第八章： 职业销售技巧.ppt

Motivation and Reward System Management Module Eight Learning Objectives Explain the key components of motivation; intensity, persistence, and direction. Explain the difference between compensation rewards and non-compensation rewards. Describe the primary financial and non-financial compensation rewards available to salespeople. Describe salary, commission, and combination pay plans in terms of their advantages and disadvantages. Learning Objectives Explain the fundamental concepts in sales-expense reimbursement. Discuss issues associated with sales contests, equal pay for equal work, team compensation, global compensation, and changing a reward system. List the guidelines for motivating and rewarding salespeople. Motivation Motivation - Intensity Motivation - Direction Motivation - Persistence Motivation: Intrinsic vs. Extrinsic Two Basic Categories of Rewards Optimal Sales Force Reward System 最佳销售人员奖酬系统 Provides an acceptable ratio of costs and sales force output in volume, profit, or other objectives 2. Encourages specific activities consistent with the firms overall, marketing, and sales force objectives and strategies Optimal Sales Force Reward System 最佳销售人员奖酬系统 Attracts and retains competent salespeople, thereby enhancing long-term customer relationships 4. Allows the kind of adjustments that facilitate administration of the reward system. 二、从销售人员出发，奖酬系统应该： Salespeople expect to be treated equitably,with rewards comparable to those of others in the organization doing a similar job—and to the rewards of competitors’ salespeople. Most salespeople prefer some stability in the reward system,but they simultaneously want incentive rewards for superior performance. 三、从顾客的需要出发，奖酬系统应该： Some automobile dealers have tried to reduce customer dissatisfaction stemming from high-pressure sales techniques by paying their salespeople a salary instead of a commission based on sales volume. Others adjust the saleperson’s co