Motivation and job satisfaction can be built-in to a job for the most part, based on known research in this area. In this Discussion, you have the opportunity to both do some of your own research as well as apply existing research to a past or current job of your own. Do some research in the Library by accessing the Academic Tools under Course Resources. Once in the Library, select the “peer reviewed” check box under the search bar, and then research current articles regarding motivation theory to answer and justify your response to the following: Label your responses as Part 1 and Part 2. Topic: Incorporating Research With the current trend towards providing support for assertions in the news, social media, academics, and business (i.e., analytics) learning to find support for your statements is a valuable skill. In this Discussion you will get some practice finding support for the topic provided as well as some practice applying a model to explain your response to a query. Part 1: Supporting Assertions Go to the Library following the instructions above, and look for peer-reviewed research articles regarding the topic of: “Better salary and benefits motivate better employee performance.” It does not matter whether the peer-reviewed research found support or not for this statement. Your job is to: Choose an article not used by another student in this Discussion, and report the findings using an in-text citation (see the Learning Activity), and accompanying reference in APA format. (Hint: In research studies, you can look at the Abstract section at the beginning or in the final pages where the summarized results are usually found.) Part 2: Applying the Job Characteristics Model Discuss your current or past job in terms of the Job Characteristics Model (see the Learning Activity on Motivation applied—part 3) to explain why you were or are currently motivated and satisfied or not, with the work. Just do response each posted # 1 to 3 down below only Posted 1 Part 1 For this part of my discussion response I chose “The Development of a Model for the Distribution of Merit Pay Increase Monies for Municipal Agencies: A Case Study”. (McKinney, Mulvaney, & Grodsky, 2013) In this study, the authors examined how pay raises were determined and distributed according to an employee’s perceived level of performance and how employees perceived the fairness of how raises were determined and given. It was determined that, in this case, the agency being studied, preferred a “forced distribution” technique in which evaluators were then asked to place employees’ performances into specific categories. Depending on which category the employee fell in to, determined the raise they received. Each category had already been assigned a percentage of raise that the employees who fell into those categories would receive. The researchers reached the conclusion that employees generally felt their raises were fair and the merit pay increase was an improvement over the previous raise program. References McKinney, W. R., Mulvaney, M. A., & Grodsky, R. (2013). The Development of a Model for the Distribution of Merit Pay Increase Monies for Municipal Agencies: A Case Study. Public Personnel Management, 471-492. Part 2 For this part of the discussion I would like to use my experiences from my second to last job as a Finance Revenue Auditor for a local casino. I am choosing this experience because of my complete lack of motivation for the work I did which eventually led to my leaving this position. For the core dimensions of the Job Characteristics Model, this position lacked in two of the areas I feel I need most; skill variety and autonomy. (Robbins & Judge, 2019) The position required the same skill sets every day and I was not responsible for the outcomes of the work itself. Because of this, I became bored and felt distanced from the importance of the position. I felt I had a responsibility to my teammates and so I did have a low absenteeism rate, however I was not motivated or even remotely interested in going to work each day. I knew this was a position I could not stay in long term and eventually found another position as a Teller with a bank. Posted 2 Part 1: According Woods (2019), employees are more likely to perform their duties at their max when they are fully satisfied with their salary. A person who is making the money they know they deserve are more motivate to their job and is actually happy to come to work. They feel valued and be well compensated for their job and in return this person will not be inclined to look for another job outside of the company. They will invest their time and stay loyal to the company. They will also protect the brand of the company. Woods, Laura (2019). How can Salary Influence a Worker’s Performance in an Administration? Retrieved from: https://work.chron.com/can-salary-influence-workers-performance-administration-25950.html Part 2. I have been working for the same company going on 13 years now. I have my ups and downs about my company, however I am still loyal. I have invested so many years with the company and protected the brand. I started with sales and moved my way up in the company. Working for my company requires a skill variety. According to Robbins and Judge (2019), skill variety is “degree to which a job requires a variety of different activities”. Being in sales management, you have to have the skills to sell and be able to connect with the customers as well as your team, be able to multi-task as well as knowledgeable of current promotions and products that you are selling. Be able to work the sales floor and the back room as well. Be able to do the operations part to make sure the business is functioning properly. Robbins, S. P., Judge, T. A. Organizational Behavior. [Purdue University Global Bookshelf]. Retrieved from https://purdueuniversityglobal.vitalsource.com/#/books/9780134729749/ Posted 3 Part 1 For Part 1, the article that I selected was “Job satisfaction and employee performance in Nasarawa State Water Board, Lafia, Nigeria”, by Aule Oravee, Solomon Zayum and Bulus Kokona. The article and associated study details wither intrinsic determinants or extrinsic rewards play a larger role in job satisfaction. The population of study was the employees of the Nasarawa State Water Board, where employee performance had been suffering for the decade leading up to the study. Through employee surveys and one on one interviews the researchers were able to determine that; although both intrinsic and extrinsic motivators had net positive results on employee job satisfaction, in this case extrinsic reward had the more significant effect. In short, “Intrinsic rewards are crucial to job satisfaction and employee performance in every organization. However, because employees of NSWB are more concerned with primary needs, management of the Board should give adequate attention to extrinsic needs (salary and promotion) to improve the degree of job satisfaction- employee performance in the organization”. (Oravee, A., Zayum, S., & Kokona, B. (2018)) Now this article does align to a hypothesis that “Better salary and benefits motivate better employee performance.” But what this article also highlights is that you need both. The extrinsic can satisfy short term needs, but to have long term job satisfaction you need suitable intrinsic motivations. Part 2 In terms of measuring my past and current position against the Job Characteristics Model, I should be among the most satisfied people in the world. As a Manufacturing Engineering in the Aerospace industry, my job measures high in all five core aspects. In developing and improving processes you need to use every skill set you have, analytical, practical, theoretical. For task identity, the scope of work that I complete is usually defined as a work package. Everything from initial process development through to process validation. Task significance, for the past decade I have been working on components that are used to put and keep planes in the sky (along with the people inside). In considering autonomy, what I do is half the definition of autonomy, determining processes. And finally feedback, if a process that I create does not work or yield the desired result, feedback is quick and apparent. Now I will be the first to admit there is little that I have to complain about when it comes to motivation. I love solving problems, trying new things, and just making things happen. I would however argue that this is an over simplified model. There are plenty of detractors that can wear away at overall job satisfaction. Oravee, A., Zayum, S., & Kokona, B. (2018). Job satisfaction and employee performance in Nasarawa State Water Board, Lafia, Nigeria. Cimexus, 13(2), 59–70. Retrieved from https://search-ebscohost-com.libauth.purdueglobal....

Discussion Question Trace a real or hypothetical new product through the steps in the new product development process, including idea generation, concept verification and testing, actual development, and test marketing. Discuss the establishment of “go/kill” points, meaning the criteria used to determine whether to proceed with the new product idea or abandon it at various stages in the process. The idea generation stage should include potential sources of ideas such as trend monitoring, serendipity, or customer focus groups. The concept testing stage should include possible modifications based on feedback from potential customers, such as asking customers how this new product idea compares with present ways of the need the new product is intended to satisfy.The final paragraph (three or four sentences) of your initial post should summarize the one or two key points that you are making in your initial response. Your posting should be about 1 page (400 to 500 words) in length.

Select a firm that you are familiar with or currently working. Explain at least two of the lean or six sigma tools/methods the firm is using to manage/improve its supply chain processes.Select a firm that uses lean six sigma