HFP Case ob

Name: Murtaza Naseem Case Study: Hausser Food Product Company Question: If you were Brenda Cooper, what would be your strategy to motivate the sales team in Florida? Answer: It is quite apparent, from the fats and opinions gathered by the researher researher after his visit to the sales team in Florida, that the team is highly de motivated! "his de motiva motivatio tion n have have made made them them relu relutan tantt to share share any ideas ideas,, appr approa oahes hes and tehniques to improve sales with the senior levels of the organi#ation! A disonnet have been developed between the sales team and the rest of the management, where they have isolated themselves from the ompany! ompany! "he reasons for this disonnet was that the team had been wor$ing ohesively for a very long time and their %&ierarhy of needs' as de(ned by )aslow*s theory were satis(ed within! &owever, they were not able to ahieve this satisfation of needs when the mana manage geme ment nt was was invo involv lved ed!! "hus "hus,, ma$i ma$in ng them them indi indi+e +errent ent to the the issu issue e of  dereasing sales! )aslow hypothesi#ed that within every human being, there eist a hierarhy of (ve needs! -hysiologial: -hysiologial: Inludes hunger, thirst shelter, se and other bodily needs! .afety: .eurity and protetion .oial: A+etion, belongingness, belongingness, aeptane and friendship /steem: Internal fators suh as self respet and autonomy and ahievement! .elf atuali#atio atuali#ation: n: 0riving 0riving to beome beome what we are apable apable of beoming beoming inlude growth and ahieving our potential! Being in the shoes of Brenda Cooper, my immediate ation would be to devise a strategy strategy with the senior management management $eeping $eeping in view the )aslow )aslow &ierar &ierarhy hy of  needs in view! -hysiologial needs: &ere most of the physiologial needs of the team are being met1 however there were ertain instanes that team members have omplained of  %Freedom' to wor$ as they wanted! "he team wanted to wor$ing without being in the o2e all the time ma$ing sales reports! "he "wo Fator theory ould also be used as guide to motivate the sales fore! "he two fator theory supports the notion that intrinsi fators lead to 3ob satisfation while etrinsi fators to dissatisfation!  "he (nding of the researher researher shows that the sales team felt very unomfortable when they had to wor$ in the o2e and get supervised all the time by their bosses!  "his reated reated stress stress and disli$ing disli$ing towards towards the management! management! I would thus introdue the onept of %)anagement by ob3etives', in whih the team shall wor$ in their own suitable hours in meeting the ompany goals! "here wouldn*t be any restrition of wor$ing within the hours de(ned by the ompany for

the sales fore only! .ine sales teams are target oriented, this strategy would give them the room to wor$ freely, without stress plus involving less paper wor$! .afety needs: -ortnow, a member of the sales team omplained that it loo$ed as if  the ompany wants to srew the salesman! "he sales fore believed that ompany was interested in the numbers and targets only and not the well being of the sales team and if the targets were met, they felt (nanially inseure for the net year beause then they would have to ma$e an etra e+ort to beat the new inreased sales target! "hus, my immediate step would be to (nish the quota and the etrapolation of the historial sales to deide the target net year! Instead, I would as$ 4oy Boyar and other distrit mangers to 3oin up in meetings along while the new sales target is being deided! Apart from this I would also try implement better ommission and bonus pa$ages for the sales team! "his view is also shared by the /petany theory, whih suggests that performane reward relationship is very strong proponent in motivating employees! In this ase 4oy*s sales team also raised the issue that their e+orts were not rewarded properly! 0espite beating the sales target eah year and putting in a onsiderable e+ort they had been not rewarded adequately by the organi#ation! .oial needs: "he reason 4oy boyar*s sales fore gel in amongst themselves perfetly is that they have an intimate relation with eah other for instane they go out and spend the night in the town drin$ing and having fun! "hese informal meeting have lead them to develop very good friendship and bonding amongst themselves, thus terming anyone out of the team an %outsider'! &owever, this taste of bonding and a+etion is ompletely missing when they involve Brenda Cooper and other senior management! &ene, I would be devising strategy to enfore this belonging and brotherhood into the fabri of the organi#ation! "his would inlude getting involved in various ativities suh dinners, trips and spending some days with the team fore , so that I ould also understand the insights of sales and personally addressing the problems of the team! /steem: "he omponent of reognition, ahievement and attention is also a prevailing issue within the team! "hey felt that their e+orts are not being reogni#ed by the management and even if they pith an idea, they won*t be muh appreiated! "his has even led the team in not dislosing the new mar$et disovered by them! .ome of the team argued that %5677', where onsidered enough as monetary reward by the management for an idea shared! "his shows that the esteem, respet and the attention demanded by the sales fore was not reogni#ed by the organi#ation! &ene, being Brenda Cooper I would fous on pro(t sharing tehniques and bonuses! 8egular appraisals, appreiations and poliies fousing on the ahievements of the employees would help them get more involved and ma$e them get in line with the overall suess of the organi#ation rather, personal suess only!

.elf atuali#ation: 4oy Boyar*s sales team is very ontent with their performane and have ahieved their level of satisfation, however they don*t reali#e that their status quo behavior will 3eopardi#e their and the ompany*s well being in the future! In order to avoid this I would ma$e rapid implementation of the poliies disussed above, this would help them reali#e the new potential and the growth that they an attain! I hope by implementing the above strategies will motivate 4oy*s team to plae organi#ational bene(ts over personal bene(ts, while wor$ing as a ohesive team of  the organi#ation in meeting the ompany*s target and goals!