Case Study: Primary Case topic: Motivation, job design, satisfaction, address staff's need and drive and rewards Thomas Chan, the Vice President of Advance Photonics Inc. (API) was apprehensive when he was asked for a private meeting by Suzanne Chalmers, one of API's top software engineers. Chan had been through the routine before when valued employees asked for private meetings which ended by announcing that they wanted to quit with reasons ranging from long hours, stressful deadlines, to decompress or just to spend time with their families again. Chan had realized that the real reasons that the staff was leaving is having too much money which gave them financial independence and therefore was able to choose where they want to work. During the meeting, Chan tried to persuade Chalmers to remain with API by negotiating with her on: - Giving her up to three months unpaid leaves with full paid benefits; - Workplace improvements via the latest computer technology or solving problems with co-workers; - Moving her to a larger workspace with a better park view; - 25 percent pay increase and stock options; and - Stating that Suzanna was one of API's valued employees and the company would suffer if she left Chalmers responded by saying she did not have problems with her workplace or working in API. However, before she left, promised Chan that she would consider the salary revision and the stock options. Two days later, Chalmers tendered her written resignation from API. Five months later, Chan heard that she had joined a new start-up software firm within the area after several months of traveling with her husband. After reading the case, analyze the problem and give the answers to the following questions. Of what importance is job design in this case? If you were Thomas Chan, what strategy, if any, would you use to motivate Susan Chalmers to stay at Advanced Photonics Inc