Book Review

“One-to-One Management”

By : Wajahat Bucha (Mepco)

129 MMC
th
Listing

Introduction of the Book

Contents

Purpose / Grounds

Author’s Intro

Aspects / Characteristics

Conclusive / Comment On Analysis
Introduction
One-to-One Management
Published in 1991 by pitman London
Publishing
Printed in Britain by the Bath Press, Avon
Book having 224 pages
 It consisting upon 14 chapters / Contents
Having major concept of “Counselling to
Improve Job Performance”
Contents
The Changing workforce
New working conditions
Sources of stress
Mean of Counselling
Where Counselling Help
Role of the Counsellor
Setting the boundaries
Getting the story
Dealing with Disruptive Processes
Moving on
Your Feelings as a Counsellor
Making a Referral
What the Organization Can do
Purpose / Grounds
 An examination counselling in the work place
Topics covered includes sources of stress in the
workplace
 Role of the counsellor & dealing with the disruptive
processes
Text also looks at new patterns of employment &
changes in working relationships
Timely exploration of work counselling the frame work
within which they should be used
The book encourages active learning to enable mangers
to acquire a working knowledge of counselling
Author’s Intro
Elizabeth Sydney: She is the
chartered Psychologist whose professional
appointment include working as a
psychologist as the for the UK Civil Service
Commission, Director of Studies, UK
Institute of Director Communication
Training Course, UK Family Planning
Association.
Nicola Phillips
She has designed and managed training courses
and consultancy projects in all areas of personal and
staff development.
She acts as an external counsellor at senior and
middle management level in both the public and
private sectors and runs the Mantra Counselling
Service.
Aspects / Characteristics

Book has a strategies of influencing and persuading, developing
census & common ground, joint problem solving, negotiating change
& developing the communication structure

Chapter 1 to 4 explore the influences in work and the wider
community which have given work counselling increased significance
today.

Chapter 5 to 13 emphasizing on setout the framework within which
the skills & developing relationships further.

However Chapter 14 discuss/measures the organization can take to
mitigate the adverse effect on staff of rapid adaption to new
circumstances.
Hierarchy of Communication

Va
lue
s
Feelings
Facts
Accordingly with the author we having to go through
stages I order to develop the relationships further which is
representatives as the last slide pyramid which contains
following:
Facts: Mostly in the relationships of life will not develop past this stage, as
where you only exchange factual information about yourself and others.
Feelings: This is the stage where you begin to ask questions that relate to
how people feel.
Values: This is the sort / stage of communication where you will share with the
very small number of people which concerns your motivation for doing, the
kind of issues that are important to you and why there are important.
Most importantly, you cannot bypass the fact and feelings stages and go
straight to the stage of values.
Conclusive/ Comments On
Analysis
Fantastic way for manager / Director to build stronger teams
A way to catch potential problems & build better relationship
Helps leaders to understand the nuance of particulars roles
A high leverage activity for team leaders
Private nature of the conversation allows peoples to be more
honest
A way to nudge and create constant feedback loops
Thank You