Personality and Motivation for Better Performance and Productivity

1597 Words4 Pages
bulb-icon

Recommended: Hertzberg two factor theory of motivation

There are many positions in an organization that require a manager to understand the personalities of the employees involved, so that the employees will be their most productive. In this essay, I am referring to an insurance agency that has 14 employees who are organized into three main categories, which consist of sales, service, and administrative departments. Within this organization the sales staff is the hardest to manage because the personality types of the sales people conflict with the other employees and even among themselves. Though I consider this company to be a successful organization, it requires constant oversight to make the sales department function. Personality types among the sales employees are the biggest obstacle to the success of the department. Within the sales department there is one sales person whom I consider successful and typical of the rest of the sales staff. His name is Curt and consequently he has the most experience of all the sales staff and has the potential to be the top producer every month. Salespeople are critical in our business, but they need to be managed, directed, supervised and motivated. Here's where managers and owners need to get involved (Feiertag, H. 2003). It is important to understand what makes him motivated and how he can be manipulated to reach his full sales potential. To understand him in his professional setting it is important to discuss his attitude and performance, effects of cognitive dissonance, and finally his emotional intelligence. After taking these factors into consideration, I will look at using the Herzberg’s Two Factor Theory in relation to motivating him to be successful at reaching both his and the organizational goals.

Attitudes and performance ...

... middle of paper ...

...ocview/198981652?accountid=38569

Yim, H. K. (2008). Psychological empowerment of salespeople: The construct, its inducement, and consequences on customer relationships. (Order No. 3321208, Drexel University). ProQuest Dissertations and Theses, , 122. Retrieved from http://search.proquest.com/docview/304634131?accountid=38569. (304634131).

Kocabiyikoglu, A. (2005). Essays in revenue management and sales motivation. (Order No. 3195921, INSEAD (France and Singapore)). ProQuest Dissertations and Theses, , 94-94 p. Retrieved from http://search.proquest.com/docview/305393045?accountid=38569. (305393045).

Silver, L. S. (2000). A social-cognitive approach to salesperson work motivation. (Order No. 9976910, Louisiana Tech University). ProQuest Dissertations and Theses, , 304-304 p. Retrieved from http://search.proquest.com/docview/304604814?accountid=38569. (304604814).

Show More
Related

  • Diagnostic Services Inc.: Case Study: Diagnostics Services Inc.

    1271 Words  | 3 Pages

    As the salespeople’s immediate supervisor, it is the primary responsibility of the manager to provide proper training to enhance the salespersons’ effectiveness and improve their skills. Given the importance of having a productive and enthusiastic sales team, the manager needs to develop and manage effective reward and compensation packages to ensure a highly motivated and satisfied sales force. Sales managers also ensure that the company 's standards of professionalism, image, and branding are consistent with the sales team’s interaction with company customers. The manager 's presence also makes customers feel valued as well as provide credibility on behalf of the company (Pilling, Donthu, & Henson,

    Read More

  • Nordstrom Case Analysis

    777 Words  | 2 Pages

    The Nordstrom department store empire has been one of the leading companies in the fashion market. They generated over 2.5 billion dollars in sales last year, yet they are facing several internal problems. While Nordstrom strives to have the best customer service in the industry, living by the “Nordstrom way” has caused some hardships on the companies’ employees. An in-depth analysis of the sales position at Nordstrom using the job characteristic model reveals that the job design may moderately increase employees intrinsic motivation, but it is lacking in several areas.

    Read More

  • Managing Inconsistent Personalities in Business Teams

    901 Words  | 2 Pages

    In the case study of Juanita and Sandra, Juanita, a sales manager of Trumbell and Son, is struggling with Sandra who is a new employee on the sales team. Juanita is an effective manager who spends time to learn about what personalities, strength, and incidental details her employees have. Juanita can pull out employees best skill sets and internal incentives. On the other hand, Sandra’s inconsistent behavior made Juanita confuse about her personality. As a manager, Juanita feels uncomfortable about managing Sandra’s inconsistent personalities. This may be caused by the difference in behaviors and personalities between these two individual.

    Read More

  • Strengths And Weaknesses Of AT & T. SWOT Analysis

    1121 Words  | 3 Pages

    Employee motivation is one of the keys to success in any business, especially in a retail sales environment. It is particularly important to understand how employee motivation can be impacted by the strengths and weaknesses of AT&T’s retail sales consultant position (RSC). A series of interviews and surveys were conducted over a two-week period with employees of AT&T in the RSC position as well as retail management positions to determine how the employees really feel about this position as well as internal strengths and weaknesses that contribute to employee motivation. Although there are a lot of positive factors that keep the employees motivated within AT&T, there are some weaknesses that can cause employees to become demotivated.

    Read More

  • Personality Research Paper

    777 Words  | 2 Pages

    Everybody's personality is different. Some may be extraversion's or narcissists, low self-monitoring or high self-monitoring and the list goes on. During this semester, taking Personality Theories has thought me more about myself than I have learned in my whole life. I believe that my personality stems from my family environment, my friends and society and then I get to choose what I think to be morally correct and what fits with my personality the best.

    Read More

  • Analysis Of The Myers-Briggs Personality Test

    1504 Words  | 4 Pages

    The bases of this paper will be based on the results that I had obtained when I took the Myers-Briggs personality test. The results that I had obtained was that I was determined to be an ENFJ. I will go into depth about letter and how each represents that a specific aspect of my personality. The results that I had received were not what I had expected, but the more I read about the trait the more I realized how it suited me. I will also talk about the information that I had found useful from the book, Type Talk at Work: How the 16 Personalities Types Determine Your Success on the Job by Otto Kroeger, which gave me insight on how to interact with other personality types especially in the work environment. The information that I absorbed from the personality test and from the book will go into use in my personal and work life so that both environments will be cohesive and peaceful.

    Read More

  • Frederick Herzberg Motivation Theory

    800 Words  | 2 Pages

    As with any theory, the motivator-hygiene theory has its share of criticisms. Among them is the lack of consideration for individual differences. Herzberg’s theory only takes into account internal organizational factors and does not consider personal attitudes and beliefs of one’s work. Moreover, the two-factor theory assumes that high job satisfaction equates to performance at work. This, however, does not hold true in many situations.(insert example) A highly satisfied, content, and happy worker is not necessarily the hardest worker in an organization.

    Read More

  • The Personality-Job Fit Theory

    1097 Words  | 3 Pages

    Derek, I too have worked in the financial industry for some time. My field took me into the brokerage field helping individuals understand the market or to help plan for their retirement. In this field, not only were we required to learn all the CPA and brokerage laws, but we were also required to learn all the banking laws that went in place with it. I absolutely agree that in this environment everything that leads to job dissatisfaction is obvious and ever growing. Even in my most recent position right now, we are heavily regulated and forced to do things that sometimes we aren’t even as comfortable doing all in the name of making money, but it culminates into this peaked pile of “low pay, increased worked loads, lack of promotions, and excessive stress on the job.” (Robbins, 2013)

    Read More

  • Terminal Value Essay

    1811 Words  | 4 Pages

    I decided gratitude would be my highest terminal value. If I can strive to be grateful for all that I have and all that I am, I believe this would lead to helping me achieve all other terminal values. Providing service for other living things is something that I feel is important for the survival of our external world, which is why it is ranked second. My third value is wisdom. In today’s world, there are so many problems that I will not be able to resolve or fix, that I have to have the wisdom to be able to know what I can and can not do, and know that this is okay. I also believe it is of great value to strive for wisdom when I interact with people. Rather than reacting with feelings and passion, responding with wisdom could achieve a lot more from others, and ultimately allow me to achieve my goals. I did not rank happiness any higher because although I believe it to be of vital importance to our lives, I believe that if you do not strive for other key values, then striving for happiness has the potential to become a selfish or destructive act.

    Read More

  • Motivation in The Workplace

    1780 Words  | 4 Pages

    Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes one’s duty to understand and institute systems that ensure the proper motivation of your subordinates. Proper motivation of employees can ensure high productivity and successful workflow, while low worker motivation can result in absenteeism, decreased productivity rates, and turnover. A large body of research has been produced regarding motivation, and much of this research is applicable to the workplace. Due to the nature of man, motivation varies from individual to individual, and, because of this, there is no one system that is the best for ensuring worker motivation in every organizational situation, and, as a product, many theories have been created to outline what drives people to satisfactorily complete their work tasks. Throughout the course of this document, the three main types of these motivational theories will be outlined and examples of each, as well as how these theories can be used to further strengthen and sustain worker motivation....

    Read More

  • Motivation, Organizational Behavior and Performance

    525 Words  | 2 Pages

    Motivation is an important concept which is critical for understanding of and improvement in organizational behaviour and performance. It is therefore important for the managers to understand motivation. It is an important tool which they can use to get more out of their employees and increase organizational performance. Motivation can be defined as the factors, both internal as well as external which arouse in individuals the desire and commitment for a job (Mele, 2005, p. 15). Organizational performance on the other hand refers to the degree to which the organizational objectives have been achieved.

    Read More

  • The Importance of Reward in Motivation

    1732 Words  | 4 Pages

    In daily life, we need motivation to improve our performance in our job or in studies. Motivation is an internal force, dependent on the needs that drive a person to achieve. In the other words, motivation is a consequence of expectations of the future while satisfaction is a consequence of past events (Carr, 2005). We need to give reward to our self when we did correctly or we has achieve our target. Reward is something that we are given because we have behaved well, worked hard, or provided a service to the community. Theories of motivation can be used to explain the behavior and attitude of employees (Rowley, 1996; Weaver, 1998). The theories include content theories, based on assumptions that people have individual needs, which motivate their action. Meanwhile according to Robbins (2001), motivation is a needs-satisfying process, which means that when a person's needs are satisfied by certain factors, the person will exert superior effort toward attaining organizational goals. Schulze and Steyn (2003) affirmed that in order to understand people’s behavior at work, managers or supervisors must be aware of the concept of needs or motives which will help “move” their employees to act.Theories such as Maslow (1954), McClelland (1961), Herzberg (1966) and Alderfer (1969) are renowned for their works in this field. The intrinsic reward or also be known as motivators factors is the part of Herzberg motivation theory. Motivators are involve factors built into the job or the studies itself such as achievement, recognition, responsibility and advancement. Hygiene factors are extrinsic to the job such as interpersonal relationship, salary, supervision and company policy (Herzberg, 1966. There have two factors that are called hygiene fac...

    Read More

  • Netflix Challenges

    1005 Words  | 3 Pages

    Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves

    Read More

  • Reflection On Career Development

    1131 Words  | 3 Pages

    According to the study of this course, I have learned many useful management skills and I feel like these skills will be applied to my future career development. When working on the self- assessment tests, I found myself fall into the category of the ISTJ personality types, which as illustrated by Myers Briggs, is the type of personality that is conscientious, considerate, and helpful. Personality traits such as honest, dutiful, practical and responsible are my strengths; personality traits such as stubborn, insensitive and poor communication skill are my weaknesses. Related to the knowledge I have learned in the course I believe both strengths and weakness will have influence to my future career development. In this reflection paper, I will demonstrate the strengths and weaknesses that may place the most influence on my way of success.

    Read More

  • Essay On Psychological Empowerment

    2294 Words  | 5 Pages

    So psychological empowerment measures the extent to which employees perceive they are allowed to use their own initiative and judgment in performing their jobs (Hartline and Ferrell, 1996). In sum, psychological empowerment reflects an active orientation to work, and pass on the notion that individuals not only want to, but are able to, shape their work role and context. Psychological empowerment is a process because it begins with the interaction of one’s personality characteristics within the work environment; then the interaction of environment with personality shapes the empowerment cognitions, which in turn motivate individual behavior (Spreitzer, 1995). Each dimension of psychological empowerment dimensions will be discussed with coming

    Read More

More about Personality and Motivation for Better Performance and Productivity

Open Document