...GUNG HO! Ken Blanchard and Sheldon Bowles, authors of the book Gung Ho!, discuss the process of getting an organization involved, productive, and energetic. By following simple guidelines set by the grandfather of the character Andy Longclaw, the Walton Waterworks #2 was able to recover from the threat of being shut down and become a role model for the other plants in the company. Blanchard and Bowles write that “the real secret of successful management is discovering what people do naturally and then figuring out how to adapt the organization to take advantage of natural behavior.” (Ken & Sheldon, 1998) Using the natural strengths and abilities of the members within the organization simplifies the managing process. As members within the organization are allowed to grow to their furthest natural potential, the management process becomes simpler. Blanchard and Bowles explain that in order to adapt the Gung Ho process, “First, team members had to be willing, even eager to take on considerable extra responsibility… Second, managers had to give up the levers of control they’d worked a lifetime to get hold of.” As managers learn to delegate their responsibilities to their employees, they are able to take on more of a managing role within the organization. Becoming Gung Ho requires an attitude change of the members, who may or may not be interested in change. The willingness members within the organization have to change affects the effectiveness of the Gung Ho process. Managers...
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...Gung Ho Gung Ho, a movie by Ron Howard, depicts the differences in culture and work ethic between Americans and Japanese. It shows how each group handles conflict in the work place, as well as at home. The main characters and leaders are faced with dilemmas and have to figure out how to work as a team to keep the automobile manufacturing plant up and running smoothly. According to Western Washington University (2011), there are many different sociological differences between the Japanese and Americans. Most importantly, the views of conflict and conflict resolution differ greatly. In the United States, conflict is seen as something that is inevitable, or bound to happen, whereas in Japan, conflict is considered dangerous to all relationships and should be diffused before it begins or avoided at all costs (Western Washington University, 2011). This fact along plays a major roll in the struggles between the Americans and the Japanese at the automobile manufacturing plant in Gung Ho. The American workers almost seemed as though they were looking for conflict to solve, but the Japanese executives were quick to avoid it at any cost possible. Culture also plays a major roll in determining how the characters approached and completed tasks presented to them. In the movie, a few of the American and Japanese main characters argue about their differences in spending time with family. The Japanese say that their job is their life; it is most important so they can provide for their families...
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...Gung Ho has talked about the spirit of the squirrel, way of the beaver and now the gift of the goose. The gift of the goose is about cheering people on. It is important for people to feel they are needed and appreciated on a job. People also like to feel pride in their work and any other accomplishments that take place. One of the points that Gung Ho! Gift of the Goose, makes is that active or passive, congratulations must be TRUE. According to Gung Ho!: * Congratulations are affirmations that who people are and what they do matter, and that they are making a valuable contribution toward achieving the shared mission. * Telling people what a great job they’ve done or presenting an award is an active congratulation. Passive congratulations are such things as stepping aside and letting team member go forward with a tricky, complicated, and important project, without exercising some sort of control or even offering advice. * You can’t overdo TRUE congratulations: Timely, Responsive, Unconditional, Enthusiastic. Active affirmations are telling people what a great job they are doing. It is easy to use active affirmation, because everywhere a person goes they can normally see someone doing a good job and it is easy to tell that person they are doing a good job. Passive affirmation is standing by and letting someone carry on a task without taking control of the situation. It is harder to sit by and do nothing, however a supervisor is giving a strong message...
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...Gung Ho (1986) stars Michael Keaton in the role of an American wheeler-dealer who hopes to save his small Pennsylvania town by getting a Japanese automobile manufacturer to buy the town’s biggest employer-a failing automobile assembly factory. He is sent to Japan to convince the Japanese that buying this factory is in mutual interest. The movie is about how the Japanese and American cultures try to work together to successfully run the factory. For the most part, the Japanese management and the American workers cannot manage to get along because of cultural differences. The Japanese insisted on discipline, company fitness routines, and putting work before family. Keaton gets into a dispute with one Japanese middle manager over the man's unwillingness to stand up to his own uncle to ask for some time off to be with his newly born child. In the United States, people value individual rights whereas Japanese people have priority over the overall good of the group so that their individual. It is believed that Americans show more concern for interests of themselves and their families, rather than others. Therefore the early leave is acceptable within the American companies. However, being part of the group is essential in Japan; therefore, that request for early leave is against the overall good of the team, and slowing down the production. There were examples of differences as obvious as the eating in two separate break rooms. This was a very funny movie. I really enjoyed it, but...
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...Synopsis The local auto plant in Hadleyville, Pennsylvania, which supplied most of the town's jobs, has been closed for nine months. Former foreman Hunt Stevenson (Michael Keaton) goes to Tokyo to try to convince the Assan Motors Corporation to reopen the plant. The Japanese company agrees, and up on their arrival in the U.S., they take advantage of the desperate work force to institute many changes. The workers are not permitted a union, are paid lower wages, are moved around within the factory so that each man learns every job, and are held to seemingly impossible standards of efficiency and quality. Adding to the strain in the relationship, the Americans also find humor in the demand that they do calisthenics as a group each morning, and that the Japanese executives eat their lunches with chopsticks and bathe together in the river near the factory. The workers also display a poor work ethic and lackadaisical attitude towards quality control. The Japanese executive in charge of the plant is Takahara Kazuhiro (Gedde Watanabe), who has been a failure in his business career thus far because he is too lenient on his workers. When Hunt first meets Kazuhiro in Japan, Kazuhiro is being ridiculed by his peers, and being required to wear ribbons of shame. He has been given one final chance to redeem himself by making the American plant a success. Intent on becoming the strict manager his superiors expect, he gives Hunt a large promotion on the condition that he work as a liaison...
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...History number: 2 Name of the patient: Rommel Francisco Preceptor: Dr. Ligon Informant: Patient Date of Interview: July 25, 2011 Historian: Raymond Ceneta Date Submitted: August 1, 2011 Reliability: 100% Group number: 13 General Data: Rommel Francisco married with 3 children, 52 years of age, a Filipino and Iglesia ni Cristo, pedicab driver. He is currently residing at Karuhatan Valenzuela City. He was born on January 12, 1957 in Manila near Fabella Hospital. He had his forth visit at Fatima Medical Center on July 25, 2011. Chief Complaint: Cough History of Present Illness: The complaint started last January 2011 when he used his bike to his work. He takes Tuseran Forte to relive the symptom. Four days prior to consultation, the patient experienced cough which persist when he is at work and relieved by taking Tuseran Forte 2x a day, it also persist when he sleep and this wake him up. Cough is accompanied by thick yellow sputum and patient is having half a tablespoon each cough. The patient characterized it as mild to moderate. It is associated with back pain. The symptoms persist for four days which leads the patient to seek medical attention. Past Medical Illness: The patient only had completed his vaccination in OPV; he doesn’t have immunization in BCG, DPT and Hepa B. He had mumps and measles. He does not have allergy on foods and drugs. He had his first surgical procedure in 1989 related to stab wound at right lower quadrant of abdomen, 2nd hospitalization...
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...Gung Ho Movie Group 12 Section 00-001 April Freeman Abdullah Aleidan Becca Vincent C.J. Alvarado Colleen Scarborough Culture is the influence on the individual’s personality that happens from the surroundings like nature, religion, region, etc. Culture influence’s individuals so they behave in certain ways that fits their life, therefore people interact with each other; they have phases that coordinate their way of networking. In order to connect, communicate and get along with other cultures there must be an understanding between the two. However, when Assan Motors Company expanded and opened a new plant in the USA they did not have cultural understanding of the USA. For that in Gung Ho, there were several consequences that happened like, the different communication styles, low context vs. high context, dedication to the factory, different working habits/quality of work and collective vs. individualistic. Americans use a low context form of communication style in comparison to the high context style of the Japanese. Low context involves a more direct communication approach, while high context involves a more indirect style. An example of the Americans using a low context approach is when Hunt goes to the Japan to sell the Assan managers on the idea of coming to Hadleyville. He starts with a presentation and then cuts to the deal and says, “Here’s the deal” and begins explaining himself bluntly. The Japanese are silent, not speaking at all. Silence is generally...
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...Gung Ho! Compared and Contrasted to Managing Behavior in Organizations Gung Ho! (Bowles, 1998) presents to a popular audience a method to improve employee satisfaction and productivity. It does so by way of a three-phase plan. Each of the three phases is presented as a sort of parable. Bowles and Blanchard introduce a native American sage, Andy, to relate the parable to the audience in the form of a story told to the manager of a trouble manufacturing plant. Each parable is concluded by a few critical success factors that are easily understood, but perhaps not so easily incorporated into work life. The fact that this book was written in 1998 and is still generating reviews (Amazon.Com, 2012) is a testament to its continuing relevance for managers today. Managing Behavior in Organizations (Greenberg, 2010) covers much of the same material. As a textbook, however, it takes an entirely different approach. First, it is comprehensive in its coverage of organizational behavior. Additionally, its treatment of subjects is much more granular in depth. Finally, it lacks the folksy, easy reading style of the more popularly written Gung Ho!. Having said that, there is a remarkable level of correlation between the concepts presented by the two authors that will be explored below. The Spirit of the Squirrel In observing the industriousness of squirrels in a spruce forest, Bowles and Blanchard teach lessons about the nature of work and the motivational factors related to that...
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...Gung Ho Training in Organization Need Assessment, Development, and Evaluation Peer Shmelzer-Moratin MGMT 3441 HPU Term 2 2012 Gung Ho is a 1986 Ron Howard comedy film, released by Paramount Pictures, and starring Michael Keaton and Gedde Watanabe. The film's story portrayed the takeover of an American car plant by a Japanese corporation. While it might seem like just another fun movie to watch on a Friday night, it is actually a great movie with great lesson to teach to those who underestimate the power of training. Training is defined as the systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance in another environment (Goldstein 1). The above movie is great example of how training can lead to much better results and performance. Irwin Goldstein, a leader in the training field, teams up with Kevin Ford and wrote "Training in Organization” to provide readers with a framework for examining and establishing viable training programs in education, business, and government. Capturing the excitement of training research and systems issues, the author discusses training as it occurs in real organizations. In their book they present different types of training programs and their effectiveness, ways in which training needs to be assessed and evaluated. With today’s technology the concern for utilizing training systems and developing new ones increase. Trainers are struggling with how to work with teams. The movie Gung Ho presents...
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...Patrice Hill 10/14/12 Shopping at Aafes Working part-time as a cashier at Aafes (army air force exchange services) on Ft. Bragg has given me a great opportunity to observe human behavior. Sometimes I think of the shoppers as white rats in a lab experiment, and the aisles as a maze. Most of the rats--customers, I mean--follow a routine pattern, strolling up and down the aisles and then escaping through the exit hatch. But not everyone is so dependable. My research has revealed three distinct types of abnormal customer: the amnesiac, the super shopper, and the dawdler. The amnesiac stops his car in the loading zone, leaves the engine running with the keys locked inside, and tries to enter the store by crashing into the exit door. After dusting himself off and slipping through the entrance, he grabs a cart and begins hurtling down the aisles against the normal flow of traffic. "Peaches or potatoes?" he mutters to himself. "Doughnuts or Ding Dongs?" He has, of course, left his shopping list at home. When he finally makes it to my register and starts unloading the cart, he suddenly remembers the jug of milk or the loaf of bread that brought him here in the first place. He then resumes his race around the store while the customers waiting in line begin to grumble and tap their feet. Of course, when it comes time to pay for the goods, the amnesiac discovers that he has left his wallet at home. The super shopper has been planning her assault for days. She enters the store with...
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...A True Christmas Once upon a time, in a land far away, a beautiful baby girl was born on the 25th of December. She was called Nicole. On this same day, a gorgeous baby boy was born and he was called Nick. After 20 years, Nicole was shopping in Westland, the biggest shopping mall in Eastford. While there, she met Nick who was taking photos for his ‘Shopaholics’ assignment. The moment Nick saw her, he thought, he knew that she was the one for him. He walked up to her. But she didn’t have quite the same reaction when she saw him. When Nick said hi, Nicole’s reply was “EEW! Who are you?” Nick bowed and said, “Hi I’m Nick. You are?” “Nicole. Now can you move? It’s my birthday soon and I need to buy a present.” She said looking through the clothes on the clothes rack. “For yourself?” Nick asked. “Yes are you deaf?” “Sorry. My birthday is coming up too. When is your birthday?” “25th of December. Excuse me I need to get through.” “Oh My Gosh! Really! My birthday is on the same day too!” Nick said excitedly. “Uh-huh.” Nicole said not really listening. “Hey are you a shopaholic?” “What do you think?” “Well. OK. Can I take a few photos? Do you want to be a model for a photo shoot?” Suddenly Nicole got really excited. “Yes! Yes! Yes!” “OK calm down. Are you free tomorrow?” “Yes!” “OK can we meet up at 12:30, have lunch, take some photos and go home?” “Sure but why are we going to have lunch together?” “Um… so we can get to know each other.” “OK. She said reluctantly.”...
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...MARKET SURVEY FOR CHOCOLATES QUESTIONNAIRE FOR CONSUMERS Name : ____________________________________________ Gender : _____________ Age group : 16-20 yrs 21- 30 yrs What do you normally prefer to eat as a sweet item ___________________________ Do you like chocolates? Very much Okay Not much Not at all How many times you buy chocolates? Once every day 2- 3 times a week Once a week On special occasions only Others, please specify What do chocolates signify to you? ________________________________________ Where do you normally buy chocolates from? Your local kirana shops Supermarkets like Big Bazaar Rate your preferences in choice of chocolates on a scale of 1-5 (5 being highest rank) Taste Sweetness Price Calories Brand of the chocolate Packaging Ingredients/ flavors Which brand of chocolates you prefer? Nestle Cadbury’s Amul Foreign brands like Hershey’s Any other, please specify _______________________________________________ Why do you prefer that particular brand? __________________________________________________ ___________ __________________________________________________ ___________ Is there anything that you feel is lacking in your preferred brand of chocolates? If yes, please describe __________________________________________________ ___________ __________________________________________________ ___________ Do you think that the present choices available in chocolates are costly? If...
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...government, according to Robyn, was running a war in the wrong manner if the nation was in Vietnam to “free” the people (p.296). To many protesters, America was fighting on the wrong side of an anticolonial rebellion. According to the protestors, American troops in Vietnam were similar to the British who tried to maintain control over the United States, a declared sovereign nation, post-1776. Many of the protestors saw the things done in Vietnam by the American troops as infringing the rights of the Vietnamese, rights the Americans had fought for so vigorously a couple centuries before in the United States against the British (p.296) John during his interview stated he once supported his argument for against the war to his father by saying “Ho Chi Minh was a nationalist before he was a communist” (p.279). This statement...
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...Superior Farms is the largest harvester and producer of lamb in the world. For some time, Superior was readily looking for several ways to revamp its business and make it stronger. After many long debates with board members, some of whom wanted no changes at all because they felt they were already on top of the market, a resolution was finally agreed upon. Traditionally, you get lamb already fabricated and boxed, unless you are one of the few customers who gets carcass, or you are close enough to one of the plants. The strategy agreed upon, was brought about by the overweight lambs brought to the plant, growing prices from suppliers, and the bust of the lamb market. This bust was brought on by rising costs across the market in general. At the time of the bust, lamb was $3.02/lb for a whole carcass, and the quality of the meat was suffering due to fat content, as well as the growing number of aging ewes that were being harvested. In order to restore its stock back to previous quality, Superior had to get rid of less desirable meat. However, customers wanted nothing to do with these meats because a majority of the customers were of an ethnic background that had religious belief regarding their food. Superior proceeded to buy 20 new trailers, commonly referred to as a railer, which has the capability of carrying carcass hanging from the ceiling. These railers transitioned into higher costs for Superior because they held 39,500lbs instead of the traditional 42,500lbs for a full...
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...Sheep, many people when they think of sheep they usually think of big animals with wool on them. Well in the business we run, the lambs we raise are not for wool and meat. These lambs I raise have muscle, a tremendous amount of leg hair called “shag”, and they are always clipped all the way down to there skin. These lambs are called Club Lambs, and they are used for showing at fairs and enormous shows all around the states. Club lambs are not cheap, well for the favorable ones. Club lambs can run from $1,000 to $35,000, and that's just for the ones that people show. It is a risky business to get into, because of all the money spent and on the line with animals that can get sick and die the next day. The life goal for me is to be raising club lambs and farming. I personally own 35 show ewes, three rams, and my dad owns about 60 white face ewes just for commercial. Commercial is just raising the lambs and sheep for meat and wool. When raising club lambs it’s all about genetics, and it’s matching the essential qualities with each other. Once we pick what ewes we want with certain rams we will sort them into different pastures then turn the rams out with them. Before breeding we will shear all ewes and rams and also before lambing. When we turn the rams out we put a specific paint color on there chest so when they breed a ewe we know two things when she was bred and who she was bred by certain color. While breeding is going on in the months of August and September, we prepare the...
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