...Motivation For Sales Manager It takes hard work, dedication and patience to be successful. We have achieved the projected sales target for the last year. I want to congratulate one and all for this feat. It’s a remarkable achievement considering the fact that we are new to this market and we have to compete with the big business houses the stalwarts in retail business. All this has been possible because we worked as a team and were true to the core values of the firm. Please remember that our asset is not only the products we sell but also our people. We select the very best in the industry and each one of you has been handpicked for to serve their respective roles. So, be proud of where you stand today. The firm is aware of the challenges we face in our sales activities. As the cliché goes “A problem is a chance for you to do your best” and all uncertainty will lead to tremendous opportunities. As a firm we are committed to help our people achieve the very best. of their capabilities. Training programs and skill building activities will be organised. Quality begins on the inside... and then works its way out. In return we would expect each one of you to be passionate about your work, achieve the targets and grow professionally. What we need to emphasize on is the crucial relationship we build with our customers. Creating value needs to be not only from the point of view of high quality products but also with regards to our communication with the customers. At the end of...
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...Motivating the Sales Personnel Objectives Define motivation; Understand the complexity of motivation; Explain the main theories of motivation; Understand the impact of cultural differences on motivation; Explain various tools available for motivating the global sales force; and Discuss the relationship between motivation and job satisfaction. What is motivation? Motivation is the inner force that guides behaviour and is concerned with the causation of specific actions. Motivation is a three-dimensional construct consisting of the following: Intensity or the magnitude of mental activity and physical effort expended towards a certain action; Persistence or the extension of the mental activity and physical effort over time; and Direction or the choice of specific actions in specific circumstances. Understanding motivation Motivation should be understood at two levels: What motivates salespeople (the reasons behind the intensity and persistence of mental and physical effort expended) How salespeople choose their action (the direction or decision to engage in specific actions in specific circumstances) Motivational theories addressing the issue: “what” motivates salespeople Need Hierarchy Theory Self-actualisation needs Esteem needs Belongingness needs Security needs Physiological needs Physiological needs (e.g., basic salary); security needs (e.g., pension plan); belongingness needs (e.g., friends in work group); esteem needs (e.g., job title); self...
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...Introduction Overview of the Insurance Industry Company Profile I. Motivation General Overview Financial Rewards II. Financial Rewards at MetLife Alico III. Analysis of findings IV. Conclusions and Recommendations V. Appendix I- Introduction * Introduction The Insurance Industry in Lebanon * Open & liberal market * 60 insurance companies * Top 10 companies account for 60% of total premiums * Gross premiums per operating company have improved between 1997 and 2002 * Introduction * Life insurance sector is very developed relative to other Arab countries * Top 5 insurance companies: 1. - Arope Insurance 2. - Mednet Liban 3. - Libano- Suisse 4. - MedGulf 5. - MetLife Alico * Introduction Alico’s Profile: * American Life Insurance Company (Alico) is one of the largest leading insurance companies in the world * 1921: Established in Shanghai – China * 1960’s: Moved to Wilmmengtion- Delaware * 1980`s: Operating in Latin America , Middle East and Europe * Aim: “for market leadership and profitable growth, employing local talent and empowering individuals to perform at very high levels.” * Introduction Alico in Lebanon : * Leading life insurance company since 1953 * Main office in Verdun, Beirut * 400 agents * 21 Sale`s branches * 100,000 customers * Introduction * Comprehensive...
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...Motivational and sales performance reports On Glaxo Smith line India Limited Mumbai- India Contents Introduction 3 Company background 4 Literature Review 5 Intrinsic Rewards 5 Extrinsic rewards 6 Hygiene factors 7 Current issues, solution Proposal and conclusion 10 Stability 10 Hidden policies 10 Security 11 Politics in pay increment and promotion 11 Delay in reimbursements of incentive and awards 12 Unhealthy competition 12 Expectancy and valance of awards 13 References 14 Appendices 16 Appendix -1 16 Appendix-2 18 Appendix-3 20 Introduction Modern organisation faces a lot of challenges in retaining and motivating the staff as human resources are vital part of any organisation. These challenges like recruiting developing and retaining sales staff must be taken care off to gain maximum outcome from employees. To retain the employee, company uses different motivational techniques. This report is provided to determine the importance of motivational techniques for retaining staff motivated. Based on literature and journal article, motivational factors are discussed in this report. And how these motivational factors motivate the employees in selected organisation i.e. Glaxo Smith line India Limited. Different Motivational theories are discussed here to help the organisation to develop and retain the sales force and also discussed the issues and risk of the same followed by proposed solution is also provided here (Ali & Danish...
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...Workplace Name: Paul Bolton Company: Baxter Healthcare Date: 18th May 2014 TASK The purpose of this unit is to be able to examine how levels of motivation can be improved to increase performance in the workplace. The nominal word count for this assignment is 2000 words: The suggested range is between 1500 and 2500 words, however individuals have different writing styles, and there is no penalty if the word-count range is exceeded. Check your assignment carefully prior to submission using the assessment criteria and marking sheet. Understand the factors that may affect performance and motivation in the work place “Evaluate two or more theories of motivation that are clearly relevant to your workplace to provide a conclusion or recommendations, and evaluate the principal factors that may affect performance and motivation in the workplace to provide a conclusion or recommendations.” • 1. Evaluate theories of motivation relevant to your workplace (28 marks) Motivation is vital for Baxter Healthcare as it’s the people in the organization than drive productivity and create success. If employees lose interest, the business does not perform because efficiency suffers particularly in a sales company. The following two motivation theories particularly resonate within the Sales and Marketing environment of Baxter. Maslow’s Model says employees have a hierarchy of needs and seek fulfillment from meaningful work. Herzberg says employees need an...
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...had extreme sales growth through the 1990s. Unfortunately, due to some outside factors like decrease in birth rates, organic and dye free standards, and private name brand competition, growth rate recently dropped by three percent. The marketing and sales team are taking responsibility for reshaping the produce line and making more sales to turn this trend around. Similarly to many large corporations, there is a sales team structure, which includes a regional manager who has district managers underneath him or her who have sales representatives in their region that report to them. The district manager, Brenda Cooper, of the East coast, is a marketing expert who obtained her MBA and has previously worked for a large business managing products and sales. She is extremely driven, and focused on solving Hausser’s sales decline issue, but is struggling to find the source of the issue and why one sales region is doing particularly better than the others. The Florida district manager Jay Boyar makes plan plus ten percent over each quarter. A researcher for Hausser’s met Cooper and was told about the interesting sales levels in Florida, so the researcher went to Florida to see what was going on. We will discuss some of the motivational factors that are causing Boyar’s sales team to excel, what Boyar is doing personally to motivate his team, and whether this is beneficial for the company as a whole. Question 1 There are different types of motivations that employees...
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...Motivation Paper Motivation is an important aspect in many organizations. In our organization motivation is a key to the success. When evaluating administrative staff, sales people, and production workers, each department works well utilizing different theories. One theory could not work adequately for all three; therefore, three theories were used. Production workers utilize the Two-factor theory; sales people use Vroom's expectancy theory and the Equity theory works for the administrative staff. Combining all three theories into one organization helps the organization run smoothly, while gaining successful motivation on all levels. Sales People Sales people rely on motivation that is accomplished through a process; this method that best fits them is known as Vroom's expectancy theory. The expectancy theory, as stated by Victor Vroom, is motivation that has a high performance result due to value being placed on the sales person and their ability (2003, p. 20). Sales people are motivated to the degree that he or she believes "(1) effort will yield acceptable performance, (2) performance will be rewarded, and (3) the value of the rewards is highly positive" (2003, p.20). For sales people to reap rewards or benefits, they first need to know the expectancy of their position. During this first stage, the managers will layout the training that is needed and will set their goals. The managers are also responsible for...
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...Selling Motivation: An exploration of the effects on Job Satisfaction and Performance via Equity Sensitivity Construct Subject: Managing People in Organization ------------------------------------------------- Table of Contents 1. Purpose of the Document 4 2. Executive Summary 5 3. Introduction 6 3.1. Key Focus 6 3.2. Independent and Dependant Variables 6 3.3. Structure of the Paper/Document 6 3.4. Overview of the Organisations/Companies 6 4. Methodology 7 4.1. Secondary Data Collection 9 4.2. Primary Data Collection 9 5. Findings 10 5.1. Secondary Data Findings - Literature Review 10 5.2. Primary Data Findings - Survey Findings 16 5.3. Analysis 25 6. Conclusion 27 7. Recommendations 28 8. Bibliography 29 Appendices 30 8.1. Appendix 1 – Survey Questionnaire 30 8.2. Appendix 2 – xxxxxx 32 ------------------------------------------------- Table of Figures Figure 1: Equity Theory (Al-Zawahreh & Al-Madi 2012) 12 Figure 2: Predicted job satisfaction levels for equity sensitivity orientations (Huseman et al 1987) 15 Figure 3: Representation of the Preference Groups in Company X 17 Figure 4: Representation of the Preference Groups within the Total Sample 18 Figure 5: Motivation Level of company X 18 Figure 6: Total Motivation Level of three companies 19 Figure 7: Preference Groups vs Motivation Level in company X 19 Figure 8: Preference Groups vs Motivation Level in all three companies 20 ...
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...Thought I Gave Them Everything Case Summary This case study is really relatable in any work situation. Most upper level managers really strive like Henry did to turn certain business aspects around and expect employees to follow their lead. Henry worked so hard to grow sales that he lost focus on employee motivation. Motivation differs for every individual and good managers understand what their employees need and how to relate to that. Henry made the mistake of assuming that all of his employees would be motivated by a successful sales approach. With his employees asking to transfer locations that approach to motivation is called in question. Theories of Motivation Henry and his employees had different needs in regards to motivation. By looking deeper into the case study I would say that Henry relates with Maslow’s Hierarchy of Needs Theory and he put his employees into the Skinner’s Positive Reinforcement Theory. Maslow’s Theory involves five needs: Physiological needs, Safety and security needs, Love and social belonging, Esteem and prestige, and Self-actualization. In this case study Henry related his needs directly to the store. Henry poured everything he had into growing the sales of the store and turned it around to be successful. By doing that he met all 5 needs of Maslow. Henry has the esteem of being the number 1 Quality Foods, knowing that his hard work secured his job he fulfilled safety, and the physiological needs. That hard work was within his...
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...ability to lead and motivate her team? What motivation or leadership could Richardson apply to help improve the performance of her team? When a new manager fit into a spot in an unfamiliar environment, there are several conflicts with the employees in a frustrating situation that the manager has to control and change, such as Melissa Richardson, who got promoted and worked in a new company with several uncontrollable employees and problems. The negative impacts on ColorTech’s performance that Richardson has to solve with the effort put by her employees are (1) greenhouse woes, (2) the surprise customer visit, (3) sales, and (4) new customer. However, without leading and motivating Richardson’s team to get things done in appropriate ways first, she will not be able to reach the next step, solving the negative impacts. In this case, the improvements can be made through transformation leadership (Individualized Consideration, Intellectual Stimulation, Inspirational Motivation, and Idealized Influence), job rotation, Vroom’s expectancy theory and Adam’s equity theory of motivation. To Nick Ruiz who is enthusiastic, knowledgeable and good at greenhousing from the ground up, Richardson can inform him that the possibility of promoting him to the sales position depends on the performance and effort he puts on those problems through Vroom’s expectancy theory and Individualized Consideration. For example, because Nick Ruiz desires to get the sales position as the future vision which is an...
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...task, manager and subordinate in an efficient and effective way. Manager or Management in the organization should analyze the tasks, required skills and assemble a team that match each other skills; therefore the management can create an enrich and conflict free team which need to perform the job well. This report is based on XYZ Company’s challenges such as declining of Sales, low level of employee morale and low level of motivation. Also other behavioral issues observations such as conflicts in the work place, absenteeism, lack of trust and integrity between the superior and the subordinates, occasional sabotage, high temper people with severe stress. This report is primarily based on the study of the MARS model, type of individual behavior in organizations and ethics and values in the workplace. Also this report contains the solution for the above problem. Literature Review a. MARS Model MARS model is a model explain individual behavior as a result of internal and external factors or influences acting together. The name of the model is an acronym for individual Motivation, Abilities, Role Perception and Situational Factors. These are seen as the four major factors in determining individual behavior and results. individual values, personality, perceptions, emotions, attitudes, and stress form a basis on which the factors interact. The MARS model shows combined effect on individual performance in organizations. If any factor weakens,...
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...Motivation “What managers expect of subordinates and the way they treat them largely determine their performance” (J. Sterling Livingstone) . A key issue for the success of any company is the performance of its employees. Whether the organization reaches its goals, whether it creates value and manages change and innovation effectively depends highly on the efficiency of the people working for it. Moreover, the extent to which employees will work efficiently is related to their motivation. Thus, it seems apparent that it should be the goal of every manager and leader to motivate their subordinates and peers as much as possible. But how can they do so? Andrew J. DuBrin explains the foundations of motivation in his book “Leadership: Research findings, practice, and skills” according to the expectancy theory, which, simplified, explains the positive relationship between the amount of effort somebody puts into a task and the reward he expects from it in return. He refers to valence, instrumentality and expectancy as the underlying factors of motivation. The concept might seem rather theoretical at first, so I will try to apply it to a concrete example in order to point out and understand better its practical significance. Particularly interesting in this context is an organizational experiment described by Sterling Livingstone in his classic article mentioned above. In the experiment, a manager of an insurance company grouped his teams of agents according to their performance...
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...per hour) metric and “off the clock” work encouragement to keep that metric high. The case provides polar view points among the employees - Pati, Lori & Cindy (-ve) vs. Bob, Doris and Tim (+ve). This polar view points to the difference in deriving motivation from the same situation. Lets take a look at the view points and see how different theories of motivation could have been applied to solve the dissension that employees felt. In analyzing the root of the problem we need to acknowledge that the concept of evaluating performance of sales personnel on the basis of SPH isn’t inherently evil. As a matter of fact, SPH metric implementation at Nordstrom had proven effective since its introduction, its high profit margins and customer satisfaction ratings speaks to that. As stated by Tim Snow in the study, it was a matter of pride to be working for a company where people loved to shop. But the SPH metric shouldn’t have been the only metric. Other KPI’s such as punctuality and customer satisfaction (CSAT’s) should also be weighted into the equation as performance standards. The lack of distinction between “sell” and “non-sell” hours also proved to be an issue. The employees “off the clock” hours were routinely treated as “sales” hours, thus effectively reducing their SPH ratio. This practice lead to high pressure on associates to not record their hours while performing “all-star” activities (such as personal deliveries) for customer satisfaction. A clear demarcation of selling...
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...online business has booming development in these few years. US online retail sales raised an average of 11% in the first three months of 2009 (“US Online Sales Up,” 2009). The growth of online sales may due to the growing number of consumers who shop online. In the case of Asia, survey reported 77.6% of Internet users have online shopping experiences in 2003 (as cited in To, Liao & Lin, 2007). Online shopping is very different from traditional shopping. Consumers cannot touch and check the product before purchasing it, which means they are at higher risk of fraud than traditional shopping. Consumers also have other concerns such as credit cards security of online shopping. Then questions should be raised: what is the advantage of online shopping? Why people shop online? In following paragraphs, the advantage of online shopping for the consumer and consumer’s motivation to shop online will ... ... middle of paper ... ...enerates search intention, which in turn generates purchase intention (To et al., 2007). Consumers’ motivations for online shopping are dual characterization. Research claimed that utilitarian motivation can influence consumers’ intention to search and to purchase, while hedonic motivation has a direct impact on intention to search and indirect impact on intention to purchase (To et al., 2007). Online shopping has many advantages which can fit consumers’ needs and motivation. It might be one reason of the rapid growth of online...
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...order to foster a higher level of intrinsic motivation, the problematic current compensation system needs to be redesigned to better boost extrinsic motivation as well as improving intrinsic motivation steps discussed in the previous management recommendation steps. First, Sales-per-hour (SPH) should be modified to Sales-per-week as incentive evaluation metric while keeping the same 40-hour per week normal schedule and paying bonus for extra hours. SPH is the key factor that caused Nordstrom employees to manipulate work hour report that ultimately leads Nordstrom to face the King County Superior Court lawsuit. By using Sales-per-week metric, employees will no longer focus on manipulating work hour report to gain higher SPH since everyone will have the same time frame - “1 week”, no matter how many actual hours one works. Thus, employees are motivated to report actual work hours instead of shorting work hours to achieve high SPH. This step will effectively reduce the pressure of employees on detailed time management and motivate them on sales productivity. In addition, it not only rewards the extra hours of work that employees deserve to keep them more engaged, but also prevents the similar salary lawsuit from happening in the future. Second, work shift should be equally assigned to each employee. By eliminating the link between SPH to work shift, each employee will have balanced amount of peak hours and slow hours, which means equal sales opportunities for each employees. This step...
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