This document provides instructions for a performance management assignment involving analysis of a case study about the CEO of DineEquity, Julia Stewart, and her leadership style. Students are asked to answer 5 questions analyzing Stewart's approach based on concepts from the textbook. They are also asked to respond to two other students' answers to a separate question about whether money motivates employees based on Herzberg's theory. The responses from the two students apply different motivation theories to analyze both sides of the argument.

1. BUS322 Organizational Behavior Performance Management Cycle
Questions
Question DescriptionPlease answer the following questions 1-5 with total word count of
2000 words in apa format with 4 scholarly sources. Please cite sources. Please make sure
answers are original and not from another tutor cite. After question #5 there is another set
of instructions below for response to students.Why DineEquity’s CEO Julia A. Stewart
Manages Like a Teacher (pp. 262-263): 1.What elements of the performance management
cycle in Figure 9-1 are evident in Stewart’s comments? 2. Is Julia Stewart a good role model
for how to generate employee engagement and motivate the employees in her company’s
restaurants. Explain.3.In terms of Thomas’s four building blocks in Figure 9-3, how would
you rate Stewart’s teaching style of management for generating intrinsic motivation in her
employees? Explain..4.What role does positive reinforcement play in this case? Do you think
Stewart uses it effectively? Explain. 5.What would be the favorable or unfavorable factors in
working for Stewart as a restaurant manager based on her leadership style?Response to 2
students must be 150 words or more and in apa format with 3 scholarly sources.Original
question: Does money motivate? Herzberg’s research suggested money is 51% motivator,
49% hygiene factor. Utilize the motivational concepts and theories from Chapter 8 to
support your evaluation of the two sides of the argument and to suggest the correct
position. Below is student 1 Candance and student 2 Tiffany.Student 1 CandanceI decided to
test Hezberg’s theory with 2 allergy technicians who work down the hall from my
department. The two technicians are employed with an outside contractor who performs
testing for the clinic’s physicians. This was an excellent opportunity to receive honest
feedback for this assignment. During this discussion, I will describe “Employee A” as a
young lady who lives with her boyfriend, has several pets and lives locally. “Employee B” is
a single parent of 2 children and lives out of town. After asking each employee if they were
satisfied with their job, they both summarized the companies motivation and hygiene
factors. The expressed concerns are that the company does not offer any health and dental
insurance, retirement or a 401k Plan. The employees also verbalized that the company is
not organized and sense instability within the company. Furthermore, the employees have
witnessed a 50% decrease in employees in the past year. However, one of the key attributes
both employees expressed is the great work atmosphere and interpersonal relationship
with the supervisor.When I discussed the motivators and hygiene factors individually, they
had unique circumstances. Both employees started on the same date. However, Employee A

2. said that she received a .50 cent raise and although she was not happy with many of the
start-up companies policies, she is still covered under her parent’s insurance and is
unaffected by many of its deficiencies. Therefore, she is not interested in seeking another
job. “If the baseline is satisfied, an individual will then be concerned with motivators as
sources of satisfaction and dissatisfaction. Therefore, the companies hygiene factors only
become important if the baseline is a concern (Ondrack,1974)”. However, Employee B has
not received a raise, travels further and has had empty promises such as a position closer to
her hometown. Moreover, she drives over 50 miles one way and says it costs her more to
come to work because her vehicles only gets 16 mpg. The employee also said that on days
that they are slow, she takes off which her supervisor highly encourages. The supervisor’s
rationale is that he doesn’t have to pay her company time off and therefore saves them both
money on a day of low profit. This employee is not only unsatisfied with the companies
hygiene factors but is unsatisfied due to lack of company motivators but still comes to work
because she has not received a job offer from other companies. “Employees who are
discontent by a company’s hygiene factors may not show poor work performance. However,
an employee gives more incentive and show contentment if motivators are comprised along
the way (Lazaroiu 2015)”.After putting Herzberg’s theory to the test, I realized that
motivation factors can determine if an employee will work any harder. The hygiene factors
are essential in creating an environment that can demotivate employees. Therefore if
employers wish to motivate their employees they must recognize, reward, advance and give
responsibility to them. More importantly, hygiene factors ensure company stability,
conducive working conditions, and company policies. “Managers are encouraged to pay
attention to hygiene factors and motivators because they both are related to employees job
satisfaction (Kreitner & Kinicki, 2013)”.Student 2 TiffanyDoes money motivate? This
question cannot be answered until human motivation is understood. Motivation is said to be
the mental process that leads one to the arousal, direction, and persistence of actions that
would lead to an achievement (Kreitner & Kinicki,2013). There are many theories of
motivation but researchers cramped all into two theories of motivation; the content
theories and process theory. Content theories, the idea of describing internal factors,
include the Maslow’s need hierarchy theory, Alderfer’s ERG theory, McClelland theory, and
Herzberg’s motivator- hygiene theory (Kreitner & Kinicki,2013). The process theory which
is the idea of emotional and internal factors influence employees, consist of Adam’s equity
theory, Vroom’s expectancy theory, and Goal-setting theory(Kreitner & Kinicki,2013).
Maslow’s theory of motivation is the belief that human needs exist in a hierarchy that
people push to satisfy forcefully, is a basic approach to motivate people in the workplace
(Bridgman, Cummings, & Ballard,2019). Alderfer’s ERG theory says that more than one need
could be established at once while the McClelland theory believes that people have driving
motivators that are not inherited but learned throughout life. The Herzberg motivator-
hygiene suggests that the motivating factors are not received from the environment but
received from the job itself. Hertzberg’s theory is popular for the fact that needs that
influence work attitudes can be met intrinsically or extrinsically (Udechukwu,2009). There
is not a relationship between the motivation theories and job performance so I would say
that money does motivate. People usually are motivated by trying to get money, but anyone

3. that already has money would not be motivated by it. Employees attend work daily, not
because they enjoy completing the work, but because they are chasing the satisfaction of
money to live comfortably. Have you ever wondered why wealthy individuals are unhappy
in life? Wealthy people are unhappy with their life because they already have money and
are not satisfied. When a company offers money as an incentive for people if a particular
goal is met, the employees strive to make that goal no matter the circumstances. Money is
also used as a “Thank You” (Nelson & Spitzer,2003). Money has turned into a motivator in
today’s society more than a person just doing what is right.