Maslow’s Hierarchy of Needs Essay

A good sales- someone is one who possesses personality traits that is in their innate nature to interact with others. These ar very much difficult to drill but can be developed with time, depending upon the soulfulnesss motif to excel in their field of work. This forms the intrinsic motivation. However, the motivational tendencies of an individual sales-person alone are insufficient as it is also dependent upon extrinsic motivational factors. (Luke Ali 2011). It is a cart that can spur or discourage an individual from achieving the fullest potential in any field.It can take the form of pecuniary or non-monetary benefits, which sweep upes the extrinsic motivation of the sales-person (Luke Ali 2011). Knowing the fact that monetary incentives take up been deeply entrenched as the fundamental method of reward for employees it must non be assumed that relying on this method solely pull up stakes be effective. Companies pay back to consider immaterial benefits to displace its staffs. What is motivation? move is to initiate action on a certain task.It is to expand a certain amount of causa on that particular task and to draw in expanding effort over a hitch of time. Therefore motivation is a driving force that pushes deal to work, put in effort in their work and working demandinger than the rest. How to motivate your sales force to have great performance? Its non just about the paycheck. potent incentive salary management is base on an understanding of basic human motivationon the importance of trust, self-esteem, social recognition and ameliorate chances to suel ones potential (Bakosh 2007, 3).Leadership Many people assume salespeople are motivated by money, and while this is largely true, its absurd to think they are motivated only by money. Salespeople are still human and while commission bonuses and sales spiffs willing in all give carelihood remain an important part of most sales compensation architectural plans, studies consiste ntly show that financial incentives never have the same lasting collision as an employee who is passionate about his work and it is a s think not possible to be passionate about something that you think is inferior.Besides bestow natural passion into your sales team, a salesperson who truly believes in his product or service is far more(prenominal) likely to administer with integrity. Good teamwork is crucial to job satisfaction because it gives employees a sense of performance when the objective is attained. Inspirational sales leaders are well awake(predicate) that different individuals have different motivations and needs, and they vary their own style accordingly.An particularly effective leader with consciously assesses each sales representatives ideal train of energy, and creates productive stretch for each person according to the level of tension at which each performs at his or her personal best. He inspires some representatives mostly through positive reinforceryou can do it, youre the bestand others mostly through constructive criticism, each according to their individual profit le and preference.Compensation Plans A well-designed compensation plan is crucial for the success of a company, and must not be overlooked. It has the ability to motivate or de-motivate an employee. In truth, it is valid to imply that, in this context, an effective plan can inspire the sales-person to generate more revenue for the success of a sales company .Hence, when designing the plan it involves the consideration of multi-factorial elements (Growth Process Group 2011). Every step has a purpose and needs to be taken into account. The sales behaviour goals are often misinterpreted by organisations, hence resulting in the failure to motivate their employees. Lastly, the design guidelines encompass the classification of the job and its entitled incentives (Growth Process Group 2011). Compensation PlansSalaries are fixed amounts per month or year for performing a ro le. management is a payment based on the value of sales achieved. This constantly motivates the sales-person especially since his income is strictly dependent on his sales. Salary-plus-commission plans offer an incentive preceding(prenominal) a basic salary that provides a high-degree of flexibility securing salary and profit but also surpass ones performance (Tokarev Sergey 2010). Bonuses is based on ones achievement and not working hard alone. It is the results that matters and bonuses should not be restricted to keep employees from producing results. (Lee Ann Obringer 2011) Long-term incentive plans like profit-sharing plan reward employee for their performance over a continued period of time. This helps retain, motivates employees and even emend their commitment.Maslows hierarchy needsMaslows hierarchy of Needs is a motivational theory that illustrates that put down-needs need to first be satisfied before higher-needs can be pursued in a hierarchal sequence. Therefore, af ter a need is satisfied, it will cease to motivate an individual who will inevitably seek for the next higher-need. Each level requires different actions to meet these needs in order to effectively motivate. In relation to the compensation plans above, monetary benefits may only fulfil the lower needs for an individual. Ultimately, when these needs are achieved, its effectiveness in motivating individuals will gradually dwindle.Non-monetary benefits will then be necessary to reward the individuals higher needs, in accordance to Maslows hierarchical system. Only through this, can companies keep up long-term motivational do for its employees. In relation to the compensation plans above, monetary benefits may only fulfil in the lower needs for an individual temporarily. Ultimately, when these needs are achieved, non-monetary benefits will take precedence to satisfy the individuals higher needs, in accordance to Maslows hierarchical system.Only through this, can it sustain long-term motivation effects. Yet, it is necessary to be weary that while Maslows theory has helped in the understanding of the application of compensation plans, applying this concept piece of work can be tacky as different employees can be driven by different needs. Furthermore, there are insufficient evidences to plump for the support of the hierarchy theory because its relevance to one job force not apply likewise to another (NetMBA 2010). A sales force specific hierarchy of motivational factors- Maslow hierarchy of motivation.By understanding how an coordinated and holistic approach to motivation works the importance of trust, of self-esteem, of social recognition, of alter chances to fulfill ones potentialtraditional incentive compensation management strategies can be rethought and implemented in ways that improve the performance of the sales force and help the entire company achieve high performance (Bakosh 2007, 3).