Organizational Behavior: Motivating Employees
Organizational Behavior: Motivating Employees
Question 1
In order to motivate his sales people, Joe Salatino uses various tactics. Firstly, he encourages the sales people to build an excellent rapport with clients. The establishment of such a rapport determines how the sales person relates with the client. In the presence of an effective rapport, the sales people in this company earn an excellent salary. In contrast, sales people who struggle to establish close relations with clients can only earn meager income.
Performance is another platform sued by Joe Salatino to motivate employees. In essence, the sales people earn a lot of money when their performance is exemplary. This motivates the sales people in this company to work hard. This is different from a constant salary. People who earn a constant salary cannot perform to their maximum. This is because there are no tangible rewards for performance.
Minimal supervision is another outstanding reinforcement platform used by Joe Salatino to motivate employees at the Great Northern American Company (Hellriegel, 2009). Although the working environment in this company is highly demanding, employees can work at their own pace. This helps in averting any unnecessary pressure in within the workforce. When a leader uses minimal supervision, it is easy for employees to work to their respective capacities.
Additionally, minimal supervision indicates that the leader entrusts the employees with responsibilities. This has been an instrumental factor in streamlining operations at the Great North American Company. Another reinforcement tool for motivation in the case pertains to the working environment. At the company’s headquarters, the offices have exemplary equipments. These equipments facilitate for effective communications between the sales people and clients. Favorable working conditions are essential aspects of motivating employees in any type of working environment (Griffin, 2011).
Question 2
At the Great North American Company, Joe Salatino uses an effective reinforcement plan for paying sales people. This plan encompasses a commission framework that rewards sales people based on the value of goods and services sold to clients. Consequently, a hardworking employee can make more than $100,000 in 12 months. On average, the sales people at the Great North American Company earn $60000 in 12 months (Hellriegel, 2009). These are impressive earnings by any standards. Depending on the items, the sales people can earn between five and seven percent of the sales worth. This serves as an effective reinforcement strategy that helps in boosting the income of sales people.
When the sales people establish a reliable client network, they can sell large volumes of goods in one day. This strategy motivates the sales people to network with as many clients as possible. Although the employees earn immensely from large sales volumes, the Great North American Company also benefits tremendously. This serves as evident that Joe Salatino’s tactics are effective in boosting the income for sales people as well as revenues for the company.
The reinforcement framework for paying sales people at the Great North American Company is beneficial in numerous ways. In addition to boosting the company’s revenues, this reinforcement plan serves as a motivational tool for sales people. Instead of pressurizing the sales people with lofty targets, the leader pays them in accordance to the performance.
This reinforcement plan is also beneficial in terms of encouraging hard work and dedication among the sales people. These attributes are critical towards streamlining the performance of any corporate establishment (Bruce, 2012).
Question 3
The concept of self efficacy is among the most effective tools for understanding the personal attributes of an individual. Consequently, it would come in handy while hiring successful sales people at the Great North American Company. Through an assessment of self efficacy, it is possible to identify various attributes about prospective sales people. Firstly, the assessment of self efficacy would be helpful in evaluating the confidence of prospective employees. In any working environment, confidence is an essential personal attribute. This is because it helps in evaluating how an individual would behave in different circumstances.
Self efficacy assessment also serves as a useful platform for establishing how the prospective employee can approach problems. As with confidence, problem solving skills are extremely vital in any working environment. It is fundamentally crucial for the prospective sales people to have adequate skills in solving problems (Griffin, 2011). This helps in boosting the company’s performance. Apart from problem solving skills, self efficacy assessment would be helpful in assessing the capacity of the prospective employee to work in a team.
Teamwork is a fundamental component of the operational framework of modern organizations. In line with this perspective, the Great North American Company is not an exception. In sales, employees must work as a team in order to achieve the projected results. Consequently, the prospective sales people should demonstrate an inherent capacity to work in different types of teams. Although teamwork is an essential component of self efficacy, it is pertinent to ensure that the prospective sales person has the capacity to work individually.
This is vital in ensuring that some sales people do not undermine the company’s efficiency. Ability to learn is another attribute that serves as an essential component of self efficacy assessment. The prospective sales person might not necessarily have technical skills but has the ability to learn. This is essential in determining whether the prospective sales person can fit into the organization (Bruce, 2006).
References
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