Final answer:
Employees are indeed often more motivated to improve their performance when they have a clear understanding of how their actions relate to their rewards. This theory is supported by organizational behavior concepts like the Hawthorne effect. Different sources can motivate individuals, including intrinsic rewards and recognition of their efforts.
Step-by-step explanation:
The statement that employees are more motivated to improve performance when they have a clear connection between their daily actions and their rewards is generally considered to be true. This is because establishing a line of sight between actions and rewards often leads to a more engaged and motivated workforce. When employees can see how their individual contributions impact their compensation, recognition, or advancement, they are incentivized to maintain or improve their performance.
The concept is further supported by organizational theories and empirical evidence, such as the Hawthorne effect, which states that employees are more productive when they are being observed by researchers or supervisors. However, motivation can also be intrinsic, as suggested by the businessman who comforts himself with the idea that hard work is its own reward. Motivation theories, like those proposed by Davis and Moore, also emphasize the importance of rewarding valuable work to encourage higher productivity levels.