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Unveiling a New Compensation Program to Increase Sales and Motivation at Z-Mobile

 

Scenario
You have been the District Sales Manager for Z-Mobile (a nation-wide cell phone company) for the past 2 years. You’ve been noticing a decline in sales, and your Sales Managers are reporting that the Sales Representatives at many of the stores are not feeling very motivated. You think this is partially due to the current compensation program in which all employees are paid a base salary without any bonuses or commission. Your plan is to unveil a new compensation program that you believe will increase employee motivation and lead to a significant increase in sales. You will also be creating a new job description for Sales Managers that refocuses their tasks and responsibilities. Additionally, you will use a motivational theory to retrain all current Sales Managers.

Instructions
In a 2-3 page Word document, please address the following.
Explain the pros and cons of the current compensation program.
Provide your recommendation and rationale for using a different compensation program that you believe will better motivate employees and lead to an increase in sales.
Identify which motivational theory you will use to retrain all current Sales Managers and explain your rationale. Include which types of rewards you will use based on your selected motivational theory.
On a separate page, create a Sales Manager job description that focuses on their tasks and responsibilities.
Include a reference list with at least 3 quality references. Ensure that APA formatting guidelines are followed throughout the paper.

 

 

Sample Answer

 

Unveiling a New Compensation Program to Increase Sales and Motivation at Z-Mobile

Introduction

Z-Mobile has been experiencing a decline in sales, and the Sales Representatives are lacking motivation. This issue is partly attributed to the current compensation program that provides a base salary without any bonuses or commissions. As the District Sales Manager, I propose to introduce a new compensation program to boost employee motivation, leading to increased sales. Additionally, I will retrain Sales Managers using a motivational theory to align their strategies with the company’s goals.

Pros and Cons of the Current Compensation Program

Pros:

– Stability: Employees receive a fixed income, ensuring financial security.
– Simplicity: Easy to administer and understand for both employees and management.

Cons:

– Lack of Incentives: Without bonuses or commissions, employees may lack motivation to perform at their best.
– Limited Performance Recognition: High-performing employees are not rewarded for their efforts, potentially leading to disengagement.

Recommendation for a New Compensation Program

I recommend implementing a performance-based compensation program that includes bonuses or commissions based on sales targets achieved. This new program will incentivize Sales Representatives to excel in their roles, leading to enhanced productivity and increased sales. By aligning employee efforts with company goals through financial rewards, we can expect a boost in motivation and overall performance.

Motivational Theory for Retraining Sales Managers

I propose utilizing Herzberg’s Two-Factor Theory to retrain all current Sales Managers. This theory suggests that satisfaction and dissatisfaction are influenced by separate factors. To motivate Sales Managers effectively, we will focus on both hygiene factors (such as salary, job security) and motivators (such as recognition, growth opportunities). By providing a mix of monetary rewards, recognition, and career advancement prospects, we can enhance job satisfaction and performance among Sales Managers.

Sales Manager Job Description

Position: Sales Manager

Responsibilities:

1. Develop and implement strategic sales plans to achieve company targets.
2. Lead, motivate, and coach Sales Representatives to drive performance.
3. Monitor sales metrics and provide regular reports to upper management.
4. Conduct performance evaluations and provide feedback to team members.
5. Collaborate with marketing and product teams to optimize sales strategies.
6. Stay updated on industry trends and competitor activities to identify opportunities.

In conclusion, by revamping the compensation program, retraining Sales Managers using Herzberg’s Two-Factor Theory, and providing a comprehensive job description, Z-Mobile can reignite employee motivation and drive sales growth effectively.

Reference List

1. Herzberg, F. (1968). One More Time: How Do You Motivate Employees? Harvard Business Review.
2. Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist.
3. Cascio, W. F. (2014). Managing human resources: Productivity, quality of work life, profits. McGraw-Hill Education.

 

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