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Sales force motivation role, scope and methods

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Sales force motivation role, scope and methods

  1. 1. Presented by: Amit Kumar ( BM 012015) Bhashker Jee (BM 012041) Brajesh Singh (BM 012042) Arunesh Tiwari (BM 012035) Divya Shree Srivastava (BM 012050) Abhay Singh(BM 012002)
  2. 2. Motivation What is Motivation? Motivation is some driving force within individuals by which they attempt to achieve some goal in order to fulfill some need or expectation. What is Sales Force Motivation? Motivation is the effort salespeople want to make to complete various aspects of their jobs.
  3. 3. In term of sales force: • Motivation is the inner feeling to work better to achieve best result • It is desire to do better than the best. Performance = Ability x Motivation Types of Motivation • Extrinsic motivation ( related to tangible rewards such as money ) • Intrinsic motivation ( related to psychological rewards such as the sense of challenge and achievement).
  4. 4. Process of Motivation MOTIVE TENSION REDUCTIONBEHAVIOUR GOAL
  5. 5. MOTIVATIONAL FRAMEWORK
  6. 6.  Unique nature of the sales job  Changes in market Environment  Individuality of Sales people  Diversity in Company Goals
  7. 7. FINANCIAL REWARDS  Basic Compensation plan  Salary  Commissions  Bonus payments  Sales Contests  Merchandise & travel  Through Cyberspace Incentives
  8. 8. NON FINANCIAL REWARDSNON FINANCIAL REWARDS  Recognition awards; such as trophies, Certificates  Promotions  Praise and encouragement from management  Job enrichment  Sales meetings and conventions
  9. 9. Motivation of Sales People There is mainly four ways to motivate sales people:  Need Hierarchy Theory  Hertzberg’s Two Factor Theory  ERG Theory  Goal Setting Theory
  10. 10. NEED HIERARCHY THEORY
  11. 11. CONT.  Physiological: Food, home & shelter.  Safety & Security: Job security, Fringe Benefits  Social: Liking & Respect from Boss / Peers / Customers  Self Esteem: Job title, responsibility, recognition and promotion  Self Actualization: Challenging job, Creativity and achievement in work
  12. 12. HERZBERG TWO FACTOR THEORY Hygiene Factors Motivational Factors  Corporate policy & Administration  Relationship with supervisor & peers  Work conditions  Salary  Personal life  Status  Security  Supervision  Achievement  Recognition  Work  Responsibility  Advancement  Growth
  13. 13. ERG THEORY Existence (E), Relatedness (R) and Growth (G) needs are structured in a hierarchical order. The theory postulates that: a) The lower the level of satisfaction in a need the more it will be desired; b) The higher the satisfaction in a lower level need, the greater the desire to satisfy a higher level need; and c) The lower the satisfaction in a higher level need the greater the desire for satisfying lower level needs.
  14. 14. GOAL SETTING THEORY  People have needs / aspirations, they set goals, go about getting these goals.  Higher goals – higher outputs.  Set goals for salespeople:  Plan activities better,  Learns to prioritize manage time.  Goal should be clear & not too difficult to achieve.
  15. 15. Factors Influencing The Motivation Of The Sales Person 20 30 40 50 60 Exploration (1) Establishment (2) Maintenance (3) Disengagement (4) Age GrowthinCareer
  16. 16. 1. Exploration: This is the stage where the new recruits are in the stage of exploration & are unsure about whether selling is the career that best suits them. 2. Establishment: In this stage the sales person have settled in an occupation & wish to develop that occupation into a successful career. 3. Maintenance: In this stage salesperson concern is retaining the present position, status & performance level with in the sales force. 4. Disengagement: At last stage the salespeople prepare for retirement & loss self identity may separation from one’s sales job.

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