5 Motivation and Team Engagement Online Quiz Questions

True

False

Praise the whole team in public without mentioning what anyone contributed.

Thank the employee in a way they prefer and connect the thanks to their specific contribution.

Compare the employee with colleagues to encourage them to compete.

Offer a reward chosen without asking what the employee values.

Set a fixed performance result immediately, regardless of the team's experience or available resources.

Avoid setting any goals until the team has completed the work.

Set learning goals focused on testing approaches and building skills.

Set a challenging target but provide no feedback until the project ends.

Agree on clear outcomes but allow appropriate discretion over methods.

Provide coaching, tools, and useful practice opportunities.

Listen to employees and share relevant information with them.

Leave employees without agreed responsibilities or access to help.

Use arbitrary rewards to control how people approach the work.

True

False

Give employees full responsibility but no guidance, boundaries, or way to seek help.

Set clear outcomes and responsibilities while allowing employees appropriate discretion over methods.

Require one method for every task, even when different approaches could work.

Avoid explaining outcomes so that employees can decide what the work is for.

Keeping demands manageable.

Providing supportive working relationships.

Offering useful feedback and opportunities to develop skills.

Allowing enough discretion to do the work well.

Adding responsibility without enough time, authority, or support.

Relying on pressure or praise alone to keep people engaged.

Invite relevant information before deciding, explain the decision respectfully, and address concerns without retaliation.

Keep the criteria secret and tell employees not to question the decision.

Assign the work without hearing from affected employees, then refuse to explain the reasoning.

Use a consistent rule even if relevant differences in circumstances make the result unreasonable.

Set an ambitious target and leave employees to decide on their own whether they can meet it.

Set a specific, challenging goal, ensuring people are committed and have the ability and resources to pursue it, and provide feedback.

Set a broad goal and avoid reviewing progress so employees retain flexibility.

True

False

Require a fixed performance result immediately, before the team has tried the work.

Avoid setting any goals until the team has mastered every task.

Set learning goals focused on testing approaches and building skills.

Give a reward without explaining why, so employees compete to earn the next one.

Connect recognition to a real contribution and deliver it in a way that feels fair and non-controlling.

Use public comparisons to make the highest-performing employees stand out.

Apply identical outcomes in every case, regardless of relevant differences in circumstances.

Make decisions privately and provide no explanation to prevent disagreement.

Use understandable criteria, consider relevant circumstances, and explain decisions respectfully.