Exam PMP topic 1 question 503 discussion

AI said D

It makes no sense to say the answer is B. Why is mentoring the slower ones considered a reward for the one who is high achieving? The focus should be, according to the PMBOK, to reward the high performance employee. D kills two birds with one stone.

If we think from Engineer standpoint, no body likes to get recognised privately so definitely not D. For me it looks the option is B, mentoring others enable other engineers to grow.

I Select option B

Interesting. The practice exam for PM ProLearn says B.

B is the PMP spirit, empower and encourage team collaboration and knowledge sharing.

The project manager should Request the high performing team member to mentor other team members. B

The project manager should **B. Request the high-performing team member to mentor the other team members**. This approach not only recognizes the high-performing team member's skills and contributions, but also leverages their expertise to uplift the entire team. It can foster a collaborative and learning-oriented environment, which can benefit all team members and the project as a whole. It's important to communicate this in a way that highlights the value of the high-performing team member's knowledge and the benefit to the team, rather than as a remedial measure. This can help maintain team morale and cohesion.

C because with be B the other members maybe be disappointed.

By choosing this option, the project manager is creating a win-win situation where the high-performing member feels valued, and the entire team benefits from their expertise.

https://www.pmi.org/learning/library/your-go-getters-keep-them-11217 You want to groom this high performer for future leadership roles within the company.

"The project manager is also concerned that the team member may leave if not rewarded for the contributions made" Option D will negatively affect this. So it cannot be the answer. Option D lacks transparency and the team may expect a public recognition instead of private. So Option B is better: The team being assigned as a mentor to others itself is a recognition to the team and it also helps the other team members to grow.

Cons of Option D: Lack of Transparency: Keeping rewards private might lead to a lack of transparency within the team, potentially eroding trust and team cohesion. Missed Learning Opportunity: Public recognition provides a learning opportunity for other team members to understand what constitutes exceptional performance and how it's valued. Retention Concerns: If the high-performing team member values public recognition and opportunities for growth, private rewards might not effectively address their needs. So Option B is better. The team being assigned as a mentor to others itself is a recognition to the team and it also helps the other team members to grow.

Privately reward and ask him not to make it public sounds like a disaster.

https://www.examtopics.com/discussions/pmi/view/56029-exam-pmp-topic-1-question-2505-discussion/ https://www.linkedin.com/pulse/6-reasons-why-mentorship-rewarding-uthra-ramachandran/

B. Request the high-performing team member to mentor the other team members: Recognize the skills and expertise of the high-performing team member by asking them to share their knowledge and experiences with other team members. This allows the high-performing team member to contribute further to the team's overall success while also helping to uplift and develop the skills of their peers.

I will go with D the best option is D, to reward the high-performing team member privately to avoid team disruption while still acknowledging their contributions. This will help maintain team cohesion while ensuring the high-performing team member feels valued and motivated to continue contributing. It is also important for the project manager to communicate the reasons for the private recognition and reassure other team members that their contributions are also appreciated.