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At this level then, he could consider the following:
Leadership by power of example, in order to motivate the staffs to overcome their limitations and increase their performances
The pursuit of individuals with previous expertise in sales operations
The pursuit of candidates with innate abilities, such as good communication skills or personal discipline
The capitalization on the expertise of the sales staffs and its usage as material to inspire and drive others
The employment of training operations in order to promote sales skills, but also the improvement of the personal skills to gain more discipline, more drive and more commitment to attaining the personal and professional goals.
7. Conclusions
The Great Northern America corporation is a sales company focused on the retail of various components throughout the entire country. The organization relies extensively on its sales force to reach consumers throughout the nation, and as such, to increase its revenues and profits. Given this impressive role of the staff members, the manager...
This commitment to the satisfaction and performances of the sales staffs is reflected at the level of the salaries offered to the respective employees. Aside from compensation however, Salatino should also place an increased emphasis on the shaping of the internal culture in order to integrate continuous learning through the social learning theory and the generation of employee performances through self-efficacy.
References:
Kusluvan, S. (2003). Managing employee attitudes and behaviors in the tourism and hospitality industry. Nova Publishers.
Panagopoulos, N. (2010) Sales technology: making the most of your investment. Business Expert Press.
Social learning theory. University of South Alabama. http://www.southalabama.edu/oll/mobile/theory_workbook/social_learning_theory.htm accessed on January 28, 2013
Case: self-efficacy. Joe Salatino, President of Great Northern America.
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