Which claim is more effective?

The adoption of the new leadership style poses a serious threat towards motivation in the workplace.
Motivation is prioritizing a choice among other alternative forms of voluntary activities (Martinus & Ramadanty, 2016).

Question

Which claim is more effective?

The adoption of the new leadership style poses a serious threat towards motivation in the workplace.
Motivation is prioritizing a choice among other alternative forms of voluntary activities (Martinus & Ramadanty, 2016).

BlackTom AI · Accepted Answer

Question restatement: Which claim is more effective? The adoption of the new leadership style poses a serious threat towards motivation in the workplace. Motivation is prioritizing a choice among other alternative forms of voluntary activities (Martinus & Ramadanty, 2016).

Option 1: The adoption of the new leadership style poses a serious threat towards motivation in the workplace.
- This claim asserts that adopting a new leadership style could threaten motivation at work. To evaluate its effectiveness, one would consider how leadership style changes impact motivational factors such as autonomy, competence, relatedness, and perceived support. If the new leadership style undermines these factors, it could reasonably be seen as threatening motivation, which makes this statement plausible in contexts where leadership change reduces grip on employee empowerment or clarity. The reasoning hinges on the idea that leadership approaches influence motivation levels, and a poorly implemented or poorly suited style could indeed threaten motivation.

Option 2: Motivation is prioritizing a choice among other alternative forms of voluntary activities (Martinus & Ramadanty, 2016).
- This statement attempts to define motivation as a process of choosing among voluntary activities. While choosing among alternatives is related to motivational processes, this definition is somewhat narrow and incompletely captures the broader concept of motivation, which includes internal drives, goal pursuit, expectancy, and reinforcement. Additionally, it cites a specific source, but the definition may not align with mainstream motivational theory that treats motivation as more than simply prioritization among activities. This makes the claim less robust as a general definition and potentially misleading in discussions about what motivates behavior.

Overall evaluation:
- The first option focuses on the practical impact of a leadership style on workplace motivation, which is a testable and context-dependent claim about effectiveness. If we are evaluating which claim is more effective in describing a motivational outcome under leadership change, this option offers a direct causal consideration that can be observed or measured in organizational settings.
- The second option provides a definitional statement about motivation that may be overly simplistic and not universally accepted, making it less effective as a standalone claim about motivation in organizational contexts.

In summary, option 1 presents a more actionable and context-relevant claim regarding the effect of leadership style on motivation, whereas option 2 offers a narrower, potentially incomplete definition of motivation that may not capture its full complexity in workplace settings.

LLED_V 200 V06 2025W1 Which claim is more effective?

Which claim is more effective? The adoption of the new leadership style poses a serious threat towards motivation in the workplace. Motivation is prioritizing a choice among other alternative forms of voluntary activities (Martinus & Ramadanty, 2016).

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