Motivation determines the direction, intensity, and outcome of work-related employee effort.

Question

BlackTom AI · Accepted Answer

The statement under consideration is: 'Motivation determines the direction, intensity, and outcome of work-related employee effort.'

Option 1: True. If we interpret motivation as the force that guides what employees choose to do (direction) and how hard they try (intensity), the claim captures important aspects of motivation. However, this option can be misleading because it implies motivation alone fully determines the outcome of effort, which is a simplification.

Option 2: False. In organizational behavior, performance (the outcome) is typically modeled as a function of multiple factors, not motivation alone. Specifically, performance is often described as a function of motivation, ability (skills and knowledge), and environmental or situational factors (resources, support, constraints). While motivation strongly influences direction and effort, it does not by itself guarantee the outcome because even highly motivated individuals may be limited by low ability or adverse conditions. This distinction highlights that outcome depends on an interaction of motivation with ability and environment, not motivation alone.

Additional nuance on the concept: motivation drives which goals are chosen (direction) and how persistently a person works toward them (intensity/persistence). Yet the actual effectiveness or outcome of that effort is constrained or enabled by other determinants, such as capability and the work context. When evaluation emphasizes only motivation, it risks neglecting these moderating factors.

In summary, the statement overstates motivation’s sole role by implying it determines the outcome of effort in all cases, whereas the established view recognizes motivation plus ability plus environment as jointly shaping performance.

Motivation determines the direction, intensity, and outcome of work-related employee effort.

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