Worldatwork GR1 Exam - Topic 2 Question 84 Discussion

Actual exam question for Worldatwork's GR1 exam

Question #: 84
Topic #: 2

At a company communications event, several employees were awarded certificates for their roles in improving customer service. Later, their manager noticed some of the certificates in the trash bin. Which essential element for success did the manager miss?

ALink rewards to the performance evaluation

BEmploy meaningful rewards

CReward group or team accomplishments

DMake sure that measurement is accurate

Show Suggested Answer

Suggested Answer: B

by Olene at Sep 13, 2024, 08:40 PM

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Daniel

7 months ago

I thought certificates were a big deal, guess not!

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Alecia

7 months ago

Definitely should link rewards to performance!

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Ciara

7 months ago

Wait, why would anyone throw those away?

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Ma

7 months ago

Totally agree, meaningful rewards matter!

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Chantay

7 months ago

Sounds like they didn't pick the right rewards.

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Pete

8 months ago

I don't recall measurement accuracy being a big focus in our discussions. Maybe it’s about making sure the right metrics are used?

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Jerlene

8 months ago

I wonder if rewarding group accomplishments is the issue here. It seems like teamwork is often overlooked in these scenarios.

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Rosendo

8 months ago

I'm not entirely sure, but I feel like linking rewards to performance evaluations could be key. There was a practice question about that, right?

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Kanisha

8 months ago

I think the manager might have missed employing meaningful rewards. I remember studying how important it is for rewards to actually resonate with employees.

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Ernest

8 months ago

Ugh, these reward system questions can be so tricky. I'm going to carefully read through the options and try to figure out what the manager missed.

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Francene

8 months ago

I've got a good feeling about this one. I think the answer is B - the manager needs to make sure the rewards are meaningful and actually matter to the employees.

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Tyra

8 months ago

I'm a bit confused - is the issue that the employees didn't value the certificates? Or that the manager didn't link the rewards to their actual performance?

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Gearldine

8 months ago

Okay, let's see. The key here seems to be making sure the rewards are meaningful and actually motivate the employees.

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Valda

8 months ago

Hmm, this seems like a tricky one. I'll need to think carefully about the different elements of a successful reward system.

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Effie

2 years ago

Oh man, can you imagine the look on the manager's face when they saw those certificates in the trash? Talk about a morale-killer. They should have just handed out free donuts or something instead.

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Stephane

2 years ago

B) Employ meaningful rewards

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Tanja

2 years ago

C) Reward group or team accomplishments

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Helaine

2 years ago

A) Link rewards to the performance evaluation

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Marti

2 years ago

You know, if they had rewarded the whole team instead of just individuals, maybe the employees would have actually cared about those certificates. Teamwork is where it's at, am I right?

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Tabetha

2 years ago

C) Reward group or team accomplishments

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Rima

2 years ago

B) Employ meaningful rewards

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Crista

2 years ago

A) Link rewards to the performance evaluation

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Mitsue

2 years ago

Hah, I bet the manager forgot to even check if the measurement of their customer service improvements was accurate. They probably just handed out the awards based on hearsay.

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Roselle

2 years ago

D) Make sure that measurement is accurate

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Ardella

2 years ago

B) Employ meaningful rewards

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Carla

2 years ago

C) Reward group or team accomplishments

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Ellsworth

2 years ago

A) Link rewards to the performance evaluation

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Tegan

2 years ago

Dude, the answer is obviously B. Meaningful rewards are the key to keeping employees engaged and motivated. Those certificates were probably just a formality.

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Josephine

2 years ago

Oh come on, how hard is it to understand that the manager should have made sure the rewards were actually meaningful to the employees? Clearly, they just tossed the certificates in the trash, so there was no real impact.

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