Gung Ho! by Kenneth H. Blanchard

Gung Ho! Reviews

• 
  Jamie Matthews

  This book was super helpful for my team to read, and we use a lot of the language from the book when communicating as a team. It is a fast easy read, and the content has been useful on many occasions :)
• 
  Doug Warren

  This is exactly like every feel good "we are going to work together as a team and build a successful team!" books I have ever read. I think the only difference is it didn't have the word synergy. (At least, thinking back, I don't ever remember seeing that word. There's still a good change it was there.) And the margins and the top and the bottom of the page were ridiculously large. I mean, if you don't have enough content to fill 256 pages, then don't make your book 256 pages! (Seriously, 2 inch margin at the top.) This book could have easily been made into 3 motivational posters, and I would have gotten the same amount out of it. Really, these books about working together as a team and building a successful company (the whole genre--if you can call it that) is the biggest racket. Spew out 250 pages of absolute drivel, repeating yourself over and over, never really saying anything except "If everyone does their best then we will be really successful!" and pretending it is new and different than every other book like it. It's not. BUT, I have a feeling that heads of companies buy these in bulk to give to all their employees to try to boost production, (buying in bulk, mind you) and then the next year or next quarter they rinse and repeat with another book just like it. I mean, I didn't buy this book myself to read...Did anybody? This book added nothing new to the literary (ha!) world, had no new ideas for businesses, and had absolutely no reason to have been written and published. This book is out because it is easy to make a quick buck, not because gives anything of value.
• 
  Kristen

  My boss had us read this book. I would actually like to buy it; Ken gives good advice on how to motivate people and what motivates them. Even if for your own personal information, it is very enlightening. In the end it is leadership and inspiration, not just management.
• 
  Jerry Everette

  This book is a great read. Particularly if you are leading a company in 1950, you and the people you lead make a robust salary, and you’ve never had to tackle the intricacies of a diverse work group before.
  
  The book has a few good behavioral principles, but nothing that is groundbreaking or unknown in Organizational behaviorism literature.
  
  Everything in this book could be summed up on - 2 pages and there are many other leadership and management books out there that would cover the same material and more in a much more robust way.
  
  Don’t waste your time with this one.
• 
  Jim Archambeau

  This is a brilliantly simple book on how to transform an organizations culture based on wisdom from experience and proven results. Culture is the focal point of how organizations succeed or fail. Read it with an open mind and think of teams or groups within your own company that have any of these traits and how they perform. Gung Ho my friends😁
• 
  Maureen

  This book has some good information, but it really dragged the whole time I was reading it.
• 
  Milly Cohen

  suena interesante, ya conocía la estrategia, y me gusta, pero el libro es tan corto que dice poco, en estos casos, creo yo que hay que llenar al lector necesitado, de muchas más estrategias y ejemplos y casos, parece un cuentito, pero sirve!
• 
  Cathy Allen

  One would not expect to find Native American philosophy in a book called Gung Ho! but that is exactly what we have here. Thought-provoking, applicable, much-needed, and timely philosophy, embedded (because it is Blanchard and Bowles) in an easily-read story. This time the tale is less fable and more adapted true story of a real-life newbie CEO who is sent to oversee the closure of a factory owned by a large conglomerate, but instead turns the organization around and saves it.
  
  Key to her success was energizing the entire enterprise with the possibility that the place could be saved, and that the existing employees could do it. The spiritual lessons taught by Native American elders paying careful attention to the work habits of squirrels, beavers, and geese infuses the process with life and purpose. The natural Gung Ho-ness (Gung Ho-nity?) of these species make them great role models for us humans. I am really glad I learned that.
  
  The subtitle here is illuminating: Turn on the People in Any Organization. Yes, it can be done. By you. Pick up the book (or download my summary at
  www.WhatIsCathyReading.com) and find out how!
  
  
• 
  Chris

  Gung Ho! my friend is an Outstanding Book. I rate this up there with The Fred Factor, You Don't Need a Title to be a Leader, and Who Moved my Cheese.
  
  This is a great book to help encourage and inspire others and improve productivity and positivity at work.
  
  To summarize the book: 1) The Spirit of the Squirrel
  2) The Way of the Beaver
  3) The Gift of the Goose
  
  read the book yourself to learn more about each of these and how they can help Gung Ho your organization.
  
  Blanchard and Bowles came up with Start with Why long before Simon Sinek did as detailed in this book and what people do matters.
  
  I definitely recommend this book.
• 
  Cristian Morales

  Some of my notes:
  
  This is a very beautiful theory.
  
  I greatly enjoyed the fable aspect of it.
  
  Gung Ho! is basically a system that turns the behavior found in a highly motivated sub group into an organizational culture. The scenario described is ideal. Everybody drinks the Kool-Aid and the system works, but how could you positively address a pervasive unwillingness of the existing culture to comply? Is it immoral to peer pressure others into motivation? (hah!)
  
  I wish there was a real life case-study of this being applied to a low productivity/morale environment with a specific outline or journal of the actions taken, and how were all of the little nuances addressed.
  
  note to self: full notes in the yellow notebook.
• 
  Jenny Thompson

  This book was a pleasure to read and short enough to finish in an evening. I left it feeling rather inspired and thinking of ways I could be a more supportive coworker. My only major objection is the ambiguity surrounding whether it is a true story or a parable. If the story is true, that is wonderful, but I would argue Peggy Sinclair's pseudonym should be on the cover alongside the names of Blanchard and Bowles. If Andy Longclaw and Peggy are fictional, there is something pretty off-putting about two white guys making up a story to get a point across then claiming it as wisdom from a Native American artist passed down to us through the deathbed wish of his son.
• 
  Carl Paukstis

  Real, practical advice about managing and motivatoing people. Wrapped in a somewhat schmaltzy fable or fairy-tale pretending to be a documentary of a real-life manager's success story.
  
  I'm a sucker for chick-flicks and inspirational stories. I found this book inspirational. Anybody who cares about managing people in business - no matter what the business - should read this book.
  
  Very quick read. Less than one day. Probably a LOT less.
• 
  Jim Welke

  One of a series of One Minute Manager books by Ken Blanchard. The "Spirit of the Squirrel" means the work must be worthwhile while The "Way of the Beaver" means the employees must be in control of achieving the goal. The "Gift of the Goose" says employees must cheer on the other employees as they succeed in accomplishing their part of the project. All added together brings a "Gung Ho!" attitude to the job to make employees more effective and improve efficiency to maximize production.
• 
  Corey

  It's hard to get past the silly animal analogies and (made up) narrative. It has concepts that are good on their own merit, but they are presented in a very juvenile way.
• 
  Kimberly Devault

  Great read! Quick and impacting. Easy theories to implement with teams.
• 
  Michael Bell

  A short inspirational read. Nuff said. The Way of the Beaver is to Be in Control of Achieving the Goal.
• 
  Destiny Thurby

  Had to read this book for a job I had. Don’t remember much about this book and don’t plan to re read.
• 
  Iman Dokht

  گانگ هو ( مدیریت شگفت انگیز)
• 
  Elly Stroo Cloeck

  Op 7 juni 1994 ligt Andy Longclaw in het ziekenhuis in Walton, en Peggy belooft hem de wereld te vertellen hoe zij beiden hun bedrijf hebben gered. Hij ligt op zijn sterfbed en weet dat er veel mensen zijn ‘wiens geest sterft zodra ze op hun werk zijn’. Hij wil dat iedereen hoort over de geestdrift van de eekhoorn, de manier van de bever en de gift van de gans. Andy is Indiaan, dat moge duidelijk zijn! Even later overlijdt Andy en terwijl Peggy richting restaurant Denny’s loopt om bij te komen, hoort ze twee mannen tegen elkaar zeggen: ‘De boeddhisten zeggen dat als de leerling ontvankelijk is, de leraar zich als vanzelf zal presenteren.’
  
  Een van die twee mannen is Ken Blanchard, en hij schrijft met Peggy dit boek, over hoe Ging Ho! de fabriek van Peggy en Andy van het faillissement redde en hun zelfs een prijs van het Witte Huis opleverde.
  
  Het boek is opgezet rond de drie verhalen uit de natuur en de vergelijkbare manier van werken die in de fabriek wordt geïmplementeerd.
  
  In de geestdrift van de eekhoorn wordt beeldend uitgelegd waarom de eekhoorns met bolle wangen rondrennen, onvermoeibaar, en hoe diezelfde geestdrift in elke organisatie kan worden gekweekt: een belangrijk, zelfs levensbelangrijk doel, dat alle moeite waard is.
  
  De manier van de bever laat ons kijken naar de beverdam, en hoe die na heftige regenbuien weer wordt opgebouwd, door schijnbaar ‘stuurloze’ bevers. In onze organisaties is dit te vertalen naar zelfsturende teams, en nog belangrijker: vertrouwen van de managers in de vaardigheden van hun ondergeschikten.
  Tenslotte de gift van de gans, wat neer komt op vooral heel veel herrie maken: gak-gak-gak-gak. Dit zijn geen waarschuwingen, of instructies van de hoofd-gans, nee dit is gewoon enthousiast elkaar aanmoedigen. In onze organisaties zouden weleens meer complimenten gegeven kunnen worden, of in ieder geval aanmoedigingen. Niet 1 keer per jaar in de evaluatiegesprekken, maar gewoon elke dag.
  
  Het boek is in de eerste persoon geschreven (Peggy) en verhaalt over haar uitjes met de Indiaan Andy naar het bos waar zij de dieren observeert en haar worstelingen in de fabriek om die geleerde principes te implementeren. Dat maakt het boek bijzonder goed leesbaar en grappig. Maar ook heel herkenbaar!
  
  Gung Ho! staat voor enthousiast samenwerken, een term die in de Eerste Wereldoorlog opkwam en in de Tweede Wereldoorlog bekend werd, onder andere door een Hollywood film. Nu is het leven geen dagelijkse oorlog en bepaald geen film, maar evengoed zijn de principes heel goed te gebruiken in ons werk. Gedemotiveerde medewerkers kunnen een bedrijf te gronde richten, dus daar kunnen we maar beter wat aan doen! Dit is niet (alleen) de taak van de HR-afdeling, maar van iedere manager, en zeker ook van ons GRC-professionals, omdat continuïteit en reputatie van de organisatie geraakt worden door medewerkers-motivatie.
  
  Gung Ho! van Ken Blanchard en Sheldon Bowles. Ook als ‘boekverkleining’ te verkrijgen in de serie “Samenvatting van…” onder andere bij Kobo en iBooks
  
  Mijn waardering: 4**** (Inhoud 4* schrijfstijl 4 1/2*)
  
  Elly Stroo Cloeck is specialist op het gebied van GRC en Internal Audit. Daarnaast schrijft ze samenvattingen van managementboeken (kijk eens op Kobo, iBooks of Bol!) en recensies.
  
• 
  Juan Camilo VT

  es interesante...
  lo lei para gerencia de sistemas.
  
  --
  My Notes
  
  * el espiritu de la ardilla, el estilo del castor y el don del ganso
  
  [HA] buscar info sobre ensenhanzas de los indios
  
  > "los budistas dicen que el maestro aparece cuando el alumno esta listo" !!!
  
  ? Peggy Sinclair @ Walton works #2??
  ? Andy Longelaw (indio) ???
  ? Andrew Payton - artist ??
  
  ||> El espiritu de la ardilla:
  "trabajo que vale la pena"
  
  + el trabajo debe ser visto como algo importante
  + debe llevar a una meta comprendida y compartida por todos
  + los valores deben orientar todos los planes, las decisiones y las actuaciones
  
  ? por que su trabajo hace de este mundo un sitio mejor para vivir???
  -> como deja una huella en su propio pedazo de bosque???
  
  * ...la gente necesita hacer un trabajo correcto
  
  > "es preciso aprener a ver la forma como ayudamos a los demas con lo que hacemos"
  -> vealo en funcion del impacto humano, no de unidades manipuladas
  -> see ex [34] -> very nice
  
  > amor propio: sentirse bien con uno mismo
  
  > "lo que vale la pena es mas que importante" !!!
  
  > The goal [38]
  -> es el compromiso de convertir la meta en la realidad el que debe ser compartido"
  
  -> ...se sentia bien de ser como era y tenia suficiente amor propio para burlarse de si mismo sin problema [40]
  
  -> see how to goals [41] !
  
  > los valores sostienen el esfuerzo. con los valores solo hay lineas rectas, con las metas se puede ser flexible!!!
  -> valores see [42-43]
  
  > nice: la dignidad del trabajo [45]
  
  > los valores deben sostenerse en tiempos dificiles!!
  
  > valores vs. metas [46]
  
  * ? Manly Grant: afianzarse o rodar (rimas para la tierra)
  -> seras roca o seras guijarro?
  
  > el espiritu de la ardilla:
  + ser importante
  + conducir metas compartidas
  + basarse en los valores
  
  -> apoyo a las metas <-> confianza : see [50]
  
  ***** Decir la verdad!!! >> toda la verdad !!!!
  
  > si las cosas esenciales se hacen bien, todo lo demas viene por anhadidura
  
  > prioridades -> ojo [53-54]
  1. el equipo de gente
  2. los clientes
  
  Sumary: el espiritu de la ardilla. "trabajo que vale la pena" [56-57]
  1. por que estamos aqui?
  2. cuales son nuestras metas?
  3. cuales valores nos guiaran?
  
  > estar listo para pelear otra vez...
  
  [B] Gung Ho? - teniente W.S. Le Francois
  
  !!!!!! ?como contribuir a mejorar el mundo?
  
  -> paciencia <-> disciplina
  
  ||> El espiritu del castor:
  ?quien manda aqui?
  ... se dan indicaciones entre si
  "ejercer el control sobre el cumplimiento de la meta" [76]
  
  > cada uno se ingenia la forma de ayudar en la solucion, usan su buen criterio -> ex [77]
  
  -> que los miembros del equipo tengan el espacio para opinar en la forma de hacer las cosas y acepten el desafio
  
  >> leadership [79] !!!
  > "tu deber como lider es saber hacia donde va la planta, el deber de los miembros del equipo es llevarla alla" !!!
  
  > dejar espacio para saber que el jefe no esta ansioso por inmiscuirse y tomar el control
  
  *> key: descubrir lo que la gente hace de manera natural y luego tratar de adaptar... para aprovecharlo.
  
  > para la mayoria los problemas viejos y conocidos son mas comodos que los nuevos y desconocidos !!!
  
  > espiritu de la ardilla -> relacion con las necesidades de la sociedad
  > estilo castor -> relacion con las needs del individuo: relation individuo con la organizacion
  
  !!!
  -> se respetan entre si
  -> no hay secretos, info precisa y actualizada para todos
  -> valorar a las individuos como personas!
  
  > trabajo factible: hay que darle a las personas trabajos que 'puedan' hacer
  -> "permitir rendir de acuerdo a su capacidad" -> no over | no under : just above
  
  [B] Margaret Craven - escuche que el Buho pronunciaba mi nombre.
  
  ... recuerda que estas en el escenario tienes que representar tu papel
  
  ?? como lograremos que nuestras metas se cumplan??
  
  * "cambiar no significa unicamente deshacerse de los viejos habitos. Significa desarrollar habitos nuevos pra reemplazar los nuevos" [110]
  !{el viejo habito no cambiara hasta ser reemplazado por uno nuevo}! !!!
  
  > "... todas las mananas nos agrupamos para repasar el trabajo del dia. Al final estiramos los brazos, tomamos las manos y lanzamos un grito de victoria..."
  
  > empower team members
  ex: + quien decidio desmontarlo?
  + yo, claro que comunique mi decision al equipo durante la reunion matutina
  
  * no es dificil trabajar cuando uno se siente a gusto
  
  > Participacion: el equipo debe participar y ser autonomo. Necesita buena informacion. Cosas positivas y alegres, celebrar los triunfos, cumpleanhos, darle animo a los miembros, 'confiar' en ellos
  -> Jorge Barrera like !!! :)
  
  > Ojo: "cuando uno pone un perro viejo en un potrero nuevo, lo primero que hace es orinar los postes..." !!!
  
  !!! ... a las familias de torta pequenha les es dificil sentarse a la misma mesa con gente de torta grande -> explanation [118]
  
  > "con tela y madera se hace un bote, pero solo con los rabiones de rio se hace un canoa" -> exp. [120]
  
  >> Compromiso: gallina-cerdo story, desayuno huevos con tocino [121]
  
  -> el valor de los valores [123]
  
  ||> El don del ganso:
  "alentar a los demas a seguir adelante"
  
  >!! el espiritu de la ardilla y el estilo del castor son como la chispa, el don del ganso es como botar gasolina en la chispa!!!
  
  ---
  > esp. Ardilla: hace realidad el plan de dios para el bosque
  > est. Castor: hace realidad el plan de dios para el castor
  > don Ganso: es el regalo de dios que nos damos mutuamente
  ---
  
  * ... lo hacen dandose animo entre si, dandose animo a cada palmo del camino
  
  > ganso: "es la forma de dar vida a la mision" -> exp. [138] nice
  
  -> Gung Ho: hacer el trabajo correcto, de la manera correcta, por la recompensa correcta!
  
  > "... sin tabla de puntuacion no hay juego" !!!
  
  ***!!! equipos deportivos == las organizaciones mas Gung Ho!
  
  > E=mc^2 ($congrats) -> las dos ces... [139]
  
  -> se tienen que encontrar las cosas positivas -> congrats sinceras/verdaderas
  -> dar una voz de aliento -> see exp. [140]
  
  * $ preocupacion #1 -> las necesidades basicas son fundamentales
  => pero es clave, y no quedarse solo en eso, hay que seguir adelante
  
  > afirmaciones activas y pasivas...
  -> ... ese silencio representa un mensaje muy claro para el empleado: "usted es capaz, usted puede manejarlo, confio en usted" !!! [143]
  
  > dar las herramientas para el W, y luego dejarla al mando, siempre y cuando sea competente... [144]
  
  !!!!{ una felicitacion debe ser: oportuna, en respuesta a algo correcto, incondicional, entusiasta }!!!
  -> debe ser autentica de verdad
  
  > militaries example [145]
  
  > alimentar el alma...
  
  > congrats: espontaneas, individuales, especificas, unicas
  
  -> ... felicitar por el progreso, no solamente por el resultado. -> futbol like !!!
  -> see ice ex. [147-148]
  
  >> El don del ganso: alentar a los demas a seguir adelante
  1. las congatulaciones activas o pasivas, deben ser VERDADERAS
  2. si no hay anotacion no hay juego, y felicitar por el progreso
  3. e=mc^2. entusiasmo = mision x circulante $ y las congratulaciones
  [154]
  
  > ... lograr que hiciera cualquier cosa... anunciandolo y agradeciendoselo efusivamente in public
  
  > el exito es actitud, energia, equilibrio y union con los demas
  
  * capacitacion => mente abierta [162]
  
  > puedo programar mi mente para que espere el dia siguiente con entusiasmo [164]
  
  > Gung Ho 'poster' !!! [171]
  -> plan de juego from [170]
  -> nice summary
  
  
  
• 
  Conner Lowes

  This was an excellent book which, if you can get over the unrealistic notion of getting every person in an organization to perform at peak performance with unlimited enthusiasm at every moment of the day, is a really great tool to learn how to lead a team.
  
  The ideas presented in this book are new, out-of-the-box, and overall well explained. I love how this book was told as a story with characters in it because it made it easier to read. However, throughout the book, it is a little confusing to figure out why it is being told as a true story Fromm the first person perspective of a person not listed as the author of the book. The authors did not appear to write any of it? In any case, at the end of the book, they all but tell you the reason: because it is a made up story. This kind of took away from the idea that this book could be applied in reality.
  
  Interestingly, I very much LOVED how this book is told through the theme of "Native American" culture (this is the exact wording they used in the book). I like the idea that you can gain so much knowledge about human interaction just based off of observing animal interaction. Might brilliant, and not something which is a common theme in the 'leadership-person success' themed books. This book will actually result in me reading more books from the Canadian Indigenous genre.
  
  In any case, this was a great book, recommended to me by my stepdad, who is a self-professed big proponent of the gift of the goose!
  
  On to the next read!
  
  - C
• 
  Floyd Edwards

  Gung Ho! is an easy read all about how to increase productivity and morale in the workplace.
  
  The book felt drawn out in communicating the three key points of helping people know the importance of their work, giving employees control of how they undertake their work, and encouraging the cheering on of each other. However, the narrative of the turnaround of a factory which is facing imminent shutdown adds an element of fun. It's great to see the teaching applied in a real life example, not being purely theoretical.
  
  Some takeaway points for me are:
  • Values have to hold up in tough times, otherwise it's not a value—it's a feel-good slogan of the day.
  • Telling the truth is one thing, telling the whole truth is another. Managers keep control by pretending information is sensitive and withholding it. You have to tell the whole truth for effective teamwork which means information belongs to everyone.
  • Change doesn't mean just getting rid of old habits. It means developing new habits to replace the old.
  • Some people are small-pie people who are convinced there is only so much pie to go around. Such people sit at the table and fight over who gets what, worried someone else is getting more than their fair share. Big-pie people assume there's lots for everyone—more than enough.
  • Cheer the progress, not simply the result. Fans at a football game are not silent until a goal is scored, yet that's what happens in many organisations.
• 
  Adler

  Great principles, however short on ways to apply them.
  The foundation is nicely set with a 2 person story about where the principles come from but the application of these 3 principles would benefit from examples of their application in different set-ups.
  
  - It worked on this fictional story, so what? What does it tell me that they might work on my own business or context? Why should I try it? there is no evidence or variation about different situations where this worked.
  
  - The naming is "cute" which isn't much a favourite in a business setting. I like the relation to the animal's behaviours but I think this could be better "translated" to a business language
  
  I actually think these 3 principles could work but as I witness from another person who read the book and failed to feel engaged with its 'animal story cuteness' it's a pity they used the pages of the book in storytelling instead of examples of application that one could relate more. I think the secret is in how this is applied, ie, step by step but adapted to each situation. Support for this adaptation is missing in the book.
  
  Nonetheless, I'll give it a try and then try to show that it works to this other person I know who read the book and didn't get engaged with the 'theory'. And hopefully I help to keep the Guns Ho! story alive :-)
• 
  Soumya Sreehari

  This is the story of two business leaders who transform the performance of a factory plant on the verge of closing. A new general manager is transferred to a small town to turn around the plant that has been under-performing. She learns valuable management lessons from one division head whose division is the exception in the plant. Together, they apply these lessons to the rest of the plant to bring about a transformation, while on a tight deadline. The management lessons are universal and timeless - focus on people and the meaning they find in their work. The lessons are actionable and applicable to any organisation.
  The story is good, I liked the protagonists. The narration is simple and easy to follow. The connections between management principles and the life of the natural world provide a different perspective. The authors are evasive whether this is the story of a real company or it is fiction. However, I found the lessons valid and valuable, even if not new. Business professionals who regularly read management books might find it too simplistic and not serious enough. I didn't find this aspect hindering my reading experience. It is a short and breezy read with interesting lead characters, for this reason I give 3 stars.
• 
  Phuongvu

  Gung Ho chính là một khẩu hiệu kêu gọi sự nỗ lực vươn lên của nhân viên, là tiếng nói đồng lòng giúp doanh nghiệp mạnh mẽ tiến về phía trước.
  Người lãnh đạo phải có khả năng tạo ra động lực phấn đấu cho nhân viên. Cuốn sách Gung Ho! Bí Quyết Phát Huy Nhiệt Huyết Nhân Viên chia sẻ những bí quyết để người lãnh đạo có thể kêu gọi sự thách thức, sự nỗ lực và tinh thần vươn lên không ngừng ở những nhân viên của mình.
  Bài học “Tinh thần của con sóc” – THỰC HIỆN NHỮNG VIỆC LÀM CÓ Ý NGHĨA cho chúng ta hình dung về mối liên hệ giữa mục tiêu của tập thể với ý nghĩa công việc của từng cá nhân. Mục tiêu kết quả và Mục tiêu giá trị.
  + Hiểu rằng công việc của chúng ta đang góp phần làm cho thế giới xung quanh trởn nên tốt đẹp hơn
  + Mỗi thành viên phải biết hướng về mục tiêu chung
  + Các giá trị sẽ làm kim chỉ nam cho tất cả các kế hoạch quyết định và hành động của chúng ta.
  Bài học “Phương cách của con hải ly” lại dạy chúng ta cách quản lý nhân viên qua mục tiêu và giá trị.
  Bài học “Quà tặng của con ngỗng” sẽ cho chúng ta biết các nguyên tắc trong động viên và khích lệ nhân viên của mình làm việc hăng say hơn mỗi ngày.
• 
  Arina Zavatska

  Ein supermegacooles Buch!!!!
  
  Das Prinzip von Gung Ho - Begeisterung bei der Arbeit - ist nicht nur im Büro, sondern auch im Alltag von jedem anwendbar.
  
  Es gibt drei Geheimnisse, die wir entdecken werden. Alle drei sind auf den Gewohnheiten der Tiere aufgebaut, also stammen sie aus Natur und sind dadurch eigentlich ganz offensichtlich.... Aber nur, wenn man weiß, unter welchem Winkel das Ganze zu beobachten ist😉
  
  Ich gebe 4 Sterne nur wegen dem Schreibstil - das Buch ist im Allgemeinen ziemlich nett geschrieben, aber die Gewohnheit der Autoren, dasselbe immer 10000-mal zu erklären... Ich bin schließlich nur eine Schülerin der Unterstufe, und ich hatte bisher GAR keine Erfahrung bei irgendeinem Betrieb - und ich habe alles fast gleich verstanden. Also waren diese hunderte Wiederholungen für mich ziemlich unnötig :)
• 
  Jason

  The book has a scene were several beavers work along side each other to rebuild a dam. The book then claims the Way of the Beaver is how each of the beavers do their work with no oversight. None of the beavers correct another beaver, telling him/her there is a better way to do things. Then the book clarifies the Way of the Beaver includes protecting the productive from the rule pushers.
  
  As one of the rule pushers, I wanted to find the error in this philosophy. I believe it lies in competence. As long as the workers are competent, then their method should be allowed. A process-focused environment results in repeatable results, not necessarily the best results.
  
  However, just because a worker is productive once doesn't mean that worker is competent. Maybe he was just lucky.