($1800 w/s or above) in order to earn fabulous prizes_______ w/s by end of July | MoneyEarn a trendy‚ black money bag when you sell $1000 retail in your first month. Submit your weekly accomplishment sheets each week on www.marykayintouch.comMy Sales Goal for the month $__________ | 6 Meetings in a RowAttend 6 Monday night Success Meetings in a row with no skipping‚ and you can choose a cocktail ring1._____ 2._____ 3._____ 4._____ 5._____ 6._____ | Recruiting GoalI will add
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CASE STUDY :MARY KAY EC SYSTEM Mary kay was founded 1962 the business has about 1‚8 million consultants selling its cosmetics and fragrances in 34 countries. It has about $2.4 billion in whole sales. The drivers of EC at Mary Kay include: Expand universe of potential buyers There is an increase of sales Customers expectations are met Increase brand products Ease of doing business Competitive pressure Cost effectiveness Provides more information to customers Improved customers service
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Mary Kay Ash A woman whom we all know as being the entrepreneur that started the highly profitable business‚ Mary Kay Inc.‚ was much more than just the pretty face that stood as a representation of the company. Ash was even more than a mascot‚ but rather‚ the entire mind behind the Mary Kay Inc. Starting out as Mary Kathryn Wagner‚ born on May 12th‚ 1918 in Hot Wells‚ Texas‚ Ash started her legacy. In 1939‚ Ash became a saleswoman for Stanley Home products‚ where she hosted parties and
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Business Interview Project Mary Kay Incorporated Independent Beauty Consultant‚ Megan Jones‚ began her career with Mary Kay Incorporated in August of 2004. Being a wife and mother of a nine month old‚ she was looking for a way to supplement the family income from home. Megan said she had always dreamed of owning her own business one day. She thought it would be a real estate business not a cosmetic one. The consultant’s mother was sponsoring a Mary Kay skin care class and invited Megan
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INTRODUCTION Management faces lots of challenges in determining their employees reward. The reward system an organization adopts must have a balance in market competitiveness‚ organizational performance internal equity‚ and individual performance considerations ( Scott et al‚ 2011 ) The above authors pointed out the importance of fairness in setting up reward systems and pointed out that no matter how complicated the reward policies and practices seems to be‚ employees must have a perception of fairness
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There is an old saying “you can take a horse to the water but you cannot force it to drink‚ it will drink if it’s thirsty—so with people. They will do what they want to do or otherwise motivated to do”. Whether it is to excel on the workshop floor they must be motivated or driven to it‚ either by them or through external stimulus. Motivation is a basic psychological process. Few would deny that it is the most important focus in the micro approach to organizational behavior. Along with perception
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REWARD VS. RECOGNITION Although these terms are often used interchangeably‚ reward and recognition systems should be considered separately. Employee reward systems refer to programs set up by a company to reward performance and motivate employees on individual and/or group levels. They are normally considered separate from salary but may be monetary in nature or otherwise have a cost to the company. While previously considered the domain of large companies‚ small businesses have also begun employing
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Maf635 i) McClelland’s Theory of Needs McClelland’s theory of needs was created by David Clarence McClelland. He is known for his work in the field of motivation. McClelland was influenced to come up with the theory of needs after further developed the theory of Henry Murray who was one of the original psychologists to scrutinize human needs. This theory is important in influencing the person’s motivation and effectiveness in certain job functions. The theory of needs is being classified into
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Introduction Reward Management (RM) has been defined as the distribution of monetary and non-monetary rewards to employees in an effort to align the interests of the employees‚ the organisation‚ and its shareholders (O ’Neil‚ 1998). In addition O ’Neil (1998) also suggests that a RM system can serve the purpose of attracting prospective job applicants‚ retaining valuable employees‚ motivating employees‚ ensuring legal requirements relating to direct and indirect rewards are not violated‚ assisting
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Avon vs. Mary Kay‚ “Which Opportunity is right for you?” Beth Neeley Beckfield College Avon vs. Mary Kay‚ “Which opportunity is right for you?” Mary Kay and AVON have a lot of characteristics that at first sight make them appear to be identical companies. Both Companies offer Direct Selling opportunities and sell beauty products. However‚ one company product line is more extensive and they offer different incentives for representatives. The questions everyone seems to be asking is‚ what is the
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