1. Sales Force Motivation

2. Why motivation for Sales Force Inherent nature of the sales job Salespersons boundary position and Role conflicts Tendency towards Apathy Maintaining a feeling of Group Identity 3. Factors Influencing Motivation of Salespersons Personal Characteristics - Individuals satisfaction with current job - Demographic variables - Experience - Personality Environmental Characteristics - Territory Potential - Strength of Competition 4. Organizational characteristics - Sales supervision - Span of control - Leadership style followed - Methods and types of communication - Incentives and compensation policies 5. Principles for Motivation Security Achievement Approval Loyalty Advancement Leadership Human Behavior 6. Motivational Tools Financial Increase in Salary Commissions Periodic and Performance linked bonuses Incentives Non-Financial Promotions Job Enrichment Higher territorial responsibility Social Stroking Rewards and Recognition 7. Motivational Tools Individual Methods Regular correspondance Appreciation letter Job promotion Education and Training programs Better work environment Opportunity for creativity Recognition and Rewards Group Methods Sales conferences Sales contests The Publication of Sales Articles Supervisor can motivate through - Lenient control - Finding solution for their problems - Good Behavior - Informal Relationship - Better interpretation of organizational Policies 8. Motivational Theories Hierarchy of needs Motivation-hygiene theory Achievement motivation theory Expectancy Model 9. Hierarchy of needs Theory developed by A.H.Maslow Sales persons need for job varies from individual to individual Sales management should identify the unsatisfied portion of the sales staff Accordingly design the reward system 10. Motivation-hygiene theory Developed by Frederick Herzberg and Co-researcher Two factor model: Hygiene factors and Motivational Factors Deficiencies in fulfilling hygiene needs leads to job dissatisfaction Motivational factors leads to job satisfaction Two implications: 1) Management must see that job provides the conditions that prevent job dissatisfaction 2) Management must provide opportunities for motivational factors 11. Achievement-Motivation Theory Developed by David McClelland and other researcher Theory says that if person spends considerable time thinking about doing his or her job better, accomplishing something unusual and important, or advancing his or her career, that individual has a high need of achievement nAch is motivation to exceed some standard of quality in personal behavior Implications: management should provide proper environment so that this achievers can flourish 12. Expectancy Model 1)2)Developed by Vroom According to him Motivation is a process of governing choices of behavioral activity The strength of a tendency to act in a certain way depends upon the strength of an expectation that act will be followed by given outcome and its attractiveness to the individual Implications: Need support from sales management to improve performance Sale personnel need guidance to see their own competencies 13. Interdependence and Motivation 14. Motivation and Leadership 15. Motivation and Communication