solve with reference

The article talks about motivation through five key points in how Wharton teaches new managers to deal with tricky, human issues (like the body-odor complaint). First up is autonomy: students are always asked, "What would you do?" and have to pick from options (like having a private chat, checking in medically, or verifying discreetly). This choice makes them feel responsible for their actions, which is a strong motivator. Next is competence/mastery: the course teaches practical skills-like confirming facts yourself, figuring out the root problems, and giving tough feedback "as gently as possible." Gaining these skills boosts their belief that hard work leads to good results. Third is relatedness/psychological safety: the advice to keep the complainant's identity safe, avoid shaming, and respect the dignity of the accused creates trust and a sense of belonging, which encourages extra effort. Fourth is procedural justice: Cappelli warns against just accepting complaints blindly; using a fair, evidence-based process shows respect and encourages compliance and teamwork. Lastly, there's goal clarity and feedback: working through scenarios makes ideals into specific actions-like verifying, meeting privately, explaining the impact, and following up with quick feedback from peers or instructors, which helps focus their effort and persistence. Are these points motivating? Absolutely-quietly but genuinely. The course connects how managers act to a positive purpose (a respectful workplace), gives newbies the freedom to navigate tricky situations, and helps them gain the skills to act ethically. By focusing on fairness, empathy, and mastery instead of fear or control, it sparks intrinsic motivation-the most lasting and inspiring type of motivation for new managers and their teams