Tamara McKay, a manager at Ionic Consulting, believes that it is important for e

Question

Tamara McKay, a manager at Ionic Consulting, believes that it is important for employees to feel a sense of satisfaction about their jobs. She feels that a satisfied employee will contribute more to the organization than an employee who is dissatisfied with his or her job. Harry, Tamara's coworker, argues that job satisfaction should not have an impact on the quality of work or productivity. Which of the following statements supports Tamara's belief?

Multiple Choice

Rewarding an employee for a job well done helps motivate the person to perform better in his or her job.

Salary and benefits should be considered more important than just a satisfying job that provides a small salary.

Employees have no interest in being recognized by management for a job well done.

Deadlines, when met, help create an environment where an employee is content with his or her job.

Employees engage actively in assigned work when there is a free flow of communication between the employer and employee.

Explanation / Answer

In the given caselet, Tamara believes that a satisfied employee performs much better than an employee who do not have a sense of satisfaction about their jobs.

The answer to the multiple choice is Option A:

Rewarding an employee for a job well done helps motivate the person to perform better in his or her job. - This is correct, as rewarding an employee for a job well done helps in bringing about a sense of satisfaction in the employee. If you are rewarded and appreciated for a job well done, then your motivation and satisfaction levels rise, and hence you perform better. This is in line with Tamara's belief

Let us see why the other options are inconsistent with the question:

Salary and benefits should be considered more important than just a satisfying job that provides a small salary. - Inconsistent with her belief. There is no mention about salary and benefits with what Tamara believes. Tamara believes in job satisfaction as the primary driver for work quality

Employees have no interest in being recognized by management for a job well done. - Inconsistent. Employee's need to know their work has an impact.

Deadlines, when met, help create an environment where an employee is content with his or her job. - Irrelevant

Employees engage actively in assigned work when there is a free flow of communication between the employer and employee. - Nothing wrong with the statement but this has no relation with Tamara's belief

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