Discussion 1

You have worked as a sales representative for the last three years, and your boss has just quit. You have been asked to take over as manager of your region, and you are going to accept for two reasons. First, you would like to move up and try something different and more challenging. Second, you have been very disappointed with the way your prior manager ran your sales group. He was not a good people manager and he did very little to motivate the sales representatives. More specifically, he let the low performers slide by, while the top performers (which you feel you are) did not seem to be recognized for their contributions. The situation was not horrible; he was not abusive or hostile in any way. But you know the group has some talented people and could do much better–if only they had a motivational spark. So how would you proceed in this situation? Where would you start? What types of things would you do to enhance motivation? What would be the biggest obstacles to getting this group energized? Would there be any predictable traps to avoid?

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Employee Motivation Discussion

Happy workers are highly productive as they enjoy working for the company. Employees’ job satisfaction is driven by various aspects, among them motivation from their managers. For this reason, the sales manager must come up with ideal ways of making his talented employees feel appreciated while encouraging low performers to improve on their sales. The first approach that the manager should take is revising the compensation structures to pay the sales persons what they are worth (Amabile & Kramer, 2011).

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