QUESTION 3 Chidi Okonkwo is the newly appointed Head of Human Resources at Prestige Microfinance Bank Limited, a rapidly growing financial institution with branches in Enugu, Onitsha, and Owerri. The bank recently conducted an employee engagement survey which revealed that 60% of branch staff felt demotivated, primarily because performance targets were perceived as unachievable, rewards were not clearly linked to effort, and employees doubted whether the promised incentives would actually be delivered. The Board has tasked Chidi with designing a motivation framework to address these concerns and improve branch performance. Required: (a) Explain Victor Vroom's Expectancy Theory of motivation, identifying its THREE core components, and apply the theory to explain why branch staff at Prestige Microfinance Bank Limited are demotivated. (10 marks) (b) Describe the key features of an effective performance-related pay (PRP) scheme and explain how Prestige Microfinance Bank Limited can design a PRP scheme that addresses the specific motivational concerns identified in the survey. (9 marks) (c) Explain the concept of 'transformational leadership' and contrast it with 'transactional leadership'. Advise Chidi on which leadership approach is more appropriate for driving the cultural change required at Prestige Microfinance Bank Limited. (6 marks) (Total: 25 marks)