Julia Stewart’s Teaching Management Style at DineEquity Essay
Elements of the performance management cycle in Stewart’s comments
The elements of performance management cycle that are evident in Stewart’s comments range from; situational factors, performance improvement cycle to the final stage of the desired outcomes. The first stage, which is focused on the individual and team effort, is clearly seen on how Stewart is able to praise her employees as well as give them words of encouragement and tell them what they need to do better next time.
This enables the individual employees to be able to develop their personal traits and skills as well as become more motivated to work as a team so as to fit into the organization’s culture. Thus, Stewart is able to offer quality job supervision and knowledge to her employees without appearing to be the boss at any given time.
The other evident element is the process involved in the performance improvement cycle. Stewart says that she likes chatting with employees so as to get to know their skills and abilities as well as their goals of the organization. This enables her to act as a coach since they are able to come up with solutions together. Thus, Stewart encourages her employees to embrace teamwork and innovation by creating an atmosphere where they are free to air their views and thoughts.
The methods used by Stewart to manage make her achieve all the desired outcomes of the organization through persistent effort on employee growth and improvement as well as insisting on learning. Furthermore, her father refers to her as a teacher with just a different classroom setting which shows that she wants the best from her subordinates through improved job performance as well as satisfaction.
Julia Stewart as a good role model for how to generate employee engagement and motivate the employees
Stewart appreciates her employees’ efforts and encourages them on how to achieve more and do better. This serves as a motivating factor for the employees and makes them eager to learn and perform better making Stewart a good role model. Thus, she is more of a teacher and mentor to the employees since she is able to make them realize their abilities and potential. She also offers coaching instead of being a boss and that makes her develop together with the employees since they are able to relate to her as a charismatic leader and not as a boss.
Stewart’s “teaching” style of management for generating intrinsic motivation in her employees
According to Thomas, there are four main building blocks in achieving intrinsic rewards and motivation of employees (Kreitner & Kinicki, 2013). These factors are choice, competence, progress, and meaningfulness. Thomas also argues that employees will only be able to achieve meaningfulness if they feel that their work is in line with the organizations goals and objectives.
Stewarts’s approach to achieve intrinsic motivation is excellent since she applies all the four building blocks in her leadership and mentorship of the employees. For instance, she applies choice by putting her trust in the workers to be able to do the right thing and giving them the correct information. Furthermore, she does not punish them for honest mistakes and in the process providing them with job security. She also applies competence by being able to praise the workers if they do a good job, recognizing their skills as well as letting them help her in coming up with solutions to problems.
She applies the third block of progress by ensuring there is a collaborative environment for the employees as well as providing a means of measuring improvement through access to customers’ feedback. This stage leads the employees to acquire the fourth block of meaningfulness since at this stage they feel they are part of an exciting vision for the organization where the task they perform meet relevant purposes in a healthy and non-cynical working environment.
Positive reinforcement by Stewart
Positive reinforcement plays a major role in ensuring that the employees are able to believe themselves as well as their relevance to the organization. Stewart has used it effectively since by being able to praise employees and appreciate their work they become motivated to work harder, learn new skills, as well as achieve the organization’s goals. A motivated workforce ensures that the customers’ needs are met and satisfied since they always strive to do their best (Robbins, 2012). Positive reinforcement also enhances teamwork in the organization since the employees feel they need to cooperate to achieve the set goals, and thus there is no need for negative competition among the workforce.
Working as a restaurant manager for DineEquity under Stewart’s leadership
I would like to work as a restaurant manager for DineEquity under Stewart’s leadership since she is more of a mentor, coach and teacher than an ideal boss. Thus, working under her I will be able to learn new skills as well as be part of a team where my views and ideas are taken into consideration unlike the other bosses who never take suggestions from their juniors, Stewart is the opposite. Furthermore, working under Stewart will provide a good opportunity for me to be able to encourage my team to perform better since their performance will be recognized by Stewart, who is the vice president.
Kreitner, R. & Kinicki, A. (2013). Organisational Behaviour (10th Ed.) New York, NY: McGrwa Hill/Irwin.
Robbins, S. (2012). Organizational Behavior – Concepts, Controversies, Applications (10th Ed.) London, UK: Prentice Hall.
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Elements of the performance management cycle in Stewart’s comments The elements of performance management cycle that are evident in Stewart’s comments range from; situational factors, performance improvement cycle to the […]