Motivation in Sales Industry

In this task I am going to discuss Performance management which I faced while i was doing job with Reliance LIFE INSURANCE COVERAGE as a sales supervisor. The sales job is dependant on performance based mostly and a person should be high stimulated to achieve the given goals if he's not motivated he will not perform well which is a loss for him as well as for company also. I confronted a lot of problem at my workplace because there was a major preacher of work and no time to do that and my advisor were not very much reliable to get good business for the company. Reliance company triad to motivate his advisor giving different training. Many people are facing the same problem at their work place and this is very important part in our life. There are some other problems that can come in the performance management which contributes to failure. With this project I am going to associate performance management with different inspiration ideas and problems in performance management, behaviour of the individual which influence this in different way. Locating the solution of determination to perform well and what director should do to stimulate his employee to work hard.

Introduction

In sales job people are facing very much performance preacher and determination is playing a major role to attain the target and helping to improve their performance. Performance management is the how people are working to towards their goal (performance management). Target can be short-term or total annual; the important is how is the total amount between defining the actual organisation requires to be achieved and what's the inspiration towards achieving target [1] (The motivation hand e book, Hollyforde and Whiddett, pg- 217). Performance is based on individual behaviour. Corresponding Susan M. Heathfield "Performance management is a work place which we create for those people who are enabled to execute beat according to their ability. Performance management begins with job with entire work system and its and when employee leave the work [4]. In other expression we can say the performance management is contribution of effective management by person or team to achieve advanced of company performance [2]. overall we can say the performance management is important atlanta divorce attorneys organization and also to undertake it effectively motivation is vital.

Company Introduction

My company was Reliance Life Insurance which discounts in life insurance coverage business. Company has many branches in India and many employees working in the corporation. As sales manager we must make our own advisor to get business. Company started in 2006 with investment of 11 million money.

Structure-

The organization structure of the company as branch level is Branch Director is on the top level of the branch and then Sales director and the Consultant. Branch manager take daily survey from sales manager and the sales manager take business from the consultant and it's a hardcore marketing job to take business from the consultant as a result of high competitive market. Sales manager has to motivate his advisor to get good business.

Sales job is a performance centered job if you succeed you'll get good inactive, rewards, campaign. You'll get this if you achieve your given targets and if you are highly encouraged.

The concern or Problems-

The insurance provider itself passing through different consultant problems because only consultant get business from the marketplace and they must be in charge of their work. To inspire advisor company followed the McGregor X theory of desire. Advisor on the other palm suffered from the health factor and resolve this company use theory which distributed by the Frederick for inspiration. The expectancy theory for high moral and there expectation after that work to increase business of the company. Take all issue of the advisor and apply different theory of desire can help to improve performance.

THE X THEORY OF Inspiration BY MCGREGOR -

According to x theory of McGregor, average staff can't stand to work because he is directed, operated, corrected towards group long-term goal. People try to work on that why so that they can avoid responsibility. They run using their company responsibility because they don't really get know the benefits associated with the good work.

In my company we facing there problem for that reason system happening the X theory of McGregor and the company assume that consultant do not want to work because these were not trained plus they were highly demotivated because lake of training no clear business goal. The management realise the problem and tried to resolve this giving high training of business and desire.

THE EXPECTANCY THEORY OF MOTIVATION-

The expectancy theory of drive says that work respond in line with the make of environment. Plan of action depends on person to person, perceived action business lead people to choose their action and in the possible alternative people use logical choices. From the subjective possibility; the act of the person will lead to a certain outcome.

There a wide range of factors that shows that weather a person perform as desired expectancy theory formulates this doubt as work of performance expectancy, only effort gives outcome. The next theory says that performance accompanied by the outcome. This outcome includes awards, promotion, pay increase and bonus. The third theory is valence. It includes a range of value expressing the degree of avoidance or interest which ultimately shows that the person is associate with the income. The function of inspiration is F=V X I X E and this is dependant on assumptions.

The aftereffect of valence in Reliance Life Insurance Company and by motivational perspective can say that there was low morale level in the advisor and on fair input by them. The expectancy level was also very low because there is no incentive for the good work. If any consultant doing good job he acquired treated identical to other low performer consultant. This behavior increase dissatisfaction among the good advisors.

TWO FACTOR Drive THEORY BY HERZBERG-

American psychologist Frederick Herzberg builds up the idea of job enrichment initially and it say the various factor between the job satisfaction and job dissatisfaction. The first factor is about motivator as known as job or content factor and the second factor is known as hygiene factor or organizational framework factor. The consultant of the Reliance Company were unskilled and their work satisfaction centered upon hygiene factor. Insurance provider need to redesign the work to increase the business by desire which lead the performance improvement, absence of hygiene factor and the reward system in the business so in retrospect the advisor were not satisfied with job. Advisor weren't satisfied with this at all because other factor like socioeconomic, personal factor also have an effect on this and the absence of hygiene factor like irregularity in fee, rewards etc. also there. The company coverage in this mater was not good and the expectancy degree of the sales manager and the consultant came down very low.

GOAL Setting up THEORY OF MOTIVATION OR TASK Inspiration THEORY

The immediate romantic relationship between employees pay and performance is goal setting techniques theory. There will vary preposition in goal setting techniques theory. This preposition lead certain specific goal which followed by motivational techniques.

Difficult goal

According to E. A. Locke "More challenging goal cause higher level of performance then easy goals".

Specific goal

Specific goals produce higher level of performance than standard goals. This goals shows performance.

Behavioural intention

This theory is the purpose to produce a certain job choice or to reply in a certain way.

Knowledge of result

For the effective goal setting the feedback is vital. As per the business point the management ought to know the result of their decision.

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