Motivating the Salesforce
Motivating the Sales Force and Wittner Shoes Australia
Table of Contents 1. Executive Summary 2. Introduction 3. Motivation Theories 3.1 Maslow’s hierarchy of needs theory 3.2 Herzberg’s dual factor theory 3.3 Vroom’s expectancy theory 3.4 Adam’s equity theory 4. Motivating Salespeople 4.1 Financial compensation 4.2 Non-financial compensation 5. Motivation within Wittner Shoes Australia 6. Recommendations 7. Conclusion 8. References
1. Executive Summary
This report focuses on motivation, in particular motivation of a sales force, and the motivation of the sales force within the company Wittner Shoes Australia. Four key theories of motivation are identified; these are Maslow’s hierarchy of needs theory, Herzberg’s dual factor theory, Vroom’s expectancy theory and Adam’s equity theory. When focusing on motivating a sales force both financial compensation and non-financial compensation can be used. However, sales people are more than often strongly financially motivated which is why most sales forces are motivated with commissioned sales. Wittner Shoes Australia is a good example of a company that successfully uses financial compensation and non-financial compensation to motivate their employees. However, recommendations on different ways to motivate their staff are given as there is still room for improvement. Motivation is a very important concept as motivated employees are linked to happy customers and happy customers are linked to higher productivity.
2. Introduction
Motivation refers to the forces within a person which influences their direction, intensity and persistence of goal-directed behaviour (Heckhausen & Heckhausen, 2008; McShane & Travaglione, 2005). McShane & Travaglione (2005) identify the two main categories that motivation theories fall into. These are content theories of motivation and process theories of motivation. The content approach focuses on
Table of Contents 1. Executive Summary 2. Introduction 3. Motivation Theories 3.1 Maslow’s hierarchy of needs theory 3.2 Herzberg’s dual factor theory 3.3 Vroom’s expectancy theory 3.4 Adam’s equity theory 4. Motivating Salespeople 4.1 Financial compensation 4.2 Non-financial compensation 5. Motivation within Wittner Shoes Australia 6. Recommendations 7. Conclusion 8. References
1. Executive Summary
This report focuses on motivation, in particular motivation of a sales force, and the motivation of the sales force within the company Wittner Shoes Australia. Four key theories of motivation are identified; these are Maslow’s hierarchy of needs theory, Herzberg’s dual factor theory, Vroom’s expectancy theory and Adam’s equity theory. When focusing on motivating a sales force both financial compensation and non-financial compensation can be used. However, sales people are more than often strongly financially motivated which is why most sales forces are motivated with commissioned sales. Wittner Shoes Australia is a good example of a company that successfully uses financial compensation and non-financial compensation to motivate their employees. However, recommendations on different ways to motivate their staff are given as there is still room for improvement. Motivation is a very important concept as motivated employees are linked to happy customers and happy customers are linked to higher productivity.
2. Introduction
Motivation refers to the forces within a person which influences their direction, intensity and persistence of goal-directed behaviour (Heckhausen & Heckhausen, 2008; McShane & Travaglione, 2005). McShane & Travaglione (2005) identify the two main categories that motivation theories fall into. These are content theories of motivation and process theories of motivation. The content approach focuses on
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