What is a key incentive for employees suggested by Theory O?

Theory O, which emphasizes organizational development, focuses on the people aspect of change management. A key incentive for employees within this framework is the increase in responsibilities and commitment, which aligns with the theory's overall goal of fostering a culture of participative management and employee engagement. When employees are offered increased responsibilities, they often feel more valued and integrated into the decision-making process, leading to higher job satisfaction and commitment to the organization's goals. This approach encourages employees to not only contribute more effectively but also take ownership of their roles, making them more likely to embrace change initiatives positively.

In contrast, other options like financial bonuses for immediate results may incentivize short-term performance rather than long-term engagement. Stable employment, while essential for employee morale, does not inherently drive for high levels of commitment or engagement in the transformational processes suggested by Theory O. Promotional opportunities can be appealing, but they often rely on existing structures rather than the participatory nature encouraged by Theory O, which focuses more on holistic development rather than hierarchical advancement.