Lily Ljal Case Study

Case Assignment 2

The most effective way to get the gardeners and sales representatives to have the greatest rate of success would be for Lily’s Floral to implement a regulated employee evaluation and reward system. The gardeners and sales representatives work together to secure major accounts, and sell products, and keep inventory while maintaining open lines of communication. However, they do not have much authority to find new stores to prospect and help the company grow. To motivate the employees and increase sales rates, Lily’s Floral should follow procedural justice, which is the perceived fairness of the process and procedures used to make allocation decisions. Ideally, we would set up a reward systems that incorporates the aspects of

With Lily’s Floral implementing a new monthly evaluation, they should follow up with some type of rewards system. The company should present a monetary reward to the top performing team with a predetermined percentage of the sales they have generated. By placing a certain percentage on the sales earned, the employees will develop a greater sense of motivation to increase their sales because Lily’s Floral was able to extrinsically motivate their employees while still profiting off of their success. In order to keep the monetary rewards system effective, Lily’s Floral should include an appreciation effect while setting up unique monetary rewards based on long term and short term performance goals. With repetitive success and increased motivation, the employees will automatically generate more sales for Lily’s Floral and earn big bonuses for

Salesmen may genuinely find themselves being more of a “standout” in the interview process since their job requires them to be just that. It is good that there are multiple interviewers involved to provide more evaluations. The more interviewers means the more evaluations, however, all interviewers should be trained to understand and reduce hidden bias in making sound decisions. According to People & Organizations (2014), research shows that “trained interviewers provide more balanced judgments about applicants than nontrained interviewers” (p.