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Illustrated Fig 9-1 Summary

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In looking at the illustrated Fig 9-1 on pg 239, one can tell that Stewart’s embrace all three elements of the performance management cycle which include; goal setting, feedback and coaching, and rewards and positive reinforcement. In the text, Performance management is defined as a process in which the management sets up a goal for the team, then provide feedbacks and coaching and then provide reward and provide some positive encouragement to continue the process improvement (Kreitner & Kinter, 2013). From the question Steward asked; “did you see how well this was done?” you can tell that Steward had a goal setting state of mind (Kreitner & Kinter, 2013, p. 262). By inquiring she might have been empowering workers to learn the correct way …show more content…
It appears that Ms. Stewart worked with the top management members to get a better understanding into what the main problems they were facing and some recommendation on how they can handle those issues (Abdolvand & Albadyi & Aghdasi, 2015). With the performance lifecycle being used, the CEO can then trace the set performance goals, review the feedback and have a coaching section which gives an insect on how the process needs to be improved and how the weakness can be a strength; Providing rewards why improving process performance and finally this will increase the job performance. In addition, I feel that the feedback and the coaching in the most important part of the cycle, in the section you come to figure out what is needed to improve the process and how going forward they can better implement ways to improve their performance and knowing whats needed to get better and higher goals (Kreitner & Kinter, …show more content…
Firstly, how she helps to generate employee engagement and secondly, how she motivates the staff in her company to become better in what they do at their task. On the other hand, she uses the performance management to help motivate her employees. She also has a very good understanding in helping the employee feel valued in her restaurants and not just another person, using the feedback and coach sections to interact with them and creates a path of understanding and a relationship between the group. As a leader, she is not just leading from the front but working side by side with the top managers to consult with them to see what process work and rely on their expertise on solving problems (Kreitner & Kinicki, 2013). The unique thing about her as a role model is that she makes the employees feel comfortable around her, going around the counter and working alongside with the staffs at each restaurant she visits. That along motivate the low-level employees that if the CEO is working alongside with them and assisting, implementing ideas and interacting with staff. I commend the CEO on a great work she is doing with going that extract step in making sure she praises the good work the employees are doing, engaging with them to see what their personal goal are within the company or outside the company. With an industry that you don’t usually get to see the CEO, she is taking her time to help process improvement from the

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