Kimbel's Department Store

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SPPRIMAN

Kimbel’s Department Store

Problem Statement

Frances Patterson, Kimbel’s CEO a regional chain of upscale department stores based in St. Louis. Kimbel faces the same challenges faced by most deopartment stores these days, how to stop loosing share of overall retail sales from competing discount stores.

Frances was dismayed that it is rare to find a salesperson actively enganged with a customer and even rarer to find them engaged when the customer is willing to buy.

Frances experimented and gave a year long try on putting all salesperson on straight commission for the promise of improving their motivation and making them more customer oriented.

Juan Santore was enthusiastic about the change as he sees this as an oppurtunity to boost his sales and increase his salary as the new system generates more income by giving a higher percentage in sales and/or commission.

However not everyone is enthusiastic specially Glady’s Weinholtz who sells lingerie, as not everyone is interested in buying lingerie everyday, though she became more actively engaged in selling her usual sales lowered as she cannot compete with the new straight commission style salary, others even quit.

Key Objectives

To recognize individual differences, as we know already people are different from one another, contemporary motivation theory recognizes that employees aren’t identical, they have different needs, attitude, personality, and other important individual; variables.

To motivate the salespeople of Kimbel’s Department store by using goals to achieve results, The literature in goal setting theory suggest that managers should ensure that employees have hard, specific goals and feedback on how well they’re doing these goals.

To ensure that goals are perceived as attainable, management must ensure that employees feel confident that increased efforts can lead to achieving higher performance, goals.

Diagnosis/Analysis of causes

To match people to jobs, just like Juan Santore who is motivated by money and enjoys selling handbags to women which sometimes costs $1,000 per bag, Kimbel must find suitable salesperson per product.

To give individual rewards, employees are different from one another, so giving them special incentives might increase their motivation, linking not only to sales but also to performance and values.

To show care and concern for your employees, this is valuable as showing them you care means they’ll trust you as a manager you need to care for your employees as if they’re family in order to create harmony in the workplace environment, also use recognition as a sign that even though they do not sell a lot in the economical slump, you still give them a boost in motivation.

Development of Alternatives

To match people to jobs, just like Juan Santore who is motivated by money and enjoys selling handbags to women which sometimes costs $1,000 per bag, Kimbel must find suitable salesperson per product.

* Advantages

* A great deal of evidence shows the motivational benefit of carefully matching people to jobs. For example high achievers should have jobs that allow them to participate in moderately challenging goals, that involve autonomy and feedback. * Disadvantages

* Keep in mind that not everybody is motivated by jobs that are high in autonomy, variety and responsibility.

To give individual rewards, employees are different from one another, so giving them special incentives might increase their motivation, linking not only to sales but also to performance and values.

* Advantages

* Important rewards such as pay increase and promotions should be given for the attainment of specific goals. Managers should also look for ways to make rewards visible, making them potentially more motivating.

* Disadvantages

* Because employees have different needs, what acts as a reinforcer for one employee may not for another, jelousy can arise and ruin...
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