During a sprint review, the project manager publicly commends Olivia for automating a test script that cut regression time by 30 percent. According to well-known motivation theories, what impact is this public recognition most likely to have on the rest of the project team?
Little changes; recognition is a hygiene factor with minimal motivational effect.
Most teammates will lose intrinsic drive as external praise crowds it out.
Others will relax, assuming only top performers receive rewards, leading to social loafing.
Peers are more likely to seek comparable ways to add value because visible praise reinforces desirable behaviours.
Recognition is identified as a core "motivator" in Herzberg's Two-Factor Theory, meaning it can raise satisfaction and spur higher performance. Visible, specific praise reinforces the behaviour that the organisation wants to see; research on peer recognition shows that what gets recognised tends to be repeated. Therefore, other team members are likely to look for similar opportunities to contribute and gain comparable recognition, rather than becoming complacent or demotivated.
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