The Case
What was one of Alex’s biggest leadership issues during meetings?
A: He gave vague directions and unclear goals.
B: too supportive
C: too much participation
D: he wasn't removing technical roadblocks
He gave vague directions and unclear goals.
Which link focuses on ensuring that rewards are clearly tied to performance?
A) Outcomes →Satisfaction
B) Motivation → Performance
C) Performance → Outcomes
D) Performance → Motivation
C: Performance → Outcomes.
What does “E–A–M” stand for?
Expectations, Ability, and Motivation.
What is the main idea behind Path–Goal Theory?
A: Leaders motivate by clarifying goals and removing obstacles.
B: Focus only on enforcing deadlines to improve productivity.
C: Motivate employees by assigning more tasks and increasing pressure.
A: Leaders motivate by clarifying goals and removing obstacles.
Alex provided consistent leadership for all team members.
True or False:
False — he micromanaged new hires but was hands-off with senior staff.
When the team agreed to “push hard” but didn’t define it, which link broke down?
A) Outcomes →Satisfaction
B) Motivation → Performance
C) Performance → Outcomes
D) Performance → Motivation
B: Motivation → Performance link.
What is the goal of the E–A–M approach?
A: To diagnose performance problems constructively
B: Encourage employees to compete by increasing performance rankings.
C: Focus primarily on external rewards to fix motivation problems.
D: Set stricter rules to ensure compliance and reduce errors.
A: To diagnose performance problems constructively instead of assigning blame.
How did Alex partially apply the Path–Goal Theory?
He removed roadblocks when problems arose.
What was one of the key issues with this case?
A: Funding
B: Roadblocks
C: Motivation & unclear goals.
D: Qualification
Motivation & unclear goals.
A company introduces a team bonus that rewards everyone equally, regardless of effort. Which factor suffers most, and why?
A) Outcomes →Satisfaction
B) Motivation → Performance
C) Performance → Outcomes
D) Performance → Motivation
A: Outcomes → Satisfaction, because rewards don’t feel fair or meaningful.
In the “Expectations” step, what should a manager confirm?
A: motivation
B: clarity
C: capabilities
B: That goals and performance expectations were clearly communicated and understood.
Where did Alex fail to apply Path–Goal Theory correctly?
A: Clarity
B: Roadblocks
C: Assigning tasks
A: He didn’t clarify team goals or provide a clear path forward.
What software product was Stratosphere Solutions preparing to launch?
Horizon
what are the factors of the four factor model
Motivation, performance, outcome, and satisfaction
In the “Ability” step, what should managers check?
A: motivation
B: clarity
C: Skills
C: Whether employees have the skills, tools, and resources to perform.
What should Alex have done before removing obstacles?
A: offer a bonus
B: Diagnosed team needs and clearly defined goals.
C: Offer paid vacation
B: Diagnosed team needs and clearly defined goals.
What reward was offered to the team for launching on time?
A: A bonus
B: Paid Vacation
C: Company Retreat
A flat launch bonus for all eligible staff
If outcomes are unclear or inconsistent, it only affects satisfaction, not motivation.
True or False:
False, unclear outcomes can weaken both satisfaction and motivation.
In the “Motivation” step, what should managers explore?
Whether employees are willing and driven to perform the task.
How would using Path–Goal Theory improve motivation at Stratosphere Solutions?
It would create clarity, structure, and stronger motivation toward shared goals.