Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
The second target, the hard-to-achieve target -- is something that the salesperson can take pride in achieving. Attaining this target means more for the success and improvement it represents than for the payout that comes along with it.
The third component is the Top Performer incentive. For some sales staff, this may not serve as significant motivation as they may not feel as though they are in contention. For those high-performing staff members, however, this award gives the opportunity for bragging rights -- fulfillment of the ego. This can be powerful motivator for sales people. This incentive will work for the strong sales people, so while the others may not push themselves to attain it, all of the best sales people will and in doing so they will drive the most new business.
For the company, the sales people's compensation should support overall corporate strategy. In this case, the sales team needs to be motivated to sell as much volume as possible at profitable prices. This compensation system motivates the sales people on an individual level, wherein bonuses are used to motivate all sales people. These bonuses will be valuable to the lower-level performers because they will be able to maintain attainable targets.
If...
The sales team is able to focus on not just beating the numbers, but beating themselves.
The final level involves a healthy internal competition. The higher-end sales staff are placed into competition with one another. These sales people drive most of our business, so this reward of a vacation serves as an extra motivator just for them. The company benefits from specific competition-based motivation among its best people. Furthermore, this competition costs very little. The vacation costs a few thousand dollars, but the additional sales from all of the sales people who attempt to win this award will more than make up the difference.
The company needs to sell as many cleaning supplies as possible. For this to happen, the sales people need to be motivated in a number of different ways. What this proposed compensation system allows for is individual motivation against generic targets, motivation against oneself and finally a competition pitting the best against one another in a non-mutually-destructive fashion.
Interclean New compensation plan for the employment team As a result of the changes which have recently been implemented within InterClean, a new need arises in the necessity to align the compensation plan with the new organizational features. In other words, the changes implemented would only succeed if they are adequately supported by the staff members and a means of attaining employee support in times of organizational change is that of readdressing
Compensation Plan: The ability of a company to attract and retain the personnel it needs is partly dependent on its ability to provide competitive compensation packages. A company's compensation program is vital for its competitiveness since it's the basis for rewarding employee input. In order to ensure that the workers are effectively compensation, the firm should develop and establish an effective compensation plan. For the Department of Defense, there is need
Compensation Plan Outline Ford Motor Company is the largest manufacturer of heavy commercial vehicles and second largest producer of automobiles in the world. Their range of vehicles comprises 70 different types that include Jaguar, Lincoln, Volvo, Mercury, Aston Martin, and Ford with presence in over 30 countries worldwide. Ford employs over 300,000 employees across the globe. In the United States itself, Ford has an employee strength nearing 100,000 employees and sales
Compensation Plan Brief Overview of Costco's Compensation System Costco has a unique compensation system within its industry. The company competes as a cost leader, where it features low prices as a means of winning business. Cost leaders typically try to have rock bottom costs throughout their operations, from the supply chain to labor and everywhere in between. These competitors will use their bargaining power to get the cheapest labor possible, bargaining down
Compensation Project HR Compensation Project Plan Project Charter Providing fair and equitable compensation can serve as the backbone for an effective human resources policy that creates high levels of employee satisfaction and reduces employee turnover. Research has indicated that equity-based compensation system, performance appraisal system, effective career planning system and a robust employee participation in the organizations' decisions and actions are among the key strategic HR practices that influence organizational performance (Jimoh and
In the past, Payless was hesitant to determine salary increases on individual performance, because of the possibility of demoralizing employees. However, the company decided to follow other companies, because it helps retain top performers and provides more a greater degree of accountability in the corporate culture (Marquez, 2006). As a result, at Payless, the average salary increase for high performers jumped from 9.5% in 2004 to 9.9% in 2005, while