(Re) defining salesperson motivation: current status, main challenges, and research directions

The construct of motivation is one of the central themes in selling and sales management research. Yet, to-date no review article exists that surveys the construct (both from an extrinsic and intrinsic motivation context), critically evaluates its current status, examines various key challenges apparent from the extant research, and suggests new research opportunities based on a thorough review of past work. The authors explore how motivation is defined, major theories underpinning motivation, how motivation has historically been measured, and key methodologies used over time. In addition, attention is given to principal drivers and outcomes of salesperson motivation. A summarizing appendix of key articles in salesperson motivation is provided

Using Self-Assessment to Build Self-Efficacy and Intrinsic Motivation in Athletes: A Mixed Methods Explanatory Design on Female Adolescent Volleyball Players

The aim of this mixed-methods study was to address the issue of burnout and lack of motivation in middle and high school student-athletes. As young athletes cope with school and stresses of extracurricular activities, they often react negatively to external feedback and motivation. The athletes often find themselves in a low state of self-efficacy due to perceived external pressures. This can lead to burnout and ultimately quitting the sport. This study utilized a model that was designed to use self-assessment to increase self-efficacy among athletes to promote a higher sense of accomplishment and motivation toward success. The athletes were all female volleyball players ranging from ages 10-18. Each athlete received a pretest to ascertain her level of motivation prior to the beginning of the athletic season. During their athletic seasons, 30 of the athletes participated in a weekly self-assessment program producing measurable quantitative data to be used as predictors. A sample selection of the athletes was also interviewed to allow for reflection on the study and produce qualitative data intended to predict possible outcomes of the study. Upon completion of the season the athletes took a post-test to measure their levels of motivation. The outcome of the study produced a statistical effect that demonstrated an increase in self-efficacy and self-determination in athletes, and subsequently increased motivation. The qualitative interview data corroborated the effect produced by the quantitative data

The role of non-financial incentives in B2B sales force motivation : A case study of a Finnish technology consulting company

Sales professionals operate in an environment susceptible to market fluctuations and internal and external pressure from clients and the organization. Thus, it is crucial to understand what motivates and drives the individuals of a sales force is vital in determining company success in the long-run. More importantly, as financial incentives are the norm in 21st century sales organizations, it is important to understand how sales professionals are motivated and retained through non-financial incentives. The purpose of this study is to investigate the role of non-financial incentives in B2B sales force motivation. The research sheds light to this phenomenon through studying what non-financial incentives are used in motivating the sales force and, how non-financial incentives have motivational value to employees. The theoretical framework of the study is constructed through presenting and discussing the current state of knowledge of motivation, sales people as a workplace demographic. and employee incentives. First, a wide range of motivation theories is discussed with the focus on content and process theories of motivation. Second, the specific characteristics of motivating sales people and their personality types are analyzed. Third, employee incentives are discussed to create a wide understanding of the targets of motivation, their specifics, and motivation as a phenomenon. This study was done as a single-case study using qualitative methods and focusing on one Finnish technology consulting company. More specifically, the sales force consisting of four individuals was at the focal point of the data collection. The main data collection was done through four interviews with individuals from the case company’s sales force. The study supports the theoretical framework to a large extent. However, there are a few distinct notions which should be taken into account in the theoretical discussion, but also managerially. First, the widely accepted notion that sales people tend to favor financial incentives over non-financial incentives is not supported by this study. According to the findings non-financial incentives such as freedom, learning and the work itself seem to be of great importance to the case company sales people. Also, managers should take into account the fact that not all motivation is equally valuable. Non-financial incentives seem to drive motivation on a longer time period and more profoundly than financial incentives

Interactive effects of individual- and group-level variables on virtual purchase behavior in online communities

Focusing on social network theories, we examine the interactive influence of both group-level (i.e. community influences) and individual-level variables (intrinsic and extrinsic motivations) simultaneously as the drivers of Massively Multiplayer Online Role-Playing Game (MMORPG) players’ virtual purchase behavior. We demonstrate that several aspects of real-world behavior are reflected in virtual purchase behavior. Notably, normative interpersonal influences and community identity are critical drivers and moderators of virtual purchases. Moreover, clear advancement and enjoyment opportunities offer important triggers for virtual purchase behavior. This study provides insights for game developers to increase virtual purchases, and identifies domain-specificity of each gaming platform

Exploring how Student Athletes Balance Athletic, Academic, and Personal Needs Through Learned Needs Theory.

The attempt to balance the requirements of athletic and academic demands prompts extensive research agendas from higher education and athletic stakeholders to examine how extrinsic and socio-environmental factors affect the desired outcomes of student athletes. Reputable motivation literature describes needs as the starting point of motivation and influences behaviors embedded within cultural and systematic structures. Thus, the purpose of this study is to understand how sport participation influences athletic and academic performance through Learned Needs Theory (LNT). This study provides insight to processes of motivation that contribute to knowledge, practical implications, and research that translates to research-based approaches to increase and consider varying need fulfillment of student athletes

A combinatory approach to affective and cognitive dimensions of the intrinsic and extrinsic motivation of salespeople

Salesperson motivation is one of the key themes in sales management research and practice. Traditionally, it has been predominantly linked to financial incentives and pay packages assuming that extrinsic motivation is a prime driver of sales performance.However, later studies have demonstrated the crucial importance of intrinsic motivation in influencing salesperson job outcomes, although there is a number of inconsistencies and ambiguity within the research domain. The growing evidence that both types of motivation contribute to employee performance increasingly suggest that concentrating on one single type of motivation may be much less effective than utilizing a more balanced approach. Specifically, by combining intrinsic and extrinsic motivation.Research in psychology suggests that certain orientations of intrinsic and extrinsic motivation can co-exist and in combination enhance work outcomes.This study contributes to the knowledge on salesperson motivation in the following ways. First, by providing a comprehensive systematic review on how motivation is defined, major theories underpinning motivation, how motivation has historically been measured, and key methodologies employed over time. Second, by investigating how the combinations of cognitive and affective orientations of intrinsic and extrinsic motivation affect salesperson performance and work engagement. Third, by examining the effect of formal and informal sales force control systems onto the motivational orientations.Data in this study is collected from a cross-sectional sample of B2B salespeople. Findings from the main study using polynomial regression with response surface analysis reveal that salesperson intrinsic and extrinsic motivational orientations can co-exist, and have a positive combined effect on performance and work engagement. Findings from the third study utilising multiple regression analysis shed the light on the importance of informal control systems (e.g. cultural control) in influencing salesperson motivation.The study also offers vital managerial recommendations and propose some avenues for future research in the area of salesperson motivation

Management Strategies to Improve Employee Engagement in the Credit Union Industry

Employee engagement is the main topic of discussion among researchers and managers for over 24 years. Managing employee engagement is critical to the success of an organization, but 85% of manager\u27s struggle with engaging employees. The purpose of this single case study was to explore employee engagement strategies that credit union managers use to increase productivity and organizational effectiveness. Expectancy theory was used to explore employee engagement, performance, and motivation of people in the workplace. Data were collected using semistructured interviews and observations with 6 credit union managers and company documents using thematic coding. Analysis of the data revealed that, among these credit union managers, effective communication, training and coaching, and rewards and recognition are management strategies required to improve employee engagement, productivity and organizational effectiveness. These findings may provide credit union managers with guidelines to measure and evaluate the effectiveness of engagement strategies to fit the culture of the credit union. The results of this study may provide credit union managers with guidelines on the causes of disengagement and how employee engagement could be improved within the organization. Researchers may consider conducting a multiple case study that include other credit unions within Louisiana to understand the similarities and differences between strategies used to engage employees. The results of this study may impact positive social change by improving the competitive environment of the credit union industry through engagement within community and society

Motivation of Generation Y employees in resort hotels during the summer season in Greece

In the near future the majority of the workforce globally will be covered by Generation Y employees. The unique characteristics of this generation’s working values and the differences that appear compared to other generations, have led researchers to investigate this generational cohort for many purposes. This thesis examines the ways in which Generation Y employees in resort hotels are motivated in Greece. The research aimed at providing the commissioning company, Lindian Village, with valuable insights that may have allowed it to use this information as guidance in the pursuance of improving the practices that lead in increased motivation. With regard to the aim of the thesis and the importance it may hold as guidance for the commissioner, a theoretical framework was put together to understand the three subjects, which composed are shaping the research question. Furthermore, the design and execution of a qualitative research through semi-structured interviews added a valuable amount of personal insights that justify the theory analysed in the thesis and the aim of the research. The key findings of the study showed that the employees’ motivation is increased by several intrinsic and extrinsic factors such as the personal advancement, the recognition of one’s effort, the competitive salary and the status derived from the position