Guiding team members to listen to make a difference instead of listening to defend or blame- each individual as a part of a team must be able to make a change. Each member must remind their teammate to realize that they can make a difference and make their requirements from their company be fulfilled. Helping the crew live their commitment to one another through effective coaching- this means, everybody coaches everybody else and is open to receiving coaching from anybody else. Everyone helps each other. Everyone is open to accepting help.
Assisting crewmembers as they turn snags into breakthroughs- nobody must have the “crab mentality” of pulling each other down. Instead everyone must be able to give encouragement to their co-workers to reach their outmost best. All these principles when applied are sure to give the company a chance to reach the stairways of success. These principles can be taken by any employer who dreams of making money as well as making a difference in the lives of his workers and customers.
The book When Fish Fly naturally caters to the employees and employers and how they could make a difference in their company’s existence.
Aside from this it focuses on how every one in the company must be able to co-exist with each other. It is true, today many employers overlook this need. The “golden rule” gets at the core of human relations; and the problem of human relations, as noted by such scholars as Pitirim A. Sorokin of Harvard University, is the foremost one facing mankind. As one comment on New York City’s When Fish Fly: Page 7 newspaper strike well put it: “How is it possible that any civilization so advanced can place a man in space, yet cannot build good faith and trust between an employer and an employee”…
This means a lot of employers and employee still overlooks the responsibilities they have with each other. That is why the book of Yokohama had better showcased the key attitudes for a more workable place of employment trying to attain the best ways to bring out the best in each employee in a certain company. Although rated good with its overall content, this book lacked some more on the employee’s views. As it is, it centered so much in the views where the proprietor is concerned. It also lacked the creative style of narrating events in a sequential way.
It could have been improved with the use of more descriptive words. Especially on describing the work place of the fish market. Conclusion: As to what has been discussed in the book, the company’s success depends on how well the people in it are dealing with each other. Being considerate on everyone’s needs and feelings should be a point of consideration as always by the owner or employer of a company. By appreciating the value of cooperation and of having respect for authority, employees are better able to function smoothly in a company and thus enhance employer-employee relations specially when dealing with officials.
The principles of human resources management found in the book which are cited in this paper is really a helpful information since it has already been proven effective for a company which is known worldwide to be very successful. If incase, the entrepreneurs are to When Fish Fly: Page 8 apply these principles, it is very sure that they are gonna be able to bring the best out of their people and in turn get the best out of their company. As we all know the presentation of a company in the community as an external member of the organization highly depends on how well the internal relationship within the company members is existing.
Yes, however an employer may see it, he must always realize that the people he employs are not merely human resources but are real people who feels, who has emotions, needs and wants which he should be able to provide to satisfy their goals in having an employment.
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John Yokoyama, Joseph Michelli. (2004). When Fish Fly : Lessons for Creating a Vital and Energized Workplace – From the World Famous Pike Place Fish Market. Michael Rentas, Manager and Premium Sales Co.