To whom should a leader extend perks when appropriate?

To whom should a leader extend perks when appropriate?

• A. Direct team members
• B. His employees' family members
• C. High-level executives only
• D. Clients and customers

Answer: (B)

A leader should extend perks when appropriate to direct team members. Providing perks to those directly involved in the work creates a positive team environment, boosts morale, and encourages loyalty among team members. By recognizing and rewarding the contributions of their team, a leader fosters a culture of appreciation and motivation, which can lead to improved performance and productivity. Offering perks solely to high-level executives, clients, or family members of employees may create divisions within the team or lead to perceptions of favoritism. Instead, a focus on the individuals who directly contribute to the organization’s success ensures that recognition and rewards are given where they can have the most impact. This practice not only reinforces the value of teamwork but also enhances the overall work culture, making it more inclusive and equitable.

A leader should extend perks when appropriate to direct team members. Providing perks to those directly involved in the work creates a positive team environment, boosts morale, and encourages loyalty among team members. By recognizing and rewarding the contributions of their team, a leader fosters a culture of appreciation and motivation, which can lead to improved performance and productivity.

Offering perks solely to high-level executives, clients, or family members of employees may create divisions within the team or lead to perceptions of favoritism. Instead, a focus on the individuals who directly contribute to the organization’s success ensures that recognition and rewards are given where they can have the most impact. This practice not only reinforces the value of teamwork but also enhances the overall work culture, making it more inclusive and equitable.