OB Action Case Study

1314 Words6 Pages
In this case study I will be discussing the value of performance, behavior, and motivation in an organization referring to OB action case study. Furthermore, explain further the importance of the performance management cycle and increasing employee engagement. Lastly, I plan to better explain motivation and reinforcing positive behavior of employees from different methods including the use of intrinsic and extrinsic rewards, and positive reinforcement. Julia Stewart holds all elements of the performance management cycle which is evident in her comments that include goal setting, feedback and coaching, and positive reinforcement. During her visit to the locations she integrates positive reinforcement and coaching in order for goals to be achieved…show more content…
Stewart’s effectiveness of the management system which incorporates participation of decision making, goal setting, and objective feedback, that is evident from the cited case study (Kreitner, 2015). For example when she consults with one of her top people on a plane, Stewart will ask question about their work, seeking that person’s expert opinion on a problem, and come up with a solution for the problem together. Additionally, as stated earlier in the case she recognized the proportioning skill of one employee and set that expectation as the targeted goal. Furthermore, practices objective feedback as expressed when commenting on the walk-in cooler recognizing the employee for a job well done as well as creating a learning experience pointing out what has been done correctly and what could be done better next time. Ultimately, Stewart is creating a culture on based on positive reinforcement and inclusion of her…show more content…
Therefore, in order to continually motivating employees through intrinsic rewards leading for choice and leading for progress would be better suited for lasting motivation once Stewart had left the restaurants. Leading for choice as defined in (Kreitner, 2015) in when managers lead for choice by empowering employees and delegating meaningful assignments and tasks. Empowerment is a factor that enables better performance through these mechanisms including appreciation, meaningful work, a happy and flexible work environment and a feeling of personal achievement which are powerful motivators. Ultimately empowering employees come from the top down therefore Stewart would have to teach and coach her managers on empowering her employees. Therefore, organization as a whole should create the culture of empowerment to have consistent good performance. Given these points motivation can have lasting effects through empowering employees which improves the employee commitment, creativity, productivity, satisfaction and motivation. Once managers have been given the skills to empower employees their might be a need for
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