VêTEMENTS LTéE strategy can be viewed as a competitive sales strategy. It is focused on maximizing profit for the company through motivational programs for employees. The wrong attitude to competition in a company can turn effective teamwork into a toxic every man for himself atmosphere. It is generally accepted that competition is a great motivation for development, especially for newcomers who are on the verge of their career. Unfortunately, such measures do not always work, and the reason for this is the wrong organization of competition.
In this case, the company used a competitive strategy to achieve its goals and improve the working atmosphere and staff satisfaction. However, the system introduced has become a cornerstone among junior staff and store managers. On the one hand, an important innovation is that sellers no longer sell goods that are useless to buyers. Nevertheless, with such a system, employees are constantly in a competitive atmosphere, which increases the risk of disagreements between employees of the sales department.
It is possible to advise the application of the theory of systemic leadership. This implies leadership as a process of regulating interpersonal relationships in a group. The leader is perceived as the subject of management of this process (Abyad, 2018). In this theory, leadership appears as a function of the group. This means that in the study and acceptance of theory, the main emphasis in assessment is on the goals of a particular group. Thus, the manager can take more responsibility for conflict resolution, as he is the leader in a particular work environment.
From the point of view of team relations and change management, the theory of exchange can be applied. The theory states that in social relations a form of exchange projects. Each member of the group makes a certain psychological contribution to society (Ali & Anwar, 2021). At the same time, they receive some psychological income for this. It is important to consider that the exchange process is a complex system with special payments. However, in the long run, such an exchange can bring benefits to the company. The number of collisions between sellers will be reduced, which will improve the overall sales of the store.
For leadership, not only the motive is important, but the long-term possibility of its implementation. A well-known supporter of humanistic psychology A. Maslow, created a hierarchical theory of needs, in which he emphasized the importance of turning a person’s desires into his basic needs, which is necessary for successful leadership. (Ali & Anwar, 2021). In this regard, managers and CEOs can develop a less competitive motivation strategy. The collective needs of the seller are key to the successful sale of the goods.
Humanistic theory argues that the modification of the organization is based on ensuring the freedom of workers, with the help of which they are realized and satisfy important needs. Such a stimulus of motivational potential is the main function of leadership in an organization. At the same time, it is important to assign the necessary responsibilities and roles to employees, monitoring their implementation (McShane & Von Glinow, 2015). This is explained by the fact that a manifestation of initiative is inherent in a person to satisfy the feeling of self-realization.
New Incentive Plan
Each theoretical explanation can serve as a basis for developing motivation techniques. Expectancy theory is extremely important when considering and applying motivational rewards (McShane & Von Glinow, 2015). Expectancy theory is a theory of motivation in the workplace. It says that a person in a team will be motivated if he is confident that he can achieve his goals. Moreover, it is important for him to know that achievements will bring rewards and the employee will be appreciated.
Remuneration criteria should be set in such a way that the employee is sure of the objectivity and impartiality of management decisions. Thus, by rewarding all team members appropriately, a manager can create highly motivated staff and high-performing teams. At the same time, both the size and type of the reward must correspond to the contribution of the encouraged employee to the overall result. If an employer undeservedly pays bonuses to some employees, and ignores the contribution of others, the expected result will be staff’s dissatisfaction. Therefore, it is important to give preference to unambiguous wording, indicating as the basis for a bonus or award not general characteristics, but specific achievements of the employee (Ta’rifin, 2018). If it is precisely such wording, direct and understandable, that contains an order for bonuses, the employee’s encouragement will be regarded by his colleagues as justified.
Confirmation motivation theory states that people’s inner needs can be ignored when a boss tries to motivate them to behave in a certain way. (Ta’rifin, 2018). Reinforcement refers to rewards that are used to encourage good behavior and punishments are used to reduce bad behavior. The employee must be sure that the results of his work are based on his efforts. From the results of his labor follow certain consequences for him, and that the achievements he receives in the end are of value to him. In case one of these conditions is not fulfilled the motivation process becomes extremely ineffective or even impossible.
Consequence is similar to punishment, but involves the removal of the reward. To do this, it is important for the manager to indicate the desired behavior required from the staff. If managers want someone to change their behavior, the first thing to do is tell them about director’s wishes (Jain et al., 2019). To achieve the result, the most important thing is to speak about the wishes clearly and objectively. The next step is to determine how often the behavior in question is currently occurring.
“First 100 Days” Action Plan
The 100-day action plan will include a revision of the motivational strategy. The competitive strategy has created many tension in the team. Thus, it is necessary to transfer employees to a strategy in which they are rewarded for the feedback of colleagues. This will be a good impetus for team building and successful work of sellers. Nevertheless, it is important to keep the competitive strategy in the format that employees do not sell unnecessary things to customers. At the same time, one must work with superiors, report on emerging issues, and not be afraid to seek advice on a particular problem. It is important to clarify the tasks that management sets and discuss methods for their implementation, to inform in a timely manner about emerging difficulties.
A person performs certain actions in accordance with the impact on him of a combination of internal and external forces. The totality of these forces is motivation – a process that cannot be given an unambiguous description. As a result of the work done, it can be concluded that there is no universal method of motivating employees – each person is individual and driven by his own internal motives, and the great skill of the leadership and personnel management of the organization lies in the ability to identify and promptly meet the needs of its staff. The reward of such a company will be loyal and dedicated employees who strive to achieve maximum performance.
Abyad, A. (2018). Project management, motivation theories and process management. Middle East Journal of Business, 13(4), 18-22.
Ali, B. J., & Anwar, G. (2021). An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction. International Journal of Engineering, Business and Management, 5(2), 21-30.
Jain, A., Gupta, B., & Bindal, M. (2019). A study of employee motivation in organization. International Journal of Engineering and Management Research (IJEMR), 9(6), 65-68.
McShane, S., & Von Glinow, M. A. (2015). Organizational behaviour: Emerging knowledge and practice for the real world (7th ed.). McGraw-Hill/Irwin.
Ta’rifin, A. (2018). Motivation and Management: Flexibility of the implementation of motivation theories in pesantren context. HIKMATUNA, 4(1), 145-168.