PMP · Question #90
A senior developer working on a large artificial intelligence (AI) project has worked hard and shown excellent results. The project manager is very happy with the developer's contribution and thinks t
The correct answer is D. Reward the developer according to their motivations and interests. The project manager should reward the developer in a way that aligns with their individual motivations and interests to ensure the recognition is meaningful and impactful.
Question
A senior developer working on a large artificial intelligence (AI) project has worked hard and shown excellent results. The project manager is very happy with the developer's contribution and thinks that the developer deserves a reward. What should the project manager do?
Options
- ACreate an opportunity for the project team to recognize this developer
- BPrint a recognition certificate and present it to the developer during a meeting
- CSend a recognition email to the team and copy management
- DReward the developer according to their motivations and interests
How the community answered
(29 responses)- A7% (2)
- B3% (1)
- C14% (4)
- D76% (22)
Why each option
The project manager should reward the developer in a way that aligns with their individual motivations and interests to ensure the recognition is meaningful and impactful.
Team recognition is good but might not be the most effective or preferred method for every individual; it needs to be tailored to the person.
A recognition certificate in a meeting is a generic form of public recognition that might not align with the developer's specific motivations or interests.
A recognition email, while positive, is also a generic approach and may not be as impactful as a personalized reward aligned with the individual's preferences.
Effective recognition and reward are highly personalized; what motivates one individual may not motivate another. The project manager should understand the senior developer's specific motivations and interests (e.g., public recognition, a challenging new assignment, professional development, time off, a bonus) and tailor the reward accordingly to maximize its positive impact on morale, engagement, and future performance.
Concept tested: Team motivation; tailored recognition
Source: https://www.pmi.org/pmbok-guide-standards/foundational/pmbok/project-resource-management
Topics
Community Discussion
3
Wei W.Jul 4, 2026D is correct. Recognition only lands when it actually means something to the person receiving it, so the PM needs to understand what motivates this developer rather than projecting their own idea of a reward onto them.
Dervla O.Jul 5, 2026Picked A first because team-based recognition sounds like the inclusive, servant-leadership move the exam loves. Then I re-read the stem and noticed it says the developer deserves a reward, not just acknowledgment, which points toward tailoring the gesture to the individual. PMI keeps hammering that effective motivation requires understanding what actually drives each person, so a generic certificate or email falls short. D is the only option that ties recognition to the developer's specific interests, which is the distinction the question is really testing.
Yusuf A.Jul 5, 2026Got D on my exam last month and the key is that PMI wants you to tailor recognition to the individual, not just apply a one-size-fits-all reward. My mentor at work showed me something similar when he noticed one of our devs hated public attention but loved getting extra time to explore new tech, so he rewarded her with a learning budget instead of a shoutout at the team meeting. Options A, B, and C all assume the developer wants public recognition, which might actually backfire depending on their personality. D is the only answer that accounts for what actually motivates the specific person