been in staff position and never trained to run a plant was appointed as General Manager of Walton Works #2. Every one knows that it was the worst plant from 32 plants owned by the company. Peggy realized that the appointment is actually a bless and a curse at the same time because the plant was in major problem. Peggy got almost a year and if there were no improvement in the performance, the boss Old Man Morris would have to close the plant down and hundreds of workers would become jobless and she will be gone as well. Peggy’s new day as a General Manager at Walton Works #2 started in September 4, and right at the beginning, she noticed that the productivity issues is the highlight of the plant. This also the day when she meet Andy Longclaw a Native American and MBA graduate who work as Operation Manager at finishing department which is the department that had the highest productivity and level of enthusiasm. The day when Peggy Sinclair meet Andy Longclaw, she was already inspired by the idea of ending the last day of working with head held high and the enthusiasm to achieve the highest day record for efficiency and productivity. The great excitement continues on when Peggy Sinclair and Andy Longclaw strategized their plan to save Walton Works #2. Their plan is to implement the spirit of Gung Ho! to the work place, the whole plant. Its was the spirit of working together

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If squirrels don’t do their part to collect nuts. they will die. Peggy had to align the whole plants. Peggy was challenging the process with the Way of the Beaver. And finally The Geese. From that moment and then they become “Gung Ho!. as well as her own. 2 . As for the way of Beavers. and The Gift of the Goose. The Way of the Beaver. Once again Andy took Peggy to look into nature for inspiration. but also become the most productive factory in the system. and none seemed to be giving any orders. Peggy challenged that process by telling the Division Managers to let their workers come up with how they need to accomplish the goals set by Spirit of the Squirrel. Andy and Peggy established a routine of heading out to the country to observe the animals that inspired Andy’s grandfather and his Gung Ho! philosophy.whose Andy’s father had taught him in how to motivate and engage people. but only when empowered enough to work can the factory workers really make the change happen. The way of the Beaver is a way to give the power back to the workers. Spirit of the Squirrel provided the boundaries. so Peggy enlisted the whole factory in the shared aspiration to save the plant through a huge leap in productivity. Gung Ho! is the Spirit of the Squirrel. Peggy managed to convince herself and the factory that real change could happen and Walton Works #2 could not only be saved. and ultimate goal. Finally. they are constantly honking to cheer each other on. The traditional system had workers being told how and what to do by Division Managers.Friend”. personal values. They have purpose to work and working with shared goals and values. At this point. Peggy was inspiring a shared vision for the whole factory with the Spirit of the Squirrel. framework. The entire time the beavers were working on the dam and it was impossible to tell who was leading them in their work. During the process. Andy showed her a group of Beavers after a strong rain put holes in their dam. The next lesson Andy taught Peggy was the Way of the Beaver. None of the workers or the managers wanted the plant to be closed down. they are in control of achieving their goals. The Beavers don’t have bosses.

eventually the whole factory gave in. The observations made were auditory this time and not visual. Like any football game. Workers and managers at Walton Works #2 were finally starting to work as a team. individuals in a Gung Ho! organization never bicker and fight. and this is what Walton Works #2 needed. because each beaver knows the other beavers are doing the work needed to accomplish the shared goals. Andy took Peggy this time to a huge lake where geese were migrating. then came the individual’s contribution from Way of the Beaver. Like the beavers at the broken dam. because everyone was encouraged to supply the needed effort to keep the factory alive. To do that. and then The Way of the Beaver enables each individual to contribute to the society. and Enthusiastic. they were loudly cheering each other on the whole time. departments met goals. The Gift of the Goose is how Peggy encouraged the heart of the whole factory. Unconditional. and now came the fuel for the already burning fire. was accomplished with a roar of cheers from the rest of the group. over the loud speakers when individuals met goals. or when anything good happened. This final missing piece of Gung Ho fit in perfectly. Spirit of the Squirrel sets the playing field and values to the society/factory can agree on. first touch downs and interceptions. consequently. Peggy enabled every Walton Works employee to act for the benefit of the factory. Walton Works #2 congratulated. the fans cheer for big runs.With the help of the Way of the Beaver. Only with the third and final aspect of Gung Ho could spare Walton Works #2 and Peggy need to turn the corner and make the factory the pride of the company. all the geese honked when something good happened. There was not just one goose giving praise and congratulations. It was tough for the whole factory to reach the level of Gung Ho as what the finishing department achieved. TRUE congratulation is the only kind that work for the Gift of the Goose and TRUE means Timely. Whatever the geese were doing. Each individual and 3 . Even something as asinine as a new goose becoming the front of the V. Responsive. The factory received the values and goals from Spirit of the Squirrel. The Gift of the Goose. but with the proper encouragement and congratulations through Gift of the Goose. tackles. the football fans just cheering when the team score or when the players not motivated enough to fight to win.

4 . They are motivated because the work is important and its goes beyond important and it’s “Worthwhile”. The Gung Ho!’s Wisdom The spirit of the Squirrel : the value of Worthwhile Work. We all can agree that most any job is important and makes the world a better place to live. There are three wisdom to be assimilated: 1. Much interesting to the plant success is being awarded by White House Award and perhaps the most famous business turnaround story in America. Somehow. Values have to guide all plans. decisions and actions “Work to be understood as Important” this is where people have to understand how and what they can do to contributes to the humankind. The work has to be understood as important 2. By February. it should be understand that Worthwhile covers more subject than important. It has to lead to a well understood and shared goal 3. it took full three years for Peggy Sinclair to achieve the level where finally Andy certified as Gung Ho!. Their first-half performance also good where the performance is on a par with average plant from the whole company. the productivity level was increased and Old Man Morris taking full credit for the wisdom in appointing Peggy Sinclair to run the plant. Almost every man in this world need to work or finding a job in order to get something out of it. She realized that the squirrel working hard towards the goal of storing away food for the winter otherwise they will not survive. because one missing piece of the puzzle or one division lagging behind meant Walton Works #2 would not survive. Peggy noticed that the squirrel really working hard because they are motivated and they are motivated because they have a goal. To reveals the wisdom in a Nutshell from The Spirit of The Squirrel. 5 months after leading the plant.individual process is cheered on with equal vigour. and most of the time is money. The success of Gung Ho’ing the plant reflected by the outstanding achievement by Walton Works #2. Observing and understanding the squirrel.

When I share a goal with someone else. The reason sharing goals with others is so effective because when you share your goals 2 things may happen : 1. In Gung Ho! there is two types of goals : 1) Result Goals : (Statement that set out where we wanted to be. though. or shipped or account collected). In effect. we can’t have worthwhile work unless everyone is working towards a well understood. According to Andy. you become accountable to this person. such as a close friend or family member. shared goals and must be guided by values. I feel I am making a promise to myself that I will take action and make it happen. it does not necessarily make me truly commit to them. You Become Accountable If you choose to share your goals with someone you trust. our customer. 5 . though. In any organization commitment to making the goal a reality that has to be shared seems to be the challenge for manager. whether it was units worked on. I have found that although writing down my goals is effective. where you specifically ask another person to check your progress (eg you may want them to ask you how much you weigh on a certain date). 2) Value Goals : (Statements that set out the impact we wanted to have on the lives of our team members. finished. is the way in which sharing your goals with another person makes you truly accountable to yourself. then this person can help you by regularly checking up on your progress. our supplier and our community. They may share but sometimes the team doesn’t commit and it isn’t a shared goal anymore. It can also be informal.“It has to lead to a well understood and shared goal” this the second wisdom of the spirit of the squirrel. in the sense that if you share certain goals (eg to spend more time with the kids or to start learning a language) these will naturally come up later in conversation. Even more powerful. This may be some kind of formal arrangement.

happily married with children and you will likely find two of their top ten values will include their marriage and children. decisions and actions”. 6 . variety or travel are not in your top 10 values. Values will change as you go through life. In Gung Ho! organization. Importance and goals get people going but values sustain the effort. Ask the same person when they are 35 years old. status and independence are. For example. if you are not feeling physically well. For instance as a teen you may find that a spouse. value are the real boss. But friends. It makes us feel good about ourselves. our aim and often they seem to be more easily measurable than values. They are our objectives. The value are to guide your behaviour not for you to guide others. I think it is just that most people love to help other people. how much you value your health can’t help but increase.2. When your goals and values are not in line it is as if you have two horses pulling you in different directions. Ideally you want your top 5 or so goals to be in line with your top 5 or so values. Most people agree that goals can basically be described as what you are striving for and making plans to achieve. you might find how much you value money and security moves up the ladder. Or if your job is in jeopardy. we have to respect everyone’s right to work as long a person working to their level of ability. In particular. You will also find your values can easily change based on the circumstances. I should note here that I never directly ask for such help. they have found a way to help me. The third wisdom in spirit of the squirrel is “Values have to guide all plans. While values are what is important or significant to you: What you value. my family and friends love to give me books on subjects or hobbies I express an interest on and they introduce me to a contact of theirs who may be able to assist (this has been happening a lot lately with career advice). You May Receive Help I have often found that when I shared a goal with someone else. A true value in dignity of work is that.

The organization has to support you if you’re going to take control of your own work. feeling. Discovering what people do naturally and then figuring out how to adapt the organization to take advantage of natural behaviour. This simplifies and clarifies things at the very least. feeling. They all have access to what available to get the job done and that includes full. Yet if your goals and values are in line. At some point. and doing the right work the right way is actually the real secret of successful management. The freedom to take charge comes from 7 . There is two way of relationship. their thought. supporting each other. listened to and act upon. And these conflicts can create difficulties in making the best choices as well as exhaustion. Nobody knows their job like the people who have to actually do it. accurate and up to date information on everything and there is no secret. People who are truly in control work for organization that value them as person. The way of the beaver is actually discovering the individual relationship to the organization. listened to and act upon.As you can see when your goals and values are not in line they cause mixed emotions. dreams are respected. The Way of The Beaver: In Control of Achieving Goal The beavers don’t achieve engineering marvel because some other beaver is ordering them around. the person should know a playing field with clearly marked territory. In control of achieving goal. The Beaver respect each other and you can’t be in control if everything you do sets ripped apart and other beaver doesn’t hide a good tree from other beaver. organization that allowed to encourage individual to do so. When it happen . their thought. managers need to let employees who actually do the work feel free and empowered enough to do the job. needs and dreams were respected. Goals and values defines the playing field and rules of the game and a leader should decide what position team member play then have to get off the field and let the player move the ball. The first side was individual taking charge and being in control of achieving goal. The other side is. The beaver have work they can do and requires work’s that possible. positive emotions are triggered. The beaver do what they do because they decide to do so not because they have been order to do. needs.

Work that demand people’s best and allows to learn and move ahead into uncharted territory. Remove any obstacles before you get started! 8 . you need to determine if you can assemble everything required to streamline your process. There is nothing drains self esteem faster than knowing your ripping off the system. Information is the gate keeper to power. Achievable. These goals are termed SMART goals. Realistic and Timely . Do you want to stop losing money or do you want to start making money? How much money do you want to make? How do you Measure success? You'll need a way to evaluate your progress and determine if you're moving towards your goal. Once the main outline of your project has been set. Is your goal Achievable? Consider whether you have the resources necessary to achieve your goal. if you want to improve your finances. Measurable. your attention needs to be turned towards developing certain goals that can help make your project a success.knowing exactly what territory is yours.is the first step in making your goal a reality. For example. then you should have a way of keeping track of income and expenses. Make your goal as specific as possible and express it in positive terms. Leaders of all industries know the importance of setting achievable and effective goals for themselves. The leader can’t be in control unless the rest of the organization support you and does’t rip you. Production expectation should be within capacity and skills. or your work apart as the golden rule of management “Value individual as Person”. If not. not contributing. Setting goals is easy but achieving them isn't. That's why setting "SMART" goals Specific. Goals are one of the most underutilised yet important tools that businesses have. Everbody needs full open access to information and manager must willing to give up the levers of control they worked a life time to get hold of.

Make your goal Timely by stating a due date for your goal and the action steps involved in achieving it. Not everyone needs this strategy with every goal but almost everyone can benefit from it at some point. 1) Align your goals with your values. 9 . Incorporate all your actions into your schedule. 3) Assemble everything you need before you need it. Losing 30 pounds in 2 weeks is not impossible but it's not very likely and certainly not healthy. action plan which includes all the steps necessary to achieve your goal. 2) Share your goals with three to five key people. measurable. positive people is key because you certainly don't need anyone sabotaging your progress. There are 3 key ways to prevent overconfidence and poor planning from creating obstacles down the line: • • Create a complete. unrealistic goals are just dreams. you won't be very happy. Add them to your calendar with anywhere from 10-20% flexible time to help you control any unexpected delays.Realistic goals are achievable goals. Don't forget due dates for each step. It's not necessary to be negative but take time to honestly evaluate whether you're being realistic. Finding supportive. If your goal doesn't reflect your beliefs and character then you'll have difficulty achieving it. And even if you do manage to get what you want. This prep work is vital in eliminating the frustrating and time consuming "running around" which can derail your progress later on. Set a goal which is meaningful to you and be clear about the consequences of your outcome. 4) Minimise potential challenges.

Reward yourself as you reach certain milestones. 7) Reward Yourself. You may need to make changes or adjustments as your project takes shape. Consistent actions will propel you towards your goal.• Regularly evaluate your progress. Something as simple as scheduling time for yourself or perhaps a special treat that you've felt guilty about indulging in can keep you motivated to keep going. 10 . Maslow hypothesized that within every human being. Don't wait until you achieve your goal. stimulating or exciting to action. announcements of events or in organization congratulating someone is one of the way to cheers someone. need for recognition. Anticipate them so you won't get blind-sided. 5) Complete at least one action per day. The gift of the goose is actually requires us to honking each others. cheering each other. healthy feedback or a willing ear. Who or what can provide you with encouragement. The final wisdom in Gung Ho! is The Gift of Goose : Cheering Each Other On The gift of the goose bring enthusiasm to the spirit of the squirrel and the way of the beaver. there exist a hierarchy of needs. attention reflected on Maslow’s need of esteem theory. The need to be appreciated. Cheering is actually the uttering or making of sounds encouraging. especially if it's a longterm one. advice. indicating approval or acclaiming or welcoming persons. congratulated. Congratulating someone will bring enthusiasm in person life. 6) Establish a support system. Even choosing a small task will make a dent in your to-do list and may motivate you to do even more. somehow this is following the theory by Abraham Maslow’s hierarchy of needs.

Congratulation are simply an affirmation that who people are and what they do matter and they are making a valuable contribution towards achieving the shared mission. When congratulating someone. Relating this to my organization. reading through this book I realized that the understanding of how important the work is actually the missing link in their performance. It can’t be overdo and it must be TRUE congratulation which is : Timely. Congratulation not only cheering the outcome or result of any achievement but it also can be along the process. Somehow. 11 . However. it has to be genuinely expressed we have to understand the principle and the application of active congratulation and passive congratulation. the biggest challenge for me to perform my duty as an assistant manager is to realizing and bringing all member of the department to give their full commitment in achieving the organization’s goal. Congratulating someone is more effective when it is spontaneous. Unconditional and Enthusiastic. However. In Gung Ho!. no worthwhile work unless everyone is working together toward a well understood and shared goals. individual. which is knowing we make the world a better place allows me to utilize the application on the principle of making any job to be understood important. the effort taken by the top management by introducing balance scorecard to all members of the organization somehow helping the department to achieve the organization goal even though the full commitment is not what as the management expecting for. My experience in handling with most my subordinates made my conclusion on their performance is actually has a positive correlation between what kind of task or work they assign to do and not much on the important of their work. Responsive. my department is actually responsible in the production of clonal palm (Ramet) and functioned together with different section with different task to produce clonal palm. specific and unique. Gung Ho! At My Workplace Understanding the spirit of the squirrel : Worthwhile work.

respect. that a food business feeds us. leadership. You learn some values from your parents. even if they don't realize it. service. They are desirable qualities. excellence. region. Employees cite two main factors that would make a job in organization feel more worthwhile: understanding its ultimate purpose (that a drug company protects our health. Besides bravery and generosity. Everyone has personal values. working smart. Effective communication within the organization also the key for a worthwhile place to work. that a telephone company keeps us all in touch) and knowing that it does a lot of good work for the community. "He's a courageous man" or "She's a generous woman" reflects a person's deepest priorities in life. prestige. for work to be worthwhile it has to do two things: contribute to society and make the most of their talents. other common values are acceptance. spirituality. Almost in every management gathering. and country. even when it's dangerous to do so.e. honesty and telling every employee as company’s asset. Values. and core values all refer to the same thing. harmony. And they reflect your generation.. Our values also reflect the values of the place where you live . the top management emphasis on the moral value and work ethic such as working hard.your town or city. health. trust. beauty. 12 . commitment. the group of people born around the same year as you. and wealth.From my point of view. Saying. standards. personal values. A brave man speaks out. Values are a person's driving force and influence their actions and reactions. You also take on values from reading and watching TV and from school. teachers. fun. or principles. The important of work and goals get all members of the organization moving. but I believe the values are actually sustaining the effort. A generous woman selflessly gives money or her time to help others. and other influential people in your life. family. love. We inherit some of your values. i.

places. Knowing our values helps us: • Follow a clear set of rules and guidelines for your actions. one of the problem is related to the worker’s productivity and their bad performance.being a whole person. The way of the Beaver for my organization is in control of achieving the organization goal. 13 . they're fairly stable. the understanding on what people do naturally and figuring out how to adapt the organization in suit with their natural behaviour is actually one of the way for the worker to do their job effectively and increase their productivity. People who don't know their values tend to wander around. They're like puppets. pulled along without any clear direction. Nothing left out. bouncing from one thing to another. As for the manager. Find compatible people. Being true to yourself The values that set and demonstrated by the top management and also the acceptance and understanding from all members of the organization somehow bring our organization to the level as one of the profitable government linked company in Sabah. In Gung Ho! it is important for the management team to understand that the workers to do their job not because they ordered to but they decide to do it. trying to find themselves. You quickly know what are good choices for you and what are not. You’re less likely to take the easy way out or chase after short-term gains at the expense of your long-term goals. It important to know what your values are. • • • Make good decisions. Its all about the individual relationship with the management. They must have the feeling of sense of belonging which realizing the place where they working at as part of their life. Conducting various kind of performance training seems to be no major improvement on their productivity and performance. Integrity here doesn't mean honesty or honor.Values also last a lifetime. While they may undergo some change through the years. Live with integrity. and things that support your way of living. Most of the time I have noticed in my organization. Integrity means wholeness or completeness .

Sometime to congratulate someone is not for the outcome of the work only but the process of doing the work should cheered on. usually it only happen when the organization decided to have yearly company’s dinner where the management can give award to anybody that lead good example and shown good performance to the company. The application of e = mc2 (Enthusiasm equals mission times cash and congratulations) is the best applicable formula to bring cheers to any organization. which is the congratulation itself. The congratulation also can be a word of encouragement. There are individual delighted when given money or cash as a form of appreciation and some not interested in money at all but more interested on the food of the spirit. The management support to the workers also important for the manager to take control in their workplace. dreams and listened to their needs. feeling.Its often happen that some worker perform better and some not perform better even though they are doing the same routine kind of work. 14 . This is because the understanding of worker’s capability and skills is not fully understand and utilized by the manager resulting bad performance. The way of the management to express their appreciation to their workers also something the management have to look into. Cheering person not only by word but sometimes can be materialized. it not necessarily only during the annual company’s dinner then the management want to express their congratulation. Cheering can be in form on active and passive congratulation which boost enthusiasm and bring positive vibe to the person. The gift of the Goose in my organization is cheering on each other. Looking at this. which mean the management have a faith on their ability and contribution in any form to the success of the organization. Cases like quitting job and working to other company is actually one of the of consequences when the workers didn’t treat well by the management. it can be done at any time when the individual need most. Looking at how the management convey their message of appreciation. Finally. Its is important for the organization to value workers as person and respecting their thought.

there are workers that loved their job and didn’t necessarily required to be paid high. the management prefer to congratulate individual by sending congratulation statement such as internal memo. Employers should understand that. Employees are looking for intangibles from their jobs. The Way of The Beaver: In Control of Achieving Goal Gift of the Goose : Che ering Each Other On 15 . like appreciation.Survey after survey has shown a disconnection between what employees want at work and what employers think they want. The spirit of the Squirrel : the value of Worthwhile Work. recognition and a sense of purpose. newsletter and other printed material but rarely doing it by meeting the individual personally to congratulate the individual and this is something that the management have to look into so that true appreciation can serve the purpose. Most of the time. Genuine congratulation from the management is very important for the workers to feel really appreciated. while employers often think that all it takes is more money to make their employees happy.

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