1. MOTIVATION

3. Why the concern for sales force motivation? What are the different theories of motivation? Motivation Tools Self- Quotas Incentive Recognition management programs programs

6. Sales Force Needs and Ways to Fill Them Sales Force Needs Company Actions to Fill Needs Status Change title from “salesperson” to “area manager.” Buy salespeople more luxurious cars to drive. Control Allow salespeople to help plan sales quotas and sequences of calls. Respect Invite salespeople to gatherings of top executives. Put pictures of top salespeople in company ads and newsletters. Assign each salesperson a core of Routine loyal customers that are called on regularly.

7. Sales Force Needs and Ways to Fill Them Sales Force Needs Company Actions to Fill Needs Accomplishment Set reasonable goals for the number of calls and sales. Stimulation Run short-term sales contests. Schedule sales meetings in exotic locations. Honesty Deliver promptly all rewards and benefits promised .

8. MASLOW’S HIERARCHY OF NEEDS Self-Actualization Self-Esteem Love-Belonging Safety-Security Physiological Intense job challenge, full potential, full expression, creative expansion. Achievement, respect, recognition, responsi- bility, prestige, independence, attention, importance, appreciation. Belonging, acceptance, love, affection, family and group acceptance, friendships. Security, stability, dependency, protection, need for structure, order, law, tenure, pension, insurance. Hunger, thirst, reproduction, shelter, clothing, air, rest. Motivation and Personality , Abraham Maslow, 1970

13. Number Percent 847 86% 341 74% 757 54% 431 51% 828 37% 458 37% 743 34% Maslow’s Hierarchy – U.S. Salespeople’s Responses

15. Self-actualization in service to society Safety Physiological Affiliation (belonging) Chinese Culture Hierarchy of Needs

16. What Makes Great Salespeople? The Competitor This person not only wants to win, but derives satisfaction from beating specific rivals -- another company or even colleagues. They tend to verbalize what they are going to do, and then do it. The Ego-driven They are not interested in beating specific opponents, they just want to win. They like to be considered experts, but are prone to feeling slighted, change jobs frequently, and often take things too personally.

17. What Makes Great Salespeople? The Achiever This type of person is almost completely self-motivated. They usually set high goals and as soon as they hit one goal, they move the bar higher. They like accomplishment, regardless of who receives the credit. The Service-oriented Their strengths lie in building and cultivating relationships. Winning is not everything to this person, but they do respond to feelings of gratitude and friendship from other people.

23. Career Stage Characteristics Exploration Establishment Maintenance Disengagement Career Concerns Finding an Successfully Holding on to Completing appropriate establishing what has been one’s occupational a career in a achieved; career. field. certain reassessing career , occupation. with possible redirection. Motivational Learning the Using skills to Developing Establishing a Job Related skills required produce results. broader view of stronger self- to do Adjusting to work and identity the job well. working with organization. outside Becoming a greater Maintaining a high of work. contributing autonomy. performance Maintaining an member of level. acceptable an organization. performance level. Career Stages

24. Career Stage Characteristics Exploration Establishment Maintenance Disengagement Personal Establishing a Producing superior Maintaining Acceptance of Challenges good initial results on the motivation, career professional job in order to though accom- self-concept. be promoted. possible rewards plishments. have changed. Facing concerns about aging. Psychological Support Achievement Reduced Detachment Needs Peer Acceptance Esteem competitiveness from the Challenging Autonomy Security organization position Competition Helping younger and organi- colleagues zational ife. Career Stages

27. Relationship Between Career Concerns and Age Proportion of Career Concerns Sales Force Exploration 14% Establishment 29% Maintenance 42% Disengagement 15% Age Range 20 30 40 50 60 65

28. Use of the Various Types of Quotas Large firms’ Sales >$40M Small firms’ Sales < $40M Sales volume quota Profit-based quotas Activity quota

32. Types of Incentive Awards Used by 168 Firms Percentage of Type of Award Firms Using Cash 59 Selected Merchandise 46 Merchandise Catalog 25 Travel 22