An example of this could be social security benefits. These motivations help the company recruit top level employees and increase their overall productivity. But this can be a trade-off as these benefits and rewards can be costly. Takeaway 2 - Corporate Culture, Human Resources, and Ethics Zappos is a great example of a company that has created a lively atmosphere for their workers through their casual working environment. But another takeaway is that this type of culture is not compatible with many companies.
SAS offers its software for a free 30 day trial and then has an annual licensing agreement with its customers. This provides the customers with free upgrades and customer support. This is a very strategic business model that has worked very well for SAS, the initial first-year outlay is low compared to if they sold the software outright, but the revenues over time from the customer are higher as long as licenses are renewed. The company and their CEO Jim Goodnight also believe that greater level of market penetration is better than short term margins on sales. Also, at the heart of the SAS business model rests one single idea: satisfied employees make for satisfied customers.
All of these aspects would help raise store sales. Parkleigh’s employees are offered discounts under certain circumstances, meaning in his mind his employees might try to sell the discount products to the customers. Although just because employees are employed within a store, doesn’t necessarily mean each employee have enough money to buy the products within the store. So in the case the store prices maybe a on the pricey side a little higher than normal, which means using a discount would make the items more reasonable. Kaufmann is considered a middle class store, where structuring would need to have more attention.
Turnover and competition are pushing organizations to focus on ways to keep top-quality employees satisfied and motivated (Hellriegel & Slocum, 2011, p. 132). In this case study on Joe Salatino, president of Great Northern American, I want to analysis what kind of reinforcers does Salatino use to motivate his salespeople, what kind of reinforcement schedule is used by Great Northern American to pay salespeople. I will also analysis how the concept of self-efficacy might help Salatino hiring successful salespeople. Great Northern American is a telemarketing company which sells more than 7 million yards of packaging tape, 8 million paper clips, and 11 million BIC and Papermate pens and pencils bearing customer logos, along with about 12,000 other products, each year. The company’s frontline customer service providers are the salespeople.
They keep their customers happy, by catering to customers’ needs and wants; like different merchandise, services, store hours, and price strategies. Another advantage is Murray’s personal relationships with their employees. Murray’s is a small company employing around 70 or so people, making it much easier to know each other personally. This helps Murray’s keep its workers loyal, retaining them instead of losing them to a larger firm. The disadvantage that Murray’s could have encountered initially was not being
If Zappo’s displays an item, it is in stock. Once it is sold out, they remove it from the website- thus reducing customer frustration. They also have a 100% satisfaction guaranteed return policy, and can be returned within 365 days for a full refund. Zappos focuses on customer service, they develop relationships with their customers, including phone calls that last hours and sending pizzas to people’s houses! As for employees, they are treated just as well as the customers.
Sometimes firms will include a bonus to an employees piecework pay when they perform above standards. This kind of pay really motivates a worker to move fast and to make as many units as they possibly can. There is very little time for an employee to even think of being lazy and not wanting to work since the faster they produce the more money they are paid. Although piecework pay can be great it certainly has its downside. Some of the disadvantages of the piecework pay system is that when the firm is slow at production, the worker will see it in their paycheck.
Closing Case - Jumpin’ Jack Flash What management skills did Jack demonstrate as a marketing manager at the travel products company? What management skills did he demonstrate as a VP at the consumer products firm? As a marketing manager at the travel products company, Jack was able to demonstrate a couple management skills that aided in his success at the company. By devoting energy and creativity to come up with a new product, he was able to show his ability to plan, determine courses of action, organize, and lead. His technical, conceptual, diagnostic, and decision making skills also helped him in coming up with the new product.
As for the junior salespeople in Syntel, many techniques could be done to lessen its high turnover. * Provide opportunities for these salespeople to grow his skills, knowledge/expertise, and income. Although it does not mean promotion exactly. * Put a competent sales manager/s who will hold this team. They should have to be able to assess if they are providing the motivation, coaching, and resources needed for these salespeople to perform.
One more reason for good earning was their concentration on a niche market which other market participants didn’t value enough. This issue maybe source of risk or source of return from time to time but it largely depends on the economic conditions. In my opinion, the economy was better at those times for the small operating firms that they served and they did not had so many losses for that time. In brief, good service, safer loan portfolio and the market that they operated in has an important effect on the earnings of the company. b) GNB has lower credit risk as compare to its competitors because its loan portfolio constitutes from largely small operating firms who can pay their liabilities with their cash flows and collaterals are mostly second source of financing the loan in the case of default.