PMP People — Leading Projects Practice Question
During a project, you notice that a team member with specialized skills is becoming demotivated because their work is not being recognized. What is the BEST way to address this?
⚠ Common exam trap
Candidates often choose a monetary bonus (Option B) as a quick fix, confusing extrinsic rewards with the deeper need for recognition, which is a core motivator in PMP's people-centric leadership approach.
Answer choices
Why each option matters
Answer the question above first, then reveal the full breakdown to understand why each option is right or wrong.
Correct answer & explanation
✓
Publicly acknowledge the team member's contributions during team meetings.
Publicly acknowledging the team member's contributions directly addresses the root cause of demotivation—lack of recognition—by leveraging positive reinforcement and team visibility. This aligns with the PMP's focus on servant leadership and motivational theories like Herzberg's hygiene factors, where recognition is a key motivator. It fosters a supportive team culture without bypassing the project manager's direct relationship with the team member.
Answer analysis
Option-by-option breakdown
For each option: why learners choose it and why it is or isn't the right answer here.
- ✗
Discuss the issue with the team member's supervisor.
Why it's wrong here
Involving a team member's functional manager or supervisor without first attempting direct communication is generally counterproductive and can undermine the project manager's authority and the team member's trust. A PMP prioritizes direct engagement to understand the root cause of any observed issue and to empower the team member to resolve it, aligning with principles of servant leadership and effective team development. Escalation should be a last resort, not an initial step.
- ✗
Give the team member a monetary bonus.
Why it's wrong here
While monetary incentives can be effective for certain performance goals, they are often not the most appropriate or sustainable solution for addressing intrinsic motivational issues like a perceived lack of recognition. Project budgets may not always accommodate impromptu bonuses, and such a reward might be perceived as transactional rather than genuine appreciation, potentially failing to address the underlying need for acknowledgement and value. Furthermore, it might set an unsustainable precedent for future team interactions.
- ✗
Assign the team member more challenging tasks.
Why it's wrong here
Assigning more challenging tasks primarily addresses a team member's need for growth, skill development, or autonomy, which are distinct motivators from recognition. While increased responsibility can be motivating, it does not directly fulfill the specific need for acknowledgement of past contributions or current value. In fact, without proper recognition, adding more demanding work could exacerbate feelings of being undervalued or overworked, rather than improving morale.
- ✓
Publicly acknowledge the team member's contributions during team meetings.
Why this is correct
Publicly acknowledging a team member's contributions directly addresses the fundamental human need for recognition and appreciation, which is a powerful intrinsic motivator. This action aligns with servant leadership principles by valuing and supporting team members, fostering a positive team environment, and reinforcing desired behaviors. Such recognition boosts morale, strengthens team cohesion, and demonstrates the project manager's commitment to valuing individual efforts and achievements within the project context.
Go deeper
Related to this question
Learn chapter
Introduction to the PMP Exam and Project Management Basics
Key term
Organizational Change Management
Organizational Change Management (OCM) is the structured approach to preparing, supporting, and guiding people through changes in an organization to ensure lasting success.
Key term
Project Management Plan
A formal, approved document that defines how a project is executed, monitored, controlled, and closed, serving as the single source of truth for the project team.
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Written by Johnson Ajibi, MSc IT Security
Senior Network & Security Engineer · founder of Courseiva
This PMP practice question is part of Courseiva's free PMI certification practice question bank. Courseiva provides original exam-style practice questions with explanations, topic-based practice, mock exams, readiness tracking, and study analytics to help learners prepare for the PMP exam.