Extremely Important; Please read all the following text before start answer the questions:

I don't want wrong or incomplete answers as it is 3rd time I am posting this question (you can search on Chegg and see other people's answers, those were all wrong).

Provide answers to all of the questions using the correct words. If you want to answer just some of them at least answer them correctly and related to the key terms, If you can not answer it please just leave it unanswered because I am going to select the Dislike option for unrelate or incomplete answers. The following are all key terms and required text from the textbook to answer this assignment.

>>>>>>>Key Terms:

*Extrinsic reward: a reward that is tangible, visible to others, and given to employees contingent on the performance of specific tasks or behaviors.

**Intrinsic reward: a natural reward associated with performing a task or activity for its own sake.

***Underreward: a form of inequity in which you are getting fewer outcomes relative to inputs than your referent is getting.

****Overreward: a form of inequity in which you are getting more outcomes relative to inputs than your referent.

*****Motivation: the set of forces that initiates, directs, and makes people persist in their efforts to accomplish a goal.

******Managers should make sure decision-making processes are fair. Equity theory focuses on distributive justice, the perceived degree to which outcomes and rewards are fairly distributed or allocated. However, procedural justice, the perceived fairness of the procedures used to make reward allocation decisions, is just as important.

****** Distributive justice: the perceived degree to which outcomes and rewards are fairly distributed or allocated, Procedural justice: the perceived fairness of the process used to make reward allocation decisions.

******Equity theory: a theory that states that people will be motivated when they perceive that they are being treated fairly. Expectancy theory: the theory that people will be motivated to the extent to which they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will be offered attractive rewards. Reinforcement theory: the theory that behavior is a function of its consequences, that behaviors followed by positive consequences will occur more frequently, and that behaviors followed by negative consequences, or not followed by positive consequences, will occur less frequently. Goal-setting theory: the theory that people will be motivated to the extent to which they accept specific, challenging goals and receive feedback that indicates their progress toward goal achievement.

>>>>>Assignment:

Develop rewards for motivating employees in both a manufacturing environment and a service organization.

address each section below. Do not use the same award or reward for different programs. You own a company that manufactures furniture. Your company has no employee rewards. In your factory, employees operate in teams, with team members reporting to team leaders. Productivity is lower than the facilitys capacity and market demand for furniture is high, you are declining orders. 1 - Formulate at least five specific, measurable rewards for team members. Explain how each one of those rewards will motivate the team members and increase productivity. For each reward, include measurable reward criteria (e.g. what is the award, value/amount, how is it earned, when and how often, etc.) 2 - Describe three items that you would consider qualifiers for the award. It can be time with the company or job, productivity level, etc. 3 - You recognize that there will be cases when employees will not qualify for rewards. Specify three situations when the team member may not qualify and include details (e.g. absences, disciplinary issues, safety violations, etc.) 4 - Develop three rewards for team leaders. Describe in detail what they are, and how they would impact the performance of the team members and increase productivity. 5 - Your company has a customer service center where customer returns, repair requests, and complaints are addressed. Each customer service representative operates individually and is being asked to do more with fewer resources. Formulate at least five specific rewards for individual customer service employees. Use examples and clearly demonstrate how each reward will improve productivity. For each reward include separate measurable criteria (e.g. what is the award, value/amount, how is it earned, when and how often, etc.) 6 - Two of your rewards for Customer Service are unavailable due to budget cuts. Introduce two new intrinsic rewards and demonstrate how these will motivate employees. 7 - One of the qualifiers for the manufacturing reward is that the team member must work at least 20 days during the month to qualify for the award. You have an employee who worked 12 days, but due to certain factors, you process the reward for those 12 days they worked in that month. Explain the two types of situations or factors that may lead you to make that type of exception.