Average Rating: 
Rating:  - It will make you believe in yourself and your staff
I joined a new company almost two years ago. Many management people over me were required to read "Gung Ho". I asked to read it and found it thought-provoking, but the three concepts exciting. I've lived those three concepts for the past year and just recently was put in charge of a group seven staff-members. As I recalled the book and the basic concepts, I took it down and read it afresh. As I had practiced, I began teaching the three basic concepts without telling my staff what they are doing. Now my next step is to let them in on the secret. I know "people" are watching me and that's okay. My team is succeeding. With these three concepts in my daily plan of action, I know I will pass the test of a new supervisor as well as have helped create a great winning team. The staff themselves are the winners. The book explains in extremely simple but motivating language how to work together, take control of your actions, and praise one another when we "do good". The book "Gung Ho" is a great birthday or Christmas gift.
Rating: - Gung Ho
Excellent book that was an easy and quick read. The ideas behind Gung Ho! are as old as time, as they say. However, together the three basic principles the book espouses can be implemented at home or at work. The one point that really hit home for me is how much praise plays into the equation for success and successful organizations. Most American companies are better at finding ways to criticize employees' performance vs. looking at ways to acknowledge their accomplishments and actions. I think business assumes that people are self-motivating and that praise is a corny approach to managing human capital. I for one do not subscribe to that mindset. If you are in management, or hope one day to join the management ranks, this book supplies the management 101 guide you need.
Rating: - Listen up, Management!
Gung Ho! Gung Ho! is one of the best management books that I have read. Anyone that supervises others should read this book and practice using the techniques on a daily basis. The co-authors, Ken Blanchard and Sheldon Bowles tell a story that is basically common sense and easy to understand. The principles could be used in your personal life as well as your professional life. In the prologue, Peggy Sinclair was faced with the task of telling the Gung Ho story, a promise she made to her friend Andy Longclaw, before he passed away. As she was walking away from the hospital, Peggy was wondering how she was going to keep her promise. After hearing a conversation that two men were having, something one man said to the other came through loud and clear. "The Buddhists say when the student is ready the teacher would appear." Gung Ho! is a tale of a new general manager challenged with turning a failing business at Walton Works #2 into a success. Old man Morris thought for sure he would use Peggy Sinclair for a scapegoat. After figuring this out, she was out to prove him wrong. This book teaches management personnel how to motivate and improve performance of those they direct. The three simple techniques, "The Spirit of the Squirrel," "The Way of the Beaver" and "The Gift of the Goose" stand for worthwhile work, in control of achieving a goal, and cheer each other on respectively, are excellent tools to motivate others, though a lot of people do not utilize these tools or feel that a word of praise is necessary. I have presented my manager with these same ideas, before I ever read this book; only to be told "They get a paycheck, don't they? That should be all they need." I tried to reason with him and make him understand that a simple "Thank you" or "Good job" would go a long way in a positive direction. This will create good morale from the associates and they would be more apt to "buy into" the company goals. This is the same manager that gave me the Gung Ho! book to read. For me, the book was a refresher course in my style of management. As for my manager, I don't think he read the book, if he has, he evidently doesn't understand it. People want to be treated with respect. They want clearly defined and attainable goals to achieve. Recognition needs to be given to let others know that you appreciate their efforts. Others, myself included, will perform at maximum efficiency when someone else, especially their superiors, displays gratitude and appreciation. Any praise must be sincere, truly mean what you say; others can tell if you are being phony. What you say, and how you say it, could have a positive or a negative impact on your goals. The term Gung Ho is Chinese for "working together." Gung Ho, friend!
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