Question

critically analysis the passage below

I am a Performance Coach and Sales Manager for an insurance company working specifically with local offices. I am mainly responsible for achieving targets for sales growth by coming up with strategies, tactics, profit targets and sales plans for obtaining new customers via networking. The current design of my job is a top-down approach. I report to my Director who then reports to the Assistant Vice President and so on. My director has goals that are passed down and dispersed accordingly amongst all of the managers. The model my job is closest to would be scientific management because there is tons of data that goes into setting goals, forecasting, estimating year over year profits and methods on how to prospect for new business. Everything is based on historically data down to the rates we provide customers. We are given markets based on our skill sets, trained methodically and given bonuses for hitting target goals on a quarterly basis.

Currently managers are rated based on the percentage to new business plan, quality and add-ons. I understand that this requirement is given due to historical success but, the success of our management team doesn’t match the success of the local offices. Our management team was scored much higher than the offices if they were held to the same goals. Going forward we are adding in metric proficiency and a bonus goal structure in order to reward those members of management who are going above and beyond to lead their offices to success, this includes additional visits, followups and trainings.

These changes relate to Vroom’s Expectancy Theory since the managers will know exactly what to expect from preforming at a higher level. Adam’s equity theory would also come into play because nothing would be been seen as unfair when your destiny is in your own hands and not based how much the company makes. The changes I would make also relate to McClelland’s Need Theory since managers are competitive and feel success through goal achievement. In sales we compete against other insurance companies, lower pricing and better locations for those customers who want to do business face-to-face instead of over the phone/internet. Finally, Maslow’s need hierarchy theory would be satisfied. I do not think this is the best method for managers but a connection can be made between the changes and the physiological need of this theory (Kreitner, R & Kinicki, A., 2013).

Answer 1

According to me, the main thing which plays an important role to achieve targets set by top management in the insurance company is Motivation. I say this because Motivation is the force that comes from a person like in the case performance coach and sales manager who is encouraged to achieve sales target, get job recognition, and get fair reward and bonuses which I think is the application of Herzberg's theory of motivation and equity theory.

Every manager has their own team and set goals that they needs to be achieved so they have full control, and fair treatment from the side of upper management of the company so equity theory of motivation comes into play as well all know that each and every employee gets motivated when they get fair and equal treatment from top management like in this case.

In terms of Mashlow's need theory of motivation, i would say, All managers in this company are at esteem level of need where they want their work to be recognized, want to get respect from top management by earning high scores in sales and achieve sales target so that they can have status in the company.