Detailed Explanation:
The correct answer is B. Attitude problems.
A well-designed reward and recognition program is intended to reinforce positive behavior, encourage involvement, improve morale, and strengthen motivation. These effects directly relate to employee attitude. When people feel that their efforts are recognized and valued, they are more likely to demonstrate commitment, cooperation, and a positive approach to work.
From a Quality Management Excellence perspective, reward and recognition systems are part of the people-management side of organizational excellence. They are used to influence culture and behavior, not to solve technical or structural management problems.
Why the other options are incorrect:
A. Interpersonal conflicts
Recognition programs may improve the work environment indirectly, but interpersonal conflicts usually require conflict resolution, communication improvement, coaching, or management intervention. Recognition alone is not the primary solution.
C. Management indecision
Management indecision is a leadership or governance issue. It is not solved through employee reward systems.
D. Technical incompetence
Technical incompetence requires training, qualification, coaching, or reassignment. Recognition programs cannot substitute for technical capability development.
Quality Management Excellence reference basis:
This answer is consistent with Quality Management Excellence principles related to:
motivating people,
reinforcing desired behaviors,
improving engagement and culture,
and aligning recognition systems with organizational performance and participation.
In management-system terms, recognition is a behavioral reinforcement tool, so it is most closely associated with improvement in employee attitude rather than technical skill or executive decision-making.
==========
