Final answer:
The statement that individualizing rewards can increase an employee's P∙O expectancies is true as it enhances the connection between good performance and meaningful outcomes. Work content is a key predictor of job satisfaction, and scientific management aimed to increase workers' efficiency. Revolutionary war soldiers were not well rewarded for their service.
Step-by-step explanation:
The question refers to the concept of P∙O (Performance-to-Outcome) expectancy, which is part of the expectancy theory of motivation. The statement that one way to increase an employee's P∙O expectancies is to individualize rewards is true. By tailoring rewards to the individual preferences and values of employees, employers can effectively enhance the perception that good performance will lead to meaningful outcomes, thereby boosting motivation.
Regarding the businessman who believes that hard work is its own reward, this mindset does not necessarily address expectancy theory directly but reflects an intrinsic form of motivation.
When asked about the most strongly predictive factor of overall job satisfaction, work content often ranks high compared to financial rewards, personality, or autonomy. This indicates that the intrinsic aspects of a job can deeply influence how satisfied employees feel.
The goal of scientific management was primarily to increase workers' efficiency through optimizing work processes and reducing wasted effort, rather than focusing on raising workers' pay.
In the historical context, it is false to assert that Revolutionary war soldiers were well rewarded for their service; in reality, many soldiers faced delays in payment and insufficient rewards for their commitment.