Employee Motivation and Rewards Quiz

Acknowledging employees' contributions publicly boosts morale and reinforces positive behaviors.

Intrinsic motivation arises from within an individual and is fueled by enjoyment, satisfaction, and interest in the task itself.

Achievement is a factor related to the job itself that can lead to job satisfaction according to Herzberg's theory.

360-degree feedback involves gathering feedback from various sources, providing employees with a comprehensive view of their performance and areas for improvement.

Herzberg's Two-Factor Theory distinguishes between intrinsic factors that lead to job satisfaction and extrinsic factors that prevent job dissatisfaction.

Vroom's theory posits that individuals are motivated to exert effort if they believe it will lead to desired performance outcomes.

Salary is seen as a hygiene factor in Herzberg's theory, meaning it prevents dissatisfaction rather than directly motivating.

Job enrichment involves providing employees with more challenging and meaningful tasks, as well as greater autonomy.

Maslow's hierarchy of needs theory proposes that individuals are motivated to fulfill basic physiological needs before progressing to higher-level needs such as esteem and self-actualization.

Equity theory posits that individuals gauge fairness by comparing their inputs and outcomes to those of others, leading to perceptions of equity or inequity.

Extrinsic rewards, such as bonus payments, come from external sources and are used to incentivize desired behaviors or outcomes.

Goal-setting theory emphasizes the importance of setting specific, challenging goals, providing feedback, and fostering commitment, but it does not advocate for the use of punishment.

Theory Y assumes that employees are intrinsically motivated, seek responsibility, and enjoy their work.

Perceiving inequity in the distribution of rewards or recognition relative to others can lead to decreased motivation and job dissatisfaction according to equity theory.

ESOPs offer employees ownership in the company, aligning their interests with the organization's success and providing financial incentives, increased job satisfaction, and a sense of ownership and belonging.

Learning organizations foster an environment of openness to new ideas, encourage experimentation, and support continuous learning and development, which can enhance employee motivation, engagement, and innovation.