Supervisory Employee Motivation and Engagement Flashcards

A supervisor wants to set motivating goals for the team. Which goal-setting framework is most commonly recommended?

Answer: SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound)

SMART goals provide a clear, structured framework that makes expectations concrete and progress measurable.

An employee repeatedly exceeds targets but has never been formally recognized. What risk does the supervisor face?

Answer: The employee may seek recognition and opportunity elsewhere

High performers who feel unrecognized often leave for environments where their contributions are acknowledged.

How does autonomy contribute to employee motivation according to Self-Determination Theory?

Answer: It satisfies the basic psychological need to feel self-directed, increasing intrinsic motivation

Self-Determination Theory identifies autonomy as a core psychological need; when met, it significantly boosts intrinsic motivation.

A supervisor consistently takes credit for the team's successes. What effect does this have on motivation?

Answer: Employee motivation and trust decline as contributions feel invisible

When supervisors claim team credit, employees feel devalued, which erodes trust and reduces motivation over time.

Which of the following best describes 'extrinsic motivation'?

Answer: Performing work in exchange for external rewards such as bonuses or promotions

Extrinsic motivation is driven by external outcomes like pay, promotions, or recognition from others.

A supervisor wants to increase team cohesion and motivation. Which activity is most directly effective?

Answer: Facilitating collaborative problem-solving sessions where team input shapes decisions

Collaborative problem-solving builds cohesion by giving employees shared ownership over outcomes and decisions that affect them.