Assume that you have a woman in your department who is very conscientious and does more and better work than anyone else. In this case, as her supervisor, you should:

• A. Grant her unusual privileges.
• B. Make every effort to show her that her efforts are appreciated.
• C. Persuade her to slow down because others resent a speed-up.
• D. Assign her less work as a reward for her services.

Answer: (B)

The main idea here is that recognizing and appreciating an employee’s sustained high performance is a powerful way to reinforce that behavior and maintain morale. When a conscientious worker consistently does more and better work, showing appreciation communicates that her efforts are valued and important to the team. This kind of acknowledgment helps her stay motivated, continues to drive high performance, and supports a positive work climate.

Granting unusual privileges would read as favoritism and could provoke resentment among coworkers, especially if the privileges aren’t clearly tied to visible performance or fairness standards. Persuading her to slow down sends the wrong message—that excellence should be dampened or discouraged—so it can undermine motivation and productivity. Assigning less work as a reward reduces opportunities for growth and contribution, and it can be unfair to others who are equally capable and aims to protect workload balance.

So, expressing sincere appreciation—through praise, recognition in appropriate forums, or providing meaningful development opportunities—best reinforces desired performance while preserving fairness and team harmony.