Essay Buff Spalding - Manager's Workshop

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Part I: Decision History – Buff Spalding
Situation: Buff Spalding seems to have all the personal skills necessary to be successful but is not. Everyone appears to like Buff, and he is quite helpful to his coworkers, but it is not clear how Buff maintains his life style given his low earnings. How would you begin your conversation with Buff?
You decided to: Ask to accompany Buff on several sales calls.
Results: You accompanied Buff on several sales calls. You find Buff has very good sales skills but is violating company policy by selling real estate to his clients. What would you do next?
You decided to: Ask around the company discreetly to find out more about Buff's reputation as a salesman and how he is able to maintain his lifestyle
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If wholesale inventory drops below fifty days within a sales territory, retailer stockouts occur. Whenever a stockout occurs, retailers substitute Omega’s product with another manufacturer’s product, therefore causing Omega to lose business. Buff’s days of wholesale supply is forty two days, causing Omega to lose business due to stockouts occurring. Buff’s manager has held two discussions with him in the past regarding his performance.
The Interview
Due to Buff’s performance issues, an interview was conducted in an effort to identify why Buff’s performance was substandard. Through the interview process, it was determined that Buff was utilizing his professional relationships with Omega customers, physicians and pharmaceutical wholesalers, in order to sell real estate deals. This action is not only unethical; however, it is also a violation of company policy.
Theory Application
Even though Buff was a natural fit for a sales role, had a great personality, connected very well with his team, and was motivated to succeed; his motivation was not directed correctly. According to Dunham, direction and intensity are key components of the theory of motivation (2004). In order for an employee to be successful, it is important for employers to find ways to influence an employee’s direction and the amount of intensity to utilize (Dunham, 2004). Dunham cites that even though an individual starts off in the correct direction with the correct amount of intensity,
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