Final answer:
The statement that the Motivator-Hygiene Theory emphasizes the importance of job content for employee motivation is true. Work content is the most predictive factor of job satisfaction, aligning with personal growth and responsibility. Carl mowing the lawn for payment is an example of extrinsic motivation.
Step-by-step explanation:
The Motivator-Hygiene Theory, also known as Herzberg's two-factor theory, indeed posits that job content is a key source of employee motivation, making statement A ('Motivator-Hygiene Theory highlights the idea that job content is an important source of employee motivation.') true. According to this theory, there are factors that can cause satisfaction (Motivators), which are related to the content of the work itself — such as recognition, responsibility, and personal growth — and there are different factors that can cause dissatisfaction (Hygiene factors), related to the conditions surrounding the job — like company policies, supervisory practices, or wages.
When considering what factors are most predictive of overall job satisfaction, options like financial rewards, personality, autonomy, and work content are suggested. However, the current consensus suggests that work content is the most strongly predictive factor of overall job satisfaction, as it aligns with internal motivation and satisfies higher-level psychological needs. This is supported by research that indicates employees find satisfaction when they have autonomy, are involved in decision-making, and feel integral to the outcomes of their work.
Expanding on motivation theories, we can take Carl who mows his neighbor's yard for $20 as an example. His motivation would be categorized as extrinsic since he is driven by an external reward. This contrasts with intrinsic motivation, where actions are performed due to an internal desire, such as personal satisfaction or fulfillment.