MARKETING TECHNICAL SALES PEOPLE FOR HIGHER PRODUCTIVITY
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MARKETING TECHNICAL SALES PEOPLE FOR HIGHER PRODUCTIVITY
ABSTRACT
The worsening global economic crisis, caused by a continuous and continuing drop in process and demand for industrial materials, has put Nigerians in general in a deep recession. Employers must now invest in and motivate their employees to boost productivity.
Workers in practically every area of the economy face similar challenges on a daily basis.
Civil service is being evaluated urgently, but the yield/income does not appear to be coming quickly enough. The federal, state, and municipal governments’ efforts to encourage workers using available resources in the manufacturing industry become critical for efficiency and output growth.
Newspapers, scholars, and management consultants provide commentary and advice on employee motivation and incentives. Several seminars are being held on the subject.
Motivating employees to be more productive has become a valuable strategy for increasing production. In light of this, I choose to do a case study of Emenite Nigeria Plc on encouraging technical salespeople for improved productivity. I choose to focus on employee performance because they make up the majority of the company’s workforce.
A decision was made to investigate how the incentives provided to this group of workers have affected and will continue to affect their productivity, as well as how the workers are doing in order to satisfy their management’s expectations.
I undertook library research and worked my way through a large amount of contemporary writing on the subject. Then I organised and drew down my programme, administered questionnaires, and conducted an oral interview to cross-classify my facts. Finally, I got my data in and analysed it using simple progression analyses.
I studied Emenite Plc in Enugu. The research included lengthy oral interviews with technical salespeople since they are the ones who have been subjected to all of the pressures and worries brought on by unforeseen frustration and challenges.
The work is divided into five chapters. Chapter one provides a general introduction that seeks to contextualise technical salespeople’s problems within the macroeconomic context.
Chapter two reports on our review of literature, and Chapter three describes the actual process and research methods that I used. Chapter four contains specifics of the data analysis, and Chapter five is a summary of the significant findings, recommendations, conclusions, and potential areas for future research.
I hope that eventually my advice will reach someone in a position to make a meaningful consideration of the policy problems raised.
Perhaps that will happen sooner than I can anticipate.Chapter one
INTRODUCTION
Background of the study
Attitude towards work is one of the most investigated and discussed topics in both the private and public sectors.
Researchers have attempted to understand how and why people are motivated to behave in ways that advance organisational goals.
Motivating Technical Sales. People’s desire for higher productivity has been a major concern in most industries throughout the world because they make up the majority of the workforce. Motivating a worker is increasing his output and productivity in order to improve the organization’s overall result or performance.
It is abundantly evident that no matter how good or efficient an organisation is, nothing happens unless the people who comprise the organisation are driven to perform.
This impulse may be entirely internal to the employees, but it frequently necessitates the acceptance of an external stimulus.
Traditional beliefs highlight the better wage and working circumstances.
Employees’ attitudes towards work have been of major significance to Nigerian management practitioners and workers.
The influence of cultural values and perspectives on work in Nigeria, one noticed that Nigerian factory workers who rely on paid employment for a living are mostly lazy, indifferent to work, and sometimes dishonest,
whereas Nigerians working in villages or doing community service are agile, delight efficient, honest, and loyal. This could be because they choose paternalistic leadership over the other leadership styles used in the average Nigerian commercial organisation.
This paper attempts to provide a satisfying solution to an important subject, such as what Emenite Plc’s technical salespeople want from their jobs. And how might it be best delivered to them in order to motivate them to be more productive?
Profile of EMENITE PLC.
The firm’s foundation store was laid on October 3, 1961. Prior to that, the company was incorporated as Cement (Nig.) Ld. Turner and Newall Ltd. (a Manchester-based corporation) and the Eastern Nigerian government jointly owned the police any.
The company’s location in Emene Enugu was chosen for reasons of proximity.
– To the cement factory Nkalagu.
– To the airport.
– To the railway line.
– To the Ekulu River
Production began in 1983, with the business manufacturing
asbestos cement pipes, roofing, and ceiling materials.
During the Nigerian Civil War (1965–1968), in the absence of British management, Nigerians controlled the corporation under the supervision of Igbo man.
Turners and Newall Ltd. and the Government of Eastern Nigeria acquired the company’s shares following the 1973 indigenization decree. The name was eventually changed to Turner Building Products (Emene) Ltd., and the local headquarters relocated from Lagos to Emene Enugu.
Turners and Newall Ltd. transferred its shareholdings to Eterantremer Society Anoyme of Belgium (New Eter groups S.A Belgium) as the ultimate holding company/technical partners on March 24, 1998, with Imo, Anambra, Abia, Enugu, and Ebonyi States sharing the remaining percentage, and the company changed its name to Emenite Plc.
The company centred the Nigerian market landscape with a range of items, particularly:
a. Roofing Products:
– Big six corrugated sheets (grey and coloured).
– Standard corrugated sheets.
– Ultimate Corrugated Sheets
– Villatile Sheets.
– Long-span (Aminatus) sheets
b) Ceiling Products:
– Emceil Flat Sheets
– Duraceil decorative ceiling tiles.
– Emlux
– Qualita
c. Garden Items.
– Flower ports with varied designs and dimensions.
The products are distributed through a large distribution network, ensuring availability even in the most isolated places.
To guarantee that customers get the most out of the products, they go through rigorous quality control methods that adhere to international standards.
To ensure that clients get the most out of the items, the company provides free technical support before and after the sale. This is accomplished through a team of highly experienced engineers and technicians.
The service assures that consumers receive high-quality, problem-free installation.
To make an effect in the market and assure consistent output, more personnel were hired. This is to ensure that they stay the market leader in roofing products.
The end result was that the directory referred to as a motivator orients management, with the head of the department being the boss but a leader with enormous fervour and energy.
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