Reference no: EM13918425
For companies that have a mission of selling, a major objective is to motivate the salespeople. While that are many factors that go into motivating these people, one of the primary factors is the compensation plan that describes how they will be rewarded. When sales compensation programs are implemented, rewarding an employee is contributed to sales growth, market share, and accounting goals and these programs strike a balance between what it takes to motivate the sales force and the amount and manner of resources used to motivate them.
For approximately 122 years, Avon Products has been the driving force for the empowerment of women all around the world and a door to door book salesman, who would give out rose oil perfume samples discovered that customers were more interested in the samples rather than the books he was selling. By 2005, Avon was an $8 billion company, operating in more than forty countries and 70 percent of their earnings were received from outside the United States. With approximately 6.5 million representatives in over 10 countries, Avon continues to build their strength of their company by their values and principles and represented the heart and mission to be a company that best understands and satisfies the product, service and self-fulfillment needs of women and globally. With Avon's new business strategy, an update in their product line, updated advertising strategy,to also include employee motivation and compensation, Avon still was faced with upcoming challenges but those challenges also became Avon's motivation to continue to be a global success.
To motivate the sales force to produce the highest number of clients, First believe Avon should first analyze and assess the existing situation with their total rewards program, which involves defining the current state of their existing programs, taking inventory of the current
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