In applying rewards, the most appropriate practice is to ensure that rewards are:

• A. Given regardless of performance.
• B. Never tangible.
• C. Inconsiderate and arbitrary.
• D. Motivating or insulting— depending on if recipient deserves it.

Answer: (D)

Rewards work best when they are tied to performance and perceived as deserved. When someone earns a reward, it serves as a clear signal that effort and results matter, which is motivating. If rewards are given without regard to how someone performed, they lose value and can demotivate those who did perform well. At the same time, handing out rewards unfairly or inconsistently can feel insulting to others and undermine trust in the system. So the most appropriate practice is to ensure rewards are meaningful, deserved, and aligned with the recipient’s performance, which makes them motivating and avoids demoralizing or insulting perceptions.