The Motivation Of Sales Employees At L ' Oreal

Employee motivation is, or at least must be, one of the key issues for directors, managers and personnel managers. The leader must be able to find the sensitive strings of his subordinates, which can be motivated by influencing them to achieve high performance. The correct use of motivation encourages staff to make more efficient use of their knowledge, skills, and talents. In today's turbulent, often chaotic environment, commercial success depends on the employee's talent and effort. Despite the many existing theories and practices, some of the motivation of leaders today remains a mystical term. This is partly due to the fact that people are motivated by different things and techniques.

According to researcher Lindner (1998), motivated employees are needed in our rapidly changing workplaces to aid in the survival of organizations. Not only is it important to meet the needs of the consumer, it is equally important that to make sure that associates are taken care of and remain motivated. For this reason, Gibson, Ivancevich, Donnelly and Konopaske (2012) “states much of management’s time is spent addressing the motivation of their employees” (p. 125). According to the Encyclopedia of Small Business (2007), employee motivation is the level of energy, commitment, and creativity employees bring to their jobs; the inner force that drives individuals to accomplish personal and organizational goals (Lindner, 1988). Despite its obvious importance, employee motivation can be an elusive quest for managers due to the multiplicity of incentives that can influence employees to do their best work. The reality is that every employee has different ways to become motivated and the knowledge of how to motivate them is key to organizational success. It is imperative that employers get to know the personal needs and wants of their employees in order to establish tactics in which to motivate each of them. Once achieved, “managers are in a better position to encourage and reward employees to behave in effective ways” (Gibson et al, 2012, p.

In any case, a general notion can be drawn that the the motivator factor are measured in different terms. The Sales staff aggressively pursues more sales opportunities because its success, feeling of achievement and the large financial incentive depend on their individual performance. This does not exist in Marketing as the feeling of achievement or the vague bonus scheme depends on the company’s performance rather than individual success. Furthermore, the hygiene factors such as pay policy, supervision style, social status and working condition seem to play significant role in Pluto Telecommunications. These hygiene factors in Sales department create job satisfaction as the sale staff is well paid, with greater autonomy in making decisions, high social status awareness and self –esteem. Yet, these factors, up to certain degree do, not play important role for Marketing. Therefore, it is essential to understand what and how motivates people.

This research work is based on finding out the factors of motivation that can be employed for the NHS foundation staff. The NHS Foundation trust is a semi-autonomous organization within the National Health Service in the United Kingdom. These trusts have a certain degree of independence and work in an autonomous form as related to the Department of Health in the country. As computed in March 2014, there are 147 foundation trusts for NHS operating in the country. The factor of motivation of the employees in the workplace is extremely important for deciding the performance levels of an organization that functions in the healthcare segment. As such, this research is conducted to evaluate the existing motivation levels, strategies and performance within the organization. In addition, the motivation strategies that can be used by the business managers in the organization are considered and their practical application is analysed. The research would be mainly based on secondary research methodology in which data would be gathered from the employee groups working in the NHS foundation Trust. The research report is structured in a methodical and step by step manner. Suitable research aims and objectives are designed followed by a thorough review of the available literatures on the topic of motivation. The literature review would help to provide a base for the development of the research work and for analysing the collected data from a theoretical

Highly motivated employees are more inclined to work harder to achieve company goals and expectations. Although Macy’s illustrates the ways in which they provide extrinsic motivators through benefits, intrinsic motivation is just as important. To promote intrinsic motivation, Macy’s should provide positive feedback, give employees a fair amount of autonomy, and provide special projects for employees to participate

L'Oréal is a French cosmetics company, it was founded in 1909 by Eugène Paul Louis Schueller. The company is registered in Paris. It is recognized as one of the world's largest cosmetics companies. L'Oréal has developed businesses in cosmetics, concentrating on hair color, skin care, sun protection, make-up, perfume and hair care. L’Oréal has been recognized by their beauty and health industry, for their commitment to business standards and

Stimulating employee behavior relies on different types of practices, particularly when increased productivity and success are the desired outcome (Shultz, 2014). Shultz (2014)

This proposal will attempt to revamp the Mary Kay incentive program. The three problems I am going to address are: the morale of consultants, motivational/stagnation of sales, and poor or weak directors and consultants. In addressing these issues I am going to be referencing other business that have used different motivational techniques in these situations. At the end of my proposal I hope to have at least 3-4 viable options that could be implemented in the Mary Kay Company to fix the problems mentioned above.

Nestlé Company has used McClelland theory that examined three learned needs to motivation employee. The McClelland theory used includes two part of need, first is need for achievement by the employees to establish challenging goals to improve employees skills and techniques and to take responsibility. Second is need for affiliation which is the desire to seek approval, conform to others wishes and avoid conflict to maintain relationship (McClelland's Human Motivation Theory, n.d.).

The current growth of Designs by Kate’s (DBK) business model is not sustainable for a future success of the company. In order to maintain, respectively improve its performance and thusly its position within the direct sales industry, it is essential that Kate Creevey realizes, how important the monetary reward for the sales representatives is. Therefore it is recommended that the compensation structure as a motivational tool should be changed in order to guarantee maximizing the key financial objectives, which can predominantly be defined as further volume growth. Sales growth is driven by two factors: in the first place by the number of sales representatives and secondly, by their increased productivity, when they become team leaders.

Motivation is discussed widely from different people especially in twenty century, because every organization wants to increase their profit and want to become famous in the world and try hard to satisfy their customers. Those organizations how want to increase customer satisfaction and to achieve their goals they send their employees to different seminars, for holidays and training because employees are the main profit of an organization. Some people said employees are not only the assets of an organization they are essential subscriber and effective factors for business production. Employees are not only motivated by money this concept is wrong motivation come from different approach by work levels, from senior to junior levels, in workplace. Motivation depend on manager it is the

L’Oreal capitalize on opportunities in the global market. They are international with laboratories on three continents: in Europe, the United State of America, and Asia. They have test centers in many countries, enabling a better understanding of local customers preferences. Their increasingly global outlook, ensure a better and closer identification of specific local

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

L'Oreal is a cosmetic company, which makes some of the world's biggest beauty products. L'Oreal's success story begins in 1907. It has been the market leader in the cosmetics and toiletries market since 2001 (Euromonitor 2005). Their products are sold in about one hundred and thirty countries worldwide. L'Oreal is divided into four categories - consumer products, professional products, luxury products, active cosmetics. They mainly focus on skin care, make-up, hair care and fragrance. L'Oreal includes some important brands such as Lancôme Paris, Garnier, Mabelline, Softsheen Carson, Matrix, and Biotherm. L'Oreal invests heavily into its research and development which gives them competitive advantage over its competitors.

The pharmaceutical activities of L’Oreal are also handled by Sanofi-Aventis. These divisions and subdivisions ensure the quality that the L’Oreal Group offers to its customers. To further add to the enumerated strengths of the company, L’Oreal’s advertising strategy also plays a major part to its growth. Through adapting to the culture of their target market as the main tool of their advertisement, the Company brought L’Oreal products within reach of other women from different parts of the world.