MGMT214G1 - Management and Leadership A Seminar with CEOs Book Review on

First Person: Tales of Management Courage and Tenacity
(Edited with an introduction by Thomas Teal) Harvard Business Review Book

Prepared for: Prof Pang Eng Fong Prepared by: Wee Teck Chye Derrick (S8616919C) Date: 8th April 2011

This leads to the importance of using semantic. This is because the employees are not ready to make decisions. Employees constantly refer to the actions of a leader to see if the actions are consistent with the vision or goals preached by the leader. The underlying key factor to get better performance from employees is to change the way one thinks and manage the business first. the actions of a leader are critical as it often sends ³signals´ to employees. symbolic and behavioral means to send messages to shape people¶s expectations to the goals of the company. When employees have become accustomed to following the leader. This is because performance often begins with individual expectations. Secondly. it is important for a leader to influence the people¶s expectations. which was worrying as that could spell vulnerability especially in an increasingly competitive environment. which is itself a counter-productive process. More importantly. This change however is a long-term process and not a one-off transaction. Therefore empowering of . before attempting to change the company. For instance. More importantly. The bottom line: actions of managers/leaders shape expectations so leaders must thus practice what they preach. Helping employees fulfill their potential is both a moral responsibility and good business. Striving. This may lead to a situation where employees try to second-guess what decisions the leader/manager wants them to make. This led to Ralph embarking on a learning journey towards improving the performance of his employees.First Person narrates the story of how Ralph Stayer turned around his family business -Johnsonville Sausage by learning how to let his workers lead. a sudden abdication of responsibility to the employees is likely to be unsuccessful. an accurate understanding of people is essential in minimizing the common pitfalls of such organizational change. intrinsically motivated people tend to be good workers. The book also illustrates the difficulty in empowering employees. people in fact do want to be great. This change starts from understanding human behavior before implementing the relevant measures to improve employee performance. Ralph Stayer realized that his employees did not seem to care about their jobs. Life itself is an aspiration. There are many key insights provided by Stayer during this learning process in letting his workers lead.

work and live. (495 words) . One important way to introduce this demand for responsibility among employees is to increase accountability. both managers and employees must never stop learning. This is because employees who implement a decision and are accountable to its consequences are often the best people to make that decision. Lastly. To ensure the company remains dynamic and competitive. want and even demand responsibility before empowering them. It is necessary to make them expect. This is because learning teaches one to constantly question one¶s own actions and behavior in order to better understand and improve the ways one performs. managers as well as employees should not be complacent after achieving success.employees is not just the simple act of transferring the reins of control to the employees.

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