16. A safety manager for a large community hospital reviews safety reports for the year and realizes that safety incidents are reduced by 25%. The manager feels a sense of pride in that accomplishment. Which type of incentive is being provided to the manager?
Answer: A
Intrinsic reward
The safety manager experiences a sense of pride from the reduction of safety incidents, which signifies an intrinsic reward. This type of incentive arises from personal satisfaction and fulfillment derived from achieving meaningful goals.
A) Intrinsic reward
This option is correct because intrinsic rewards are internal and relate to personal satisfaction and pride. The manager's feeling of pride in improving safety reflects an internal motivation rather than an external one.
B) Gain sharing
Gain sharing is a financial incentive that involves sharing the company's financial gains with employees based on performance improvements. In this case, there is no mention of financial rewards or shared gains, making this option incorrect.
C) Extrinsic bonus
An extrinsic bonus refers to a tangible reward given for achieving certain performance metrics, typically in the form of money or gifts. Since the manager's pride is not linked to a monetary bonus, this option is also incorrect.
D) Performance incentive
While performance incentives can include intrinsic and extrinsic rewards, this option is too broad. The specific nature of the manager's pride indicates that the incentive is intrinsic rather than purely performance-based, which may involve external rewards.
Conclusion
The intrinsic reward accurately reflects the safety manager's feelings of pride stemming from the achievement of reducing safety incidents. Other options fail to capture the internal satisfaction that comes from personal accomplishment, as they focus on external or financial incentives. This highlights the importance of recognizing intrinsic motivation in workplace achievements.