The sales workplace is becoming increasingly complex, with heightened demands for diverse technical and people skills, intensified global competition and increased time spend on the job. In sales research, job satisfaction is of particular interest to companies because it has been linked to organizational commitment, performance, innovativeness, turnover, customer retention etc. Job satisfaction is considered a strong predictor of overall individual well-being. Sales managers play a significant role in shaping the behaviors and attitudes of their salespeople. Thus, it is important to understand the influence of diverse sales management practices on the salespeople’s motivation, satisfaction and performance.
This paper explores the influence of sales management control, sales management support and satisfaction with sales manager on job satisfaction of salespeople in Croatia and Italy.
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Good working environment with collaborative colleagues and supporting supervisors contribute to salespeople’s job satisfaction and
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The goal of this study is to fill this gap through research and analysis of the influence of sales management control, sales management support and satisfaction with sales manager on salespeople’s job satisfaction. Greater understanding of the effects of diverse sales manager's behavior on the salespeople’s job satisfaction will allow sales managers to adjust their control mechanisms, provide better support and work on the key issues that contribute to the salespeople’s job satisfaction. Furthermore, human resource managers could benefit of this research by looking for sales managers with certain competences, i.e. the ones that are supportive and know how to lead salespeople to reach objectives of the company and at the same time be satisfied with the work they
Purpose: The purpose of this paper is to help the company in discussion (TJX Canada) achieve better employee productivity and results by identifying the most important position in the company –Sales associate- analyzing its skills’ requirements and tasks and then projecting a revised recruitment and selection process for this position. We cannot emphasize the importance of this position enough. Thus, we are going to pay utmost attention towards its improvement. We will strive to recruit people who possess the skills, knowledge and abilities needed in order to successfully perform job functions which are essential to business operations.
Sales representatives are the employees who have the most frequent face to face contact with customers. if properly trained concerning what to look for, what to ask, and how to respond, sales personnel can bring back invaluable information from every sales call. In addition to providing sales personnel with the necessary training, organisations should provide them with appropriate incentives for collecting customer input. Otherwise, they may fall into the trap of simply agreeing with the customer about complaints received, thereby undermining the customer relationship even
. The main goal of this report is to identify the various ways and methods for creating a positive work environment for every employ in the workplace. When creating positive energy in the workplace employees will feel more comfortable working and more pleasant moods will be in the air. In addition, the environment surrounding the employees affects their emotions as well as their work performance. Therefore, a positive work environment results in more efficient and effective performance from employees.
This study has been conducted to investigate to what extent the workstations and human factors influence the job satisfaction of Employees in the Information Technology and Information Technology enabled Service (IT & ITES) Companies*. The study revealed that there was a positive relationship between human factors popularly known as ergonomics (Science of work posture designs to suit the workmen not workstation and equipment) and job satisfaction. It was, therefore, concluded that human factors are to be considered while establishing workstations since employees spend 50 percent# of their active time or one man day in workplace. So, setting up of well-fit, adjustable and healthily safe workstation designs in the BPO Organisation may lead the
Discussion: Sales are the most dominating factor for any organization. In any circumstances, sales will always
The results obtained are found to be contradicting with Herzberg’s Two-Factor Theory. The study revealed that the strongest motivation factor with the highest significance level on job satisfaction is the working conditions, which is a hygiene factor. The subsequent factors that motivate the sales personnel reported are recognition, company policies and money. Out of these four factors mentioned, recognition is the only motivator as explained in the Herzberg’s
Salespeople create value for their firms’ customers by advocating and communicating the customers’ needs, desires, concerns, and preferences back to the company and find solutions (Tanner and Raymond, 2010). Also, since the salespeople are experts in regards to their products, they can best advise the customer as to which product is the best fit for them or adapt offerings to fit. In this way, salespeople create value that would not have
As of (Al-Hawary,, january 2013) the term internal marketing appears to have been first used by Berry et al. (and later by George (1977) and Thompson et al. (1978, p. 243) and Murray (1979). Many proponents of IM follow Berry’s (1980) original view point that concentrate on its relevance to service firms in particular; and in general, by seeing the employee as an internal customer, who is an important role in delivering satisfaction to external customers,
Likewise, employees’ feeling of job satisfaction has been reviewed in comparatively with a specific dimension of organizational culture and leadership. In organizations that are flexible and adopt the participative management type, the latter are more possible to be satisfied, resulting in the organization’s success. Although the leader creates the culture predominantly, but he or she is the one who progresses through this process and so are the leadership tactics that he or she applies. In accordance to the leadership, there are two major types of leadership in organizations that influence the employee’s job satisfaction, which are: the transactional and the transformational leaderships. The transactional leaderships are the ones who act within the frame of the dominant culture; the transformational leaderships work towards change and adaptation of the culture to their own
INTRODUCTION McDonald's has become an icon of American fast food. It is now internationally known, with thousands of restaurants in various countries around the world. In 1940, Dick and Mac McDonald opened McDonalds’s Bar-B-Q restaurant on Fourteenth and E streets in San Bernardino, California. It was a typical drive-in featuring a large menu and car hop service. After several years in business, Dick and Mac McDonald shut down their restaurant for three months for alteration.
When it comes to ethics, we look to leaders to lead on ethics and take responsibility for both good and bad results. Leaders who lead ethically are role models, communicating the importance of ethical standards, holding their employees accountable to those standards, and- crucially- designing environments in which others work and live. But, what happens when these leaders begin to cross that fine line of what is ethical and what it is not? The follower must then step up and remind the leader of what is right. The follower must remind the leader of the very things that the leader has taught the follower about ethics.
Transformational leadership style with idea indicator, the influence of leader behavior, intellectual stimulation and a consideration of individual has a positive influence towards motivation. This leadership style has positive influence toward job satisfaction. (Risambessyet) job satisfaction has been studied in parallel with many aspects of work and in many work places and fields around the world, the employees has experienced job satisfaction as an outcome of leadership styles. In general, research results suggested that in organizations which are more flexible and adopted the management type in communication and employees reward the latter more likely to be satisfied which results in the organization’s success.(Jill, McKinnon et al. 2003)
In exchange for their loyalty towards the orgnization and their effect for their work, employees form expectations. To improve the quality of their work, to realize their career goals and to ensure that they work efficiently, the organization has to mobilize various incentive mechanism. Organizations can support their employees by establishing properly working human resources procedures and performance evaluation systems, concentrating on career management activities and improving the employees’ physical working conditions. Organizational support theory explain the psychological process underlying POS as follows: Firstly, POS in the basis of reciprocity norm creates a feeling of necessity concerning the organization working towards its goals and considering the
Patient satisfaction is considered an essential component of patient-centered care. Patient-centered care and patient satisfaction are viewed as core nursing values, as proposed by early pioneers of nursing, such as Florence Nightingale. It has been found that improvements in management, training, job satisfaction, employee empowerment, as well as decision making were needed for hospitals to improve their performance in patient safety, quality of care, and patient satisfaction (Leggart, Bartram, Casimir, & Stanton, 2010, p. 2). There is a limited understanding of how nurse satisfaction impacts delivery of care and patient outcomes.
In the end, job satisfaction also plays an important role through satisfying the customers, satisfied employees have a