To enhance the employee conscientiousness factor that influences the motivation to learn, an organization should

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BlackTom AI · Accepted Answer

When evaluating how to enhance the employee conscientiousness factor that influences the motivation to learn, we need to consider how awareness and personal relevance drive learning behavior.
Option 1: 'provide the resources necessary for employees to use training content in their work.' While having resources is important, this addresses capability and opportunity more than the conscience or motivation to learn itself. It supports learning once there is motivation, but it doesn’t directly stimulate the motivation to learn.
Option 2: 'share employees’ performance appraisal information with them.' Providing performance data can increase self-awareness, but sharing appraisal details alone might trigger defensiveness or anxiety and does not inherently enhance the motivation to learn. It may be used pedagogically, but it is not the clearest lever for conscientiousness toward learning.
Option 3: 'provide remedial training to employees.' Remedial training targets gaps in knowledge or skill, which improves performance, yet it is typically reactive rather than proactively enhancing the motivation to learn. It addresses deficiency rather than cultivating proactive learning drive.
Option 4: 'communicate the need for learning.' This choice directly targets motivational antecedents by clarifying why learning matters, aligning personal goals with organizational goals, and signaling importance. Clear communication about the need for learning can elevate conscientiousness by shaping attitudes, priorities, and perceived value of development.
Option 5: 'encourage employees to provide feedback to each other.' Peer feedback supports learning culture and reflection, but on its own it does not explicitly establish the motivation or conscientiousness to engage in learning. It complements motivation but isn’t the primary lever to enhance the motivation to learn.
In summary, Option 4 directly addresses the motivational cue—understanding why learning is needed—which strengthens conscientiousness toward learning, whereas the other options contribute to learning in supportive or indirect ways but do not, by themselves, robustly enhance the motivation to learn.

To enhance the employee conscientiousness factor that influences the motivation to learn, an organization should

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To enhance the employee conscientiousness factor that influences the motivation to learn, an organization should

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类似问题

Which HRM task focuses on activities like employee orientation, training and development, and performance management?

Please order the five steps in the training and development process in correct sequence with 1 being the earliest and 5 being the latest.

Formal education, job experiences, and assessment of personality and abilities that help employees prepare for the future are all aspects of Blank ______.

In order for employees to learn, they must have both Blank ______, characteristics that provide them with the desire, energy, and focus necessary to learn from training, and Blank ______, the desire of the trainee to learn the content of the training program.

The strategic approach to training includes four phases: job analysis, job design, implementation, and evaluation.

Which of the following are true of training and development in a learning organization? 题目解析

In implementing a training program, all of the following are important considerations, except:

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希望你的学习变得更简单

In order for employees to learn, they must have both Blank , characteristics that provide them with the desire, energy, and focus necessary to learn from training, and Blank , the desire of the trainee to learn the content of the training program.