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Introduction
Compensation in the global market is an extremely important managerial area This is because the compensation plan:
Helps attract potential salespersons Impacts a salespersons motivation Is a determinant of status and value Determines lifestyle and purchasing power
In Global Market
Compensation package is complex and affected by multiple forces:
A balance between company policies and country-specific elements Total compensation package includes financial
Salary, commission, bonus, stock options, benefits
Compensation Plans
Hard to compare compensation plans because of their differences
Lower salary, but higher deferred components Cannot simply transfer a compensation plan from one culture to another
What works in one culture will not work in another!
Straight Salary
Salesperson paid a set amount of money based upon hours or days worked
Often adopted when salesperson must devote significant amounts of time to other duties
Market research, customer service, administration
Simple to administer by sales manager But, no direct link between performance and reward!
More commonly used in Europe and may be difficult to change by global sales managers
Straight Commission
Adopted by performance-oriented firms that pay salesperson for their achievements
Each person is paid a percentage of their total sales
Easy to evaluate performance Plans encompass an element of insecurity Not believed acceptable in some cultures, like EU Some evidence of acceptance in Japan Can lead salesperson to shirk duties or pressure customers to buy
Discussion Questions
What are the advantages of each pay plan? The disadvantages? Which pay plan would work best for a software firm that is a market leader?
Sales Contests
Sales contests are short-term incentive programs implemented to motivate salespersons to achieve specific goals or activities For sales contests to be successful:
Objectives must be specific and clearly defined Contest theme must be exciting and clearly communicated Each salespersons must believe they can win Awards must be attractive to participants Contest must be promoted and managed properly
Theme
Contests receive a theme to create excitement
Chance of winning
Compete against self, others, or as a team?
In U.S. salesperson has about a 40% chance of winning
Types of Rewards
Sales contests can offer many types of reward in the form of:
Cash, prizes, or travel Perceived value very important as it must be of sufficient value to motivate additional effort
Discussion Questions
How might a sales contest motivate sales personnel to greater efforts? Does a sales contest take into consideration the needs of the buyer? Is it possible sales contests have become a part of the compensation system? If so, what does this tell us?
Non-Financial Incentives
Human needs require approaches other than compensation to remain satisfied
Ability to grow Recognition programs
Salesperson of the year, Presidents Club
Sales force must be given guidance and expenses must still be monitored to insure sound judgment
Reimbursed expenses vary by country e.g. entertainment and alcohol
Discussion Questions
Is there a connection between the ethical practices of sales managers, regarding pay matters, and the ethical behavior of salespersons? What is the purpose of expense plans? Compare and contrast the advantages and disadvantages of the three expense plans covered in this chapter
Chapter Summary
Compensation plan helps attract and maintain quality sales force
Compensation is culturally influenced
Rules for sales force compensation, contests, and expenses must be simple and unambiguous!