Ch. 12: Sales Commissions

Concept and brief description:

Sales commissions is a form of incentive pay calculated as a percentage of sales. Salespeople can earn a commission in addition to a base salary or earn only commissions. The nature of salespeople's compensation affects the kinds of people who will want to take and keep sales jobs. Sales commission jobs can be risky for employees but also motivating and beneficial to both the company and employee.

Emotional hook (provocative question/ claim/real-life problem):

I have worked in several positions relating to sales commissions. I wish I could say that I have had a positive experience in these positions, but I cannot. It seemed that the incentive of being able to earn commissions was not motivating to employees. It was very apparent to the employees that managers earned raises and extra bonuses based on sales. The manager would push sales to intensely, not motivating employees and causing bad morale.

Key points to elicit in discussion:

Commissions can be very beneficial to a company and its employees if implemented in a good way. Managers and employees need to work together and really care about the product they are selling in order to really grow. There are different types of commissions that a company can implement. An employee's earnings can be based solely on commissions or an employee can have a base salary plus commissions. Each company will differ but all around sales commissions can be a great way to increase productivity and profit.

Facilitative questions:

Have you ever had a job that provided sales commissions? What was your experience? Negative or positive?

Class This Week

Well, I wasn't in class this week due to being very very sick. I was in the hospital for about 4 days and in bed the other 3. I hope class was good and that I can stay caught up. I am trying to study for the test that I need to take, but have a hard time focusing. We will see what happens next week. :)

Ch. 11: Labor Markets

Concept and brief description:

Labor markets are related to economic influences on pay. Organizations must compete to obtain human resources in labor markets. There are several influences for labor markets, including competitors and cost of living. A company being able to provide strong compensation is more likely to have more applicants for positions in the company.

Emotional hook (provocative question/ claim/real-life problem):

Right now the economny is not strong and companies do not need to offer high compensation rates. There are not many jobs available and those that are will be taken/filled for a very low rate. Most likely the job you have now is being paid atleast 20 percent less than a few years ago. However, you are probably lucky that you even have a job.

Key points to elicit in discussion:

Labor markets are difficult on both ends. The employer needs to be able to compete in the market in order to draw applicants to the company. However, the company has budgets and can only provide so much for a position. If a company cannot financially provide a high compensation for a position than that position will be hard to fill. On the other hand, those looking for a position look at higher paid positions. A person needs a reasonable pay in order to provide for their family and survive. It can be a grueling cycle.

Facilitative questions:

What job is currently in strong demand in the labor market? What does this mean in response to pay rates for those positions?

Class Today

Today we talked about job satisfaction and how important job satisfaction really is. It is important to the employee and the employer. A company should take time to make sure that the employees are feeling some sense of satisfaction in their work. An employee that has some satisfaction is more likely to stay with a company and be more motivated. And as employees stay with the company, the company does not increase costs associated with turnover costs.

Ch. 10: Job Satisfaction

Concept and brief description:

Job satisfaction is the pleasant feeling resulting from the perception that one's job fulfills or allows for the fulfillment of one's important job values. Different employees have different views of which values are important, so the same circumstances can produce different levels of job satisfaction.

Emotional hook (provocative question/ claim/real-life problem):

Have you ever been in a job where you did not feel satisfied? What was your reaction or outlook on your work? I have been in a job where I have felt little or no job satisfaction which led to me not really liking my work. I didn't want to go to work and didn't put my heart into my work. I didn't give the company all I had and therefore the company lost.

Key points to elicit in discussion:

Job satisfaction is very important for both the employee and the employer. As an employee feels satisfied they also feel motivated and rejuvinated, therefore increasing individual productivity. A company should take time to make sure employees are satisfied in their work which can greatly strenghthen the company as a whole.

Facilitative questions:

What makes you feel satisfied at work?

Class Today

We talked about performance reviews today and how they CAN be effective if used the right way. I have had several jobs where my performance reviews were completely ineffective and basically worthless. However, performance reviews can greatly impact a company and strengthen everyone. A company would be wise to take time to really have effective reviews with their employees, strengthening their employees and the company.

Ch. 9: Dysfunctional Managers

Concept and brief description:

A dysfunctional manager is a manager who may engage in some behaviors that make him or her ineffective or even "toxic"-someone who stifles good ideas and drives away employees. These dysfunctional behaviors include insensitivity to others, inability to be a team player, arrogance, poor conflict management skills, inability to meet business objectives, and inability to adapt to change.

Emotional hook (provocative question/ claim/real-life problem):

I dealt with a dysfunctional manager in my last job and she created various problems for the company. She wouldn't listen to anyone and really did drive away employees. The turnover rate for the company was extremely high and cost the company a lot of money. I actually left the company because of her, not the company. It is a great company but is being hindered by the manager.

Key points to elicit in discussion:

Managers make a big difference in a company. If a company has a manager that is negative and hard towards the other employees, the employees do not respect the manager and therefore does not feel motivated or dedicated to the company. A person could have a lot of strong skills but may not be the best fit for a management position. A manager needs a lot of conceptual and human skills. A company needs to make sure they have the right person for a management position.

Facilitative questions:

Have you ever worked for a dysfunctional manager? How was it? How long did you stay with the company?