Organizational Behavior

8 Pages 2006 Words

This is a student paper for a case analysis in organizational behavior

What Motivates Best
Can Programs Involving Rewards Such as Travel, Merchandise, and Cash
be Implemented to Motivate Employees in the Non-Sales Force Arena?
After learning about the different pros and cons associated with three popular approaches to incentives, I believe, if carefully implemented, these approaches can be used to motivate non-sales force personnel. Determining results of sales people is usually easier to monitor in terms of sales dollars, sales volume, repeat purchases, etc., than that of non-sales personnel. Furthermore, salesperson’s contributions can be directly linked to the product’s bottom line. Therefore, providing a ‘rewards for results’ incentive program for sales personnel doesn’t appear to be difficult because of the ease of monitoring results. However, if managers are only going to focus on providing incentives for their sales people, they may be alienating other employers whose performance, although tough to measure, may have a large impact on the company’s bottom line. For instance, customer service representatives may not be very motivated to come to work and make sure they return all calls the same day with superior service without an incentive. Project teams may be working on a new product design, however, if there is no incentive for having the project completed by a certain date at a minimal cost then there is a good chance that they will not be as motivated as the salesperson who can earn a free trip if he/she meets a certain sales quota. Furthermore, how motivated will purchasing or manufacturing be to look for ways to save money on materials and production if there is not going to be an incentive attached to it? Personally, I believe that if you offer incentives to motivate all of your personnel, you have a greater chance of improving performance in all areas of the organization and a lesser chance of creating a...