Presentation

Every organization aims at achieving a certain level of performance when it comes to the profitability of the organization. The sales force in any organization is very instrumental towards the performance of an organization as they help push the sales of an organization to the desired level. Organizations must see the value that the salespersons bring to the organization as this impacts the motivation and the productivity of the salespersons (Kuvaas et al., 2017). When a sales team feels that there is value to an organization then they become engaged in their work and perform well. Organizations can show that they value the salespersons by involving them in decision-making, paying them well, and also recognizing achievements.

Skill sets refer to the various abilities and abilities that an individual employee has that enable them to perform according to expectations in an organization. The skill sets vary from the type of sales employee; a salesperson needs more persuasion skills while a sales manager might need more communication skills and leadership skills (Kuczmarski & Kuczmarski, 2019). An organization can ensure that it has the right skill set by ensuring that the recruitment process is thorough and looks at the practical skills of employees as well.

Global sales refer to the sales that an organization makes outside the country where it is located. Global sales skills are important in ensuring that an organization can effectively penetrate an outside market. Global sales skills include understanding the cultural differences and the language of the target nation. A sales team needs to understand what is offensive in other nations such as gestures, body language so that they do not put off customers (Cuevas, 2018). The global sales skill needed by sales managers includes effective communication and an understanding of the trade regulations in different countries. They need to be able to contact customers remotely and manage sales teams in different locations.

The performance of any organization is important as it is an indicator of growth and progress in an organization. When it comes to the performance of employees it is directly related to the rewards system in an organization. Employees need to be motivated to put in extra work in the organization and the easiest way for an organization to motivate employees is to make them feel that they are appreciated and their efforts are recognized. Employees and particularly sales employees work in teams when the performance appraisal is done, it is important that the best-performed employees are rewarded (Asaari et al, 2019). When this is done the other members of the team will be inspired and motivated to increase productivity. An increase in the productivity of an employee translates to the performance of an organization in terms of sales and profitability.

Rewards are multidimensional and exist in different forms and categories in different organizations. The two broad categories that organizations offer are monetary and nonmonetary rewards. Monetary rewards refer to those that have an attached monetary value and may include salary raises, commissions, cash gifts bonuses, and allowances. This form of reward is mostly offered based on the performance of employees. Organizations set targets, for instance for the sales team there is a target for weekly sales, monthly sales, or annual sales (Dikshit et al., 2018). Once this level has been achieved an organization will decide to reward the top sales personnel in monetary form.

Nonmonetary rewards are equally important in an organization. Non Monetary rewards can exist in many forms and one of them is a recognition reward. Some organizations have awards such as, "salesperson of the year," or "employee of the year". These rewards will go a long way in making employees feel that they are part of an organization. Non Monetary rewards also include trips, and even fringe benefits such as medical allowances, retirement packages among others.

Intrinsic rewards refer to non-tangible rewards that a salesperson or employee will get from their work. It is the feeling of conscious satisfaction and the sense of achievement. Intrinsic rewards come from within the employee that is doing a particular task. On the other hand, extrinsic rewards refer to the rewards that an individual gets from outside them. These rewards can come from fellow sales employees or from the employer (Andersen et al., 2018). The extrinsic reward shows that somebody recognizes the effort that a sales personnel has put into certain tasks and most of the time these rewards are tangible.

Intrinsic rewards are very important and impact how well a person performs their sales tasks. When an employee gets that sense of achievement, they get positive emotional reactions such as pride in their work, and feelings of accomplishment. The sales staff then feel the need to work even harder in the next assigned tasks so that they can have these positive emotions in the future (Victor & Hoole, 2017). There is nothing as powerful as being motivated from the inside as it helps these sales employees to even set targets for themselves and become very proud to be part of the sales team.

Extrinsic rewards play a role in the life of employees because most of these rewards have a monetary value and money is important to almost every individual as it helps one meet the cost of living. These rewards can come even in a nonmonetary form such as time off, advancement in career among others. Extrinsic motivation helps sales staff feel that they are an important part of an organization and their presence is recognized. Organizations can use extrinsic rewards to motivate a sales team. Once one of the team members is rewarded for good performance the other employee will be inspired to work harder because they want to get that recognition as well.

References

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