Stewart Wages Like A Teacher

Complete Name: Complete Unit #4 Student Name: Mansaw, Brittani

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1. Why DineEquity's CEO Julia A. Stewart Manages Like a Teacher (pp. 262-263):

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2. What elements of the performance management cycle in Figure 9-1 are evident in Stewart's comments?

Student Answer: Performance management is identified as the continuous cycle of improving job performance through goal setting, feedback, coaching, rewards, and positive reinforcements (Kreitner & Kinicki, 2013. P. 239). Julia has made efforts to encourage, coach, and provide positive

Good role models lead by example. I have always thought of managers as a live billboard of how to present them in the workplace and exude the organization’s vision through their leadership. If management falls short then the employees will not be enthusiastic. Management is there to demonstrate how leadership can engage employees and motivate them to excel and develop their abilities for the position they were hired for. Julia has the potential to be an excellent role model for the employees. Julia does the work and gives the necessary feedback to employees. Julia’s willingness to learn from others will better assist her to developing not only herself but her employees as well. Focusing on employee engagement impels positive change in productivity, effort, quality, and innovation (Pater & Lewis, 2012). Understanding employees and their abilities will assist in developing the performance of that employee. Employees want to see their work being acknowledged and appreciated. Managers have to understand how to engage employees and be able to assist in their development by setting goals and expectations. Using the feedback Julia has received from executives helps her development as well. Being able to use the feedback she has received will assist her in developing employees. Communication is essential in the management role as well. Communicating expectations and holding not only the employee

251). The concept of the building block is to be fundamentally motivating which shows managers how to construct four basic intrinsic rewards: meaningfulness, choice, competence, and progress (Kreitner & Kinicki, 2013). Managers lead for meaningfulness by inspiring employees and desired behaviors. The characteristics of meaningfulness are clearly identified passions, exciting vision, relevant task purposes, and whole tasks. Based on the teaching style of Julia she needs to be able to understand the abilities of her employees and work to improve those abilities as well as understanding their weaknesses. When Julia committed on the work of the employee’s organization she should have asked if there was anything the employee noticed that could assist with other employees maintaining the organization versus how to make it better. Leading by choice empowers employees and delegating assignments and tasks. Understanding Julia has thousands of stores she has to understand that she can task store managers and assistant managers with the responsibility to train employees to her expectations. Leading for competence is the supporting and coaching of employees. Julia has a good way of exhibiting positive feedback to employees that have done what is expected