Motivational Plan Memo

 

One philosophy is that happy salespeople are productive salespeople: if they do not feel good about themselves they will probably not work hard. It then can become a chain reaction—if they are not happy, then they will not make money, hence the company will not make money, and so on. The purpose of a motivational plan is to assist in increasing productivity and morale.

In this assignment, you, as a sales manager, will identify why we should motivate salespeople and create a motivational plan. Use different methods and ideas. Do not just use common motivational tools such as bonuses and monetary incentives—be creative. Include the following:

·  Describe intrinsic motivators for your sales professionals: What motivates salespeople internally? For example is a simple pat on the back good enough, are they self-motivated only, do they want public recognition, or so on? 

·  Describe extrinsic motivators for your sales professionals: What motivates salespeople externally? For example, are they motivated by contests, a plaque, money, and so on?

·   

Your motivational plan should be presented as if you were presenting it to your boss, in a memo format.

You will get the Memo of marketing assignment. If you have any query then do e-mail us...

_______________________________________________________________________________

To: XYZ

From: ABC

Date:  28^th December 2014

Subject: Motivation plan for salespersons

In global era of competition, it is important for the firm to motivate its employees for successfully running the business. Motivation is an important for an organization in terms of its benefits to increase positive growth of the firm. It fills the gap between ability and willingness which helps in improving the level of performance of the salespersons. It results into increase in productivity, reducing cost of operations and improving overall efficiency (Anbuvelan, 2007).

Highly motivated salespersons make more empowered team, more work and more individual employee contribution. It makes more profitable for the organization in terms of increase sales and profit. Motivated salespersons are more satisfied and produced good results rather than unsatisfied employees. Successful organizations try to keep their salespersons motivated and engaged through a variety of motivational methods-intrinsic rewards and extrinsic rewards (Intrinsic or Extrinsic Motivation - The Most Effective Way to Motivate Employees, 2009).  These are as follow:

Intrinsic Motivators:

Intrinsic motivation means motivation that is driven by an interest or enjoyment in the task itself. It exists within the individual rather than any external pressure. It will be included in the motivational factors of the firm to motivate the employees. Intrinsic motivation is more effective in the long term because it means that the person has a real interest in doing something he/she likes (Anbuvelan, 2007). It is difficult to create in someone because people need to have that real interest which will not be come by force. For increasing intrinsic motivation many tools will be use like: give rewards, verbal and non-verbal praise, public recognition and involve the participants in decisions making of the firm (Ingram, Laforge & Avila, 2008). These are as follow:

Psychological Reward: In this motivator factor, the firm will reward its employees psychologically. It will be done by praising the employees, involving them in decision making process of the firm. In this, to motivate to the salespersons, the firm will engage them in the topic or action and tell them about the importance of action and how is going to improve their life. It will help the firm to increase self motivation among the salespersons. It will also support the self management among the salespersons (Boniwell, 2006).

Public Recognition: To enhance the motivational level among the salespersons, the firm will recognize or reward its salespersons publically. It will help to increase confidence level among the salespersons of the firm. It will turn into highly dedication and more responsibility of the salespersons towards their duties for the firm. It results low rate of labor turnover and absenteeism (Thomas, 2009).

Extrinsic Motivators:

Extrinsic motivation refers to motivation that comes from outside an individual. The motivating factors are external rewards like: money or grades. These rewards provide satisfaction and pleasure that the task itself may not provide (Ingram, Laforge & Avila, 2008). The firm will include these motivators to motivate its salespersons. Extrinsically motivated salespersons will work on a task, when they have little interest in it because of the anticipated rewards (Yahaya, Yahaya, Ramli, Hashim & Zakariya, 2010).

Extrinsic motivation does not means that a person will not get any pleasure from working on or completing a task. It means that the pleasure they expect from external reward will continue to be a motivator even when the task is not interested. Extrinsic motivators can be either positive or negative. It is possible to use positive motivators such as monetary rewards or negative such as threats or bribery to motivate them extrinsically. Extrinsic motivators focus the salespersons on rewards rather than actions (Thomas, 2009). These motivators can be discussed as follow:

Financial Support: In this motivational tool, the firm will support its salespersons by financially. It will help to increase motivational level among the salespersons of the firm. In this, medical and other aspects will be included by the firm to ensure the salespersons’ place in the firm in front of them. In this, monetary and non-monetary rewards and help will be offered by the firm to its salespersons. Non-cash rewards like trips, merchandise have bigger impact on performance of salespersons rather than cash (Thomas, 2009).

Social Support: The firm will provide social support to its salespersons to motivate them for doing best for the firm. In this, the firm will support its salespersons in their uncertainties by attaching them emotionally. The firm can motivate its salespersons in the bad condition or sorrow condition by supporting them in positive manner. The firm will develop understanding for employee-employer relationship to motivate the salespersons (Yahaya, Yahaya, Ramli, Hashim & Zakariya, 2010).

Competition: The firm will use competition as a motivator factor. In this, the firm will provide extra benefits to its salespersons on the performing well. It will motivate the salespersons for performing well (Ingram, Laforge & Avila, 2008).

References

Anbuvelan, K. (2007). Principles of Management MG-1351. New Delhi: Firewall Media.

Boniwell, I. (2006). Positive Psychology in a Nutshell: A Balanced Introduction to the Science of Optimal Functioning. Personal Well-Being Centre.

Ingram, T. N., Laforge,R.W & Avila, R.A. (2008). Sales Management: Analysis and Decision

 Making. New York: M.E. Sharpe.

Intrinsic or Extrinsic Motivation - The Most Effective Way To Motivate Employees. (2009).

Retrieved 08 November, 2010, from

http://www.articlesbase.com/human-resources-articles/intrinsic-or-extrinsic-motivation-the-most-effective-way-to-motivate-employees-806161.html

Thomas, K. W. (2009). Intrinsic Motivation at Work: What Really Drives Employee Engagement. Berrett-Koehler Publishers.

Yahaya, N., Yahaya, A., Ramli, J., Hashim, S & Zakariya, Z. (2010). The Effects of Extrinsic Motivational Factors in Learning among Students in Secondary School in Negeri Sembilan. International Journal of Psychological Studies 2(1). pp. 128-136.

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