Companies do not exist without the people who work there. The main objective of the surroundings is to obtain the best productivity from it's staff as well as maximum quality. These expectations require adequate abilities, an irreproachable organization, but more importantly the motivation of all employees. Motivation is a term which made its appearance in the 20th century. It is an individual, internal phenomenon which orients the behavior towards a given objective. In fact, each individual sets a goal which he wants to reach. It will be determined by various factors, such as the need for performance, the feeling of utility, surpassing oneself, the quest for recognition or the pursuit of power. This need for success (in the execution of his projects) allows for the reduction in the natural dissatisfaction of the individual.
[...] From these two types of motivations, one can draw a “sphere of the motivation”: Nevertheless, a standard model of management by motivation does not exist, but there are various means to get there. But, what purpose is necessary to motivate the work forces? It is important to maintain commitment, enthusiasm for work as well as the will of each one to do one's best, improve constantly and to respect the objectives. After having exposed the principal theories of motivation, we will study the means to reach that point. [...]
[...] Performance linked remuneration: the key remunerations such as pay rises or promotions must depend on the fulfillment of fixed objectives Control the equity of the system People work primarily to earn money, therefore: performance incentives, various bonuses and shareholding, play an important role in the motivation of sales people Remuneration The remuneration of the personnel must be the subject of an actual policy which will have to be fixed: The level of wages and the hierarchy of remunerations The evolution of remuneration For the company, the compensation of employees is at the same time a constraint and a tool. [...]
[...] Motivation based on values leads people to accept responsibility for the interests of the organization and to defend them as if they were theirs. Accordingly, motivation consists in seeking the integration of the individual interests and the collective interests of the organization, in order to improve social cohesion and to reinforce self-esteem Culture The culture of company is a factor of cohesion in which the employee must immerse himself. It is a collection of social values, written rules and the languages which are used to communicate them, shared by all the members of the company. [...]
[...] And it is to the manager to express their satisfaction with the sales personnel directly Putting a value on success It is not possible to give a pay raise to each sales person when he is successful for two reasons: first is that a small company cannot support regular salary increases of its employees, the second reason refers to the feeling utility explained above. Let us recall that one does not manage low salaried and high salaried employees in the same way. [...]
[...] Thus one finds here a possibility of creating a double motivation for the employee. Stocks options (i.e. options on shares) Stock options make it possible for employees to acquire shares of their company at a very advantageous price (lower than that of the market). They will thus receive dividends but they will also realize a much greater value in the event of resale of these shares. It is thus a means to motivate and secure the loyalty of the employees (and to make them adhere to the shareholding). [...]
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