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Personal Selling: Importance, Technique & Examples

personal selling

A salesperson used to accept orders back in the day. He demonstrates his worth. He waits for a command. After that, he is paid.

He never tries to lead, assist, or influence the customers. However, the current definition of salesmanship differs significantly from the traditional one.

The approach to a modern notion is imaginative. He develops needs and then transforms them into desires.

The biggest issue that salespeople face is customer happiness. Both the buyer and the seller need to make a profit.

The salesperson assists the consumer in purchasing items that meet his needs.

The salesperson encourages clients to act by appealing to their emotions. That’s when Personal Selling Comes into Play.

PERSONAL SELLING

Personal selling is a promotional tactic in which one party (for example, a salesman) employs skills and strategies to create personal relationships with another party (for example, individuals engaged in a purchase decision) that benefit both sides.

Most of the time, the salesperson’s “value” is achieved via the financial rewards of the sale, whereas the customer’s “value” is gained through the advantages derived from using the product.

Personal selling, on the other hand, isn’t necessarily about convincing a consumer to buy anything.

Because selling entails human contact, this promotional strategy is frequently conducted through face-to-face meetings or telephone conversations, while emerging technologies allow interaction to take place over the Internet, such as through video conferencing or text messaging (e.g., online chat).

Definition of Personal Selling

A specific instance of personal selling is the one-on-one or face-to-face encounter between a salesman and a potential consumer. Personal selling is a subset of the larger selling process.

In personal selling, a salesman or representative interacts directly with a single person or a small group of people in order to promote and sell a good, service, or concept.

Here are a few definitions of personal selling by notable authors:

  1. Philip Kotler and Gary Armstrong: “Personal selling involves a face-to-face interaction with one or more prospective purchasers for the purpose of making presentations, answering questions, and procuring orders.”
  2. Stanton, Etzel, and Walker: “Personal selling consists of the two-way flow of personal communication between a salesperson and a prospective customer that is paid for by the firm.”
  3. William J. Stanton: “Personal selling is an oral presentation in conversation with one or more prospective purchasers for the purpose of making sales.”
  4. Michael R. Solomon: “Personal selling refers to the two-way flow of communication between a buyer and a seller, often in a face-to-face encounter, designed to influence a person’s or a group’s purchase decision.”

Definition & Meaning of Selling

The act of transferring products, services, or ideas for cash or other desirable considerations is referred to as selling.

It entails a sequence of acts and interactions between a seller (person or group) and a prospective buyer or customer with the objective of persuading the buyer to make a purchase or take a desired action.

Presentation of the goods, negotiation, persuasion, and contract closure are typical selling actions.

Understanding a customer’s requirements and preferences, developing a relationship, offering information or solutions that satisfy those needs, overcoming objections or fears, and eventually executing a transaction are frequently necessary for effective selling.

The ultimate goal of selling is to establish a situation where both the vendor and the customer are content with the outcome of the trade.

It is an essential component of business and commerce, contributing significantly to the creation of income and the maintenance of economic activity.

  1. Philip Kotler: A renowned marketing author, Philip Kotler, defines selling as “the process by which a seller communicates with potential buyers in an effort to influence them to purchase a product or service.”
  2. Zig Ziglar: A well-known sales trainer and author, Zig Ziglar, describes selling as “the transference of trust.”
  3. Brian Tracy: Sales expert Brian Tracy defines selling as “the art of convincing a prospect that the product or service you have to offer will solve a problem or satisfy a need.”
  4. Jeffrey Gitomer: Author Jeffrey Gitomer characterizes selling as “earning the right, privilege, and honor to serve your customer.”
  5. Neil Rackham: In his book “SPIN Selling,” Neil Rackham defines selling as “a process of helping buyers reach a mutually beneficial agreement.”

Examples of Personal Selling

Personal selling is direct communication between a salesman and a prospective client. Here are a few instances of personal selling in different settings:

1.Retail Sales: When you enter a retail store, a salesperson may approach you to assist you in finding items, make suggestions, and help you make decisions about what to buy.

They interact with you directly to improve your shopping experience and boost your chances of making a purchase.

2. Real estate: When showing homes to prospective purchasers, real estate agents participate in personal selling.

They tell potential buyers about the homes, respond to their inquiries, and assist them as they make one of the most important financial choices of their life.

3. Financial Services: Financial advisers meet with customers one-on-one to learn about their financial objectives, evaluate their requirements, and suggest investment strategies, insurance plans, or retirement plans that are suitable for their specific circumstances.

4. Business-to-Business (B2B) Sales: Salespeople in the B2B industry frequently participate in personal selling.

For instance, a sales team from a software business may meet with executives from another company to discuss a specific contract while showcasing the advantages of their software products.

5. Automobile Sales: Personal selling is a key strategy for auto dealerships. Salespeople set up test drives, go over financing alternatives, help buyers choose the best vehicle, and haggle costs.

6. Door-to-Door Sales: Although it is becoming less frequent, some businesses still employ door-to-door salesmen to promote goods and services including home security systems, vacuum cleaners, and educational resources.

To present their presentations, these salesmen go to certain residences.

7. Multi-level marketing (MLM), commonly referred to as network marketing, mainly focuses on personal selling.

Independent distributors work one-on-one with their network to sell items and enlist new members.

8. Consulting Services: When management consultants, IT consultants, and other experts meet with customers to discuss their unique company difficulties and provide solutions, they are engaging in personal selling.

9. High-end luxury firms frequently use personal marketing in their boutique boutiques when selling premium goods.

Sales employees respond to the individual interests of each customer, give knowledgeable assistance, and deliver a personalized shopping experience.

10. Fundraising: When requesting donations, non-profit organizations and charity frequently employ personal selling strategies.

Professionals in fundraising meet with prospective contributors to discuss the organization’s goals and the value of their donations.

Concept of Personal Selling

  • It’s a component of the product mix.
  • It’s a one-on-one (face-to-face, phone, or internet chat) presentation aimed at closing sales and strengthening connections.
  • This is an oral presentation.
  • Salesmanship.
  • Perceive and convince potential customers.

The effort of sales people go far beyond simply making transactions, they also include following:

  • Benefits of the product are explained.
  • Demonstrating how to use the product properly.
  • Customers are being educated about the new product.
  • Responding to concerns and answering inquiries.
  • Organizing and carrying out point-of-sale promotions.
  • Organizing the buying terms.
  • Following up on the sale to make sure the consumer is happy.
  • Establishing a relationship with the purchasers.
  • To develop marketing strategy, data about the market and competitors is collected.
Selling

This is not Personal Sales, It is Digital Sales

Personal selling is mostly used when:

  • Geographically, in a few industries, or among a few significant clients, the market is concentrated.
  • The product is expensive per unit, highly technical, or requires demonstration.
  • As with insurance or investments, the product must be tailored to the specific needs of the consumer.
  • The product is still in its early stages of development.
  • The organisation does not have sufficient funds for effective advertising.

Features of Personal Selling

  • More targeted communication directed at one or more individuals.
  • Buyer preferences, convictions, and behaviours are all effective.
  • The cost per individual is significant, and it is the most costly advertising tactic available.
  • Consumers are more affected.
  • Gives you quick feedback.
  • Allow the marketer to make fast changes to the messaging in order to increase communication.
  • The buyer has a strong desire to listen and respond.
  • To establish a sales team, long-term commitments are required.

Techniques of Personal Selling / Techniques to close Sales / Personal Selling Strategies

In order to interact with potential consumers, establish rapport, and eventually persuade them to make a purchase or perform a desired action, successful personal selling requires a combination of tactics and talents. The following are some crucial personal selling methods:

1.Prospecting : The first phase in personal selling is prospecting, which involves finding prospective clients who are likely to be interested in your good or service.

To do this, you need to do research, generate leads, and compile a list of possible customers.

2. Preparation: Be prepared by doing extensive background research on a possibility before speaking with them.

You can successfully modify your pitch if you are aware of their particular circumstances.

3. Approach: It’s important to make a good first impression on a prospect.

You should establish rapport, give a good first impression, and define your visit or conversation’s goal in straightforward terms.

4. Presentation: This is where you highlight the qualities and advantages of your item or service.

Emphasize the ways in which your offer meets the needs and resolves the issues of the prospect. If necessary, include illustrations, examples, or other help.

5. Handling Objections: Be ready for the prospect to raise questions or objections. In response to complaints, respond coolly and empathetically, offering answers or details that allay their concerns.

6. Closing the Sale: The ultimate objective of personal selling is to obtain the prospect’s commitment. To lead the discussion to a conclusion, use closing methods.

Assumptive closes like “Would you like this in red or blue?” and trial closes like “Would you like to try it for a week?” are two examples.

7. Follow-Up: To ensure client satisfaction and establish a long-lasting relationship, contact the consumer after the transaction or the initial conversation.

This might entail offering after-sale assistance, promoting further goods or services, or requesting recommendations.

8. Active Listening: Pay close attention to what the prospect is saying by actively listening.

them to talk more about their wants and worries by asking open-ended inquiries. This indicates your sincere concern for their predicament.

9. Empathy: Demonstrate empathy for the prospect’s difficulties and worries. Building rapport and trust via this.

10. Flexibility: Adjust your strategy as necessary. Match your communication and pitch to the prospect’s preferences and personality.

11. Confidence: Self-confidence is crucial, as is self-assurance in your goods or services.

The prospect feels trusted, which increases their propensity to take your advice.

12. Product Knowledge: Know all there is to know about the goods or services you are selling.

This enables you to confidently respond to inquiries and strategically position your service.

13. Telling stories: Discuss case studies or successes involving your goods or services.

Inspiring and relatable stories can help potential customers see the advantages.

14. Building Trust: In personal selling, establishing trust is essential.

Building and sustaining trust depends on your interactions being conducted with honesty, integrity, and consistency.

15. Time management: Use your time wisely and rank prospects according to how likely they are to convert.

Do not waste too much time on prospects who are unlikely to make a purchase.

16. Resilience: Rejection and disappointments are frequent occurrences in personal selling.

Develop resilience to recover from setbacks and have an optimistic outlook.

To fit various sales circumstances and industries, these approaches may be blended and adjusted.

A combination of persuasion, relationship-building, and a thorough grasp of the client’s requirements and motives is frequently required for successful personal selling.

Advantages of personal selling

  • Because personal selling is a face-to-face activity, consumers receive a high level of personal attention.
  • The sales pitch may be tailored to the customer’s requirements.
  • Because the sales process is two-way, the sales staff is able to answer directly and quickly to the customer’s queries and concerns.
  • Personal selling is an effective approach to convey vast volumes of technical or other complicated manufacturing data.
  • Frequent interactions between salespeople and customers allow for the development of strong long-term connections.
Selling

Disadvantages of Personal Selling

  • It is a somewhat pricey means of selling. It is necessary to have high capital expenses.
  • Furthermore, it is a very time-consuming procedure. To be effective in personal selling, you’ll need a huge sales staff.
  • The salesperson’s training is likewise time-consuming and expensive.
  • And only a small number of people can benefit from the procedure. It does not cover a large demographic, unlike television or radio advertisements.

Fundamentals of Successful Personal Selling

  • Salespeople must be more adaptable; they must personalise their presentations to the specific demands and behaviours of each consumer.
  • He must be capable of discussing product benefits and answering client queries.
  • He has to be honest.
  • He must act in a trustworthy manner.
  • You and the customer’s personalities must be comparable, as well as the commodity’s interests and aspirations.
  • The salesperson must determine whether or not the individual or his prospect has the financial means to pay for the product.

Objectives of Personal Selling

personal selling

Personal selling is used to meet the five objectives of promotion in the following ways:

  1. Building Product Awareness

 Customers must be educated on new product offers, which is a frequent responsibility for salespeople, especially in commercial sectors.

However, in consumer markets, personal selling is equally useful for raising awareness.

Personal selling is a useful strategy for exposing consumers to new items as a result of word-of-mouth marketing.

  1. Creating Interest

Personal selling is a natural way to attract clients to try a product for the first time since it involves person-to-person conversation.

In reality, generating interest and increasing product awareness go hand in hand, and salespeople may often achieve both goals at the initial meeting with a new customer.

When salespeople engage clients, a substantial portion of the interaction revolves around product information.

Brochures, research papers, computer programmes, and a variety of other types of informative material are provided by marketing businesses to their sales employees.

  1. Stimulating Demand

 The most crucial goal of personal selling is to persuade clients to buy something.

When salespeople provide extensive coverage of the selling process utilised to obtain client orders, they achieve this.

  1. Reinforcing the Brand

The majority of personal selling is to develop long-term connections with consumers.

A good connection with a consumer can only be developed over time and necessitates constant contact.

Meeting with clients on a frequent basis allows salespeople to explain their firm’s goods more than once, allowing customers to have a better understanding of what the company has to offer.

Types of Personal Selling

In the business there are two types of personal selling activities

  • Inside selling
  • Outside selling
  1. Inside selling

It has to do with retail shops. This category includes salespeople who work in storefronts and salespeople who work for catalogue merchants and receive phone orders.

Telephone order takers at manufacturers and distributors are also included, with the majority of them taking routine orders from current clients over the phone.

  1. Outside selling

It has to do with shopping malls. Salespeople who operate in storefronts and salespeople who work for catalogue merchants and take phone orders fall under this category.

Manufacturers and distributors’ telephone order takers are also included, with the bulk of them handling routine orders from current customers over the phone.

Other Related Topics

  1. Sales Presentation
  2. Sales Forecasting
  3. Sales Quota
  4. Sales Management
  5. Sales Territories
  6. Salesman – Types & Functions
  7. Buying Motives – Types & Stages
  8. Market Research
  9. What is Salesmanship? – Full Concept
  10. To Sell Is Human: Review & Summary – Quick Read
  11. The Psychology of Selling – Quick Read
  12. Book Insights & Review: “How to Win Friends and Influence People”
  13. World Most Selling Salesmanship Books| You Must Buy
  14. The Most Essential Knowledge for a Salesman
  15. Personal Selling: Full Concept In Detail
  16. The Essential Qualities & Skills for a Successful Salesman

The Essential Qualities & Skills for a Successful Salesman

qualities & skills for a successful salesman

Nature of Salesperson / Salesmanship

1.Persuasion of customers

A salesperson has the power to persuade others to purchase his product. It mainly entails the capacity to convince or influence others to purchase a product or service.

Persuasion is, in reality, the essence of modern salesmanship. The days of forcing a sale on clients are long gone.

To close a transaction, modern salesmanship does not rely on pressure methods or coercion.

Through cautious and innovative treatment, the consumer is brought to a favourable purchasing choice.

By explaining the benefits connected with the product or service being sold, the salesman is obligated to make a favourable impact on the prospective buyer’s mind.

2.Winning buyer’s confidence

The goal of modern salesmanship is to educate the consumer while also offering a solution to his difficulties.

This assists in gaining his trust.

It seeks to gain consumers’ trust by convincing and educating them about the products and services available, their unique qualities, and their value in meeting their specific needs.

3.Providing information

Salesmanship is a learning experience. It informs customers of the various options available to meet their demands.

Customers are informed about the items available, their wide characteristics, and their applications and usability by salespeople.

4.Aims at mutual benefit

It’s a two-way street when it comes to salesmanship. It is advantageous not only to the suppliers, but also to the purchasers.

It aids in the resolution of buyer issues and the fulfilment of their requirements. Customer satisfaction leads to a rise in the salesman’s lucrative sales volume.

5.Satisfied customers

In today’s world, salesmanship is more about producing pleased consumers than it is about making money.

In every marketing transaction, once a sale is achieved, the process is complete.

However, if a consumer is happy, it is the start of a long-term connection that can lead to additional purchases in the future.

As a result, contemporary salesmanship strives to create pleased consumers who would most likely acquire his goods and services as needed.

Characteristics of a Successful Salesman

Successful salespeople frequently have attributes in common that help them be effective in their jobs. Here are some essential traits of a successful salesperson:

1.Effective Communication Skills: Salespeople must be able to clearly express their message, listen to consumers attentively, and modify their communication style to suit the needs and preferences of each individual client.

2. Empathy is essential for establishing connection and trust with customers through comprehending their wants, problems, and difficulties.

3. Persistence is key since rejection occurs frequently in sales. Good salesmen don’t give up easy and keep going for opportunities despite difficulties.

4. Confidence is essential while selling a product or service, both in oneself and in the latter.

Customers are more inclined to heed the salesman’s advice when the salesperson exudes confidence, which fosters trust.

5. Product Knowledge: To successfully respond to consumer inquiries, dispel concerns, and position the offering, a thorough grasp of the product or service is essential.

6. Flexibility: It’s crucial to be able to adjust to various consumer personalities and circumstances.

Salespeople should adapt their strategies to fit the unique demands of each client.

7. Sales professionals frequently deal with problems and objections. Salespeople that are successful are adept problem solvers who can address client issues.

8. Prioritizing leads, following up on opportunities, and optimizing production all depend on effective time management.

9. Resilience: The sales industry may be challenging, and rejection is often. Salespeople who possess resilience are able to recover from failures and have a positive outlook.

10. Honesty & Integrity: The foundation of effective sales interactions is trust. When dealing with clients, salespeople should be ethical, truthful, and open.

11. Good salespeople are goal-oriented and motivated by targets and goals. They establish specific goals and work assiduously to attain them.

12. Salespeople who have active listening abilities are better able to comprehend the requirements and problems of their clients and to provide pertinent solutions.

13. Negotiation Techniques: A crucial step in the sales process is frequently good negotiation. Salespeople must establish deals that suit both sides and are mutually profitable.

14. Building and maintaining a network of potential clients and business associates may be helpful for generating leads and recommendations.

15. Positivity: Being upbeat and enthusiastic may spread quickly and make for a more enjoyable and fruitful sales encounter for both the salesperson and the client.

16. Self-motivation is essential because sales might occasionally be a lonesome job. To hit their quotas and maintain focus on their objectives, salespeople need to remain motivated.

17. A planned sales process should be followed to maintain consistency and effectiveness in sales activities.

18. Creativity may help a salesman stand out from the competition by coming up with novel ways to connect with prospects or address their concerns.

19. The finest salesmen are constantly seeking to advance their abilities and expertise. They keep abreast of market developments and fresh sales strategies.

20. Client-centric Focus: A key component of effective selling is prioritizing the demands and interests of the client.

Although each of these qualities can help a salesman succeed, not every salesperson possesses them all in equal amounts.

To effectively interact with a variety of clients and scenarios, sales teams frequently benefit from a diversity of personalities and abilities.

Importance of salesmanship & Salesman

Without the involvement of salespeople, the movement of commodities from producers to consumers may not be conceivable.

In the sales process, salespeople play a crucial role.

From the initial interaction with the customer through the final sale, they serve as a vital link between the manufacturer and the customer.

They make sure that things are sold and that consumers are satisfied.

As a result, salesmanship benefits not just businesses, but also customers and society as a whole. In a given industry, the importance of salesmanship is,

1. Salesmanship aids in the development of demand for new items or brands.

It has an impact on patronage shifting from one source of supply to another, resulting in a concentration of purchases of a certain product.

2. It helps to create frequent and long-term clients since it earns the buyer’s trust.

3. A salesperson is a person who is tasked with persuading the general public of the use of a certain product.

He tells clients about the use of a product in order to persuade them to purchase it.

4. He develops the firm’s market reputation. As a result, the sales volume might be simply raised.

5. He keeps a close eye on client fashion, taste, likes, and dislikes, and tells the producer of their preferences.

6. He aids in the development of a tight relationship between the maker and the consumer.

Duties and Responsibilities of a Salesman

The tasks and obligations of a salesperson change from one company to the next, depending on the nature of the company, its size, the type of selling position, the company’s sales regulations, and so on.

However, some obligations and tasks are shared by all sorts of businesses.

1. Selling

A salesperson’s primary responsibility is to sell.

Meeting prospects, presenting and displaying items, persuading prospects to buy, receiving orders, and closing sales are all part of this job.

2. Guiding the buyers

A salesperson should assist customers in purchasing the items they desire.

3. Attending to complaints

Customers’ concerns should be attended to immediately by a salesperson, who should endeavour to resolve their issues swiftly and honestly.

4. Collection of bills

A salesperson may be obliged to recover unpaid invoices for items sold by him on occasion.

In this instance, he must collect the invoices and send the money to his company.

5. Collection of credit information

A salesperson may be obliged to gather information on a customer’s creditworthiness on occasion.

In this instance, he will need to gather precise information and send it to his employer on a timely basis.

6. Reporting

A salesperson, particularly a travelling salesperson, is obliged to provide daily, weekly, or monthly reports to his company, including the calls made, sales made, services performed, route itinerary, expenditures incurred, business circumstances, competition, and so on.

7. Organizing

A salesperson, especially a travelling salesman, is responsible for planning his tour schedule.

To organise his sales efforts, he must plan the route and time plans for his trip.

8. Attending sales meetings

A salesperson is obligated to attend frequent sales meetings called by his business to address marketing issues, sales promotion activities, sales policies, and so on.

9. Touring

A travelling salesperson must tour on a frequent basis in order to cover the sales areas that have been given to him.

10. Arranging for packing and delivery

A salesperson, sometimes known as a counter salesman, is responsible for the packing of the items sold as well as the transportation of the packages to the customers.

11. Window and counter displays

A salesperson, such as an interior or counter salesperson, must prepare for appealing window and counter displays of items in order to entice or encourage prospects to buy.

12. Promotion of goodwill

Every salesperson is responsible for generating happy clients (i.e., customers) for his company, so enhancing the firm’s reputation.

13. Recruiting and Training

Recruiting new salespeople and providing training while accompanying them on sales calls.

14. Working with Middlemen

Salespeople create direct relationships with intermediaries, such as distributors and wholesalers, and gather market data to pass on to their company.

Benefits of a Salesperson

1. Benefits to Consumers: A salesman serves as a mentor and friend to customers. The consumer receives assistance in finding the product that meets his needs and the price range that is appropriate by conversing with the salesperson.

A salesman explains to consumers how to utilise a product and how to operate it.

By providing the necessary knowledge about the firm and the product, the salesman gives customers the confidence to try something new that may be better and/or less expensive.

Customers are also given the appropriate after-sales service by the salesperson.

2. Benefits to Business: Salesmanship aids in the growth of a company’s sales. Personal selling is a successful way of identifying new clients and persuading them to buy.

Because the salesman has direct contact with clients, he or she is better able to understand their requirements and preferences, and so can assist the businessman in selecting the appropriate items and making required modifications.

When it comes to technical items, salesmanship is critical since the salesperson can directly explain how the product works, how to use it, and what precautions should be taken when using it.

This assures correct product handling and increases the customer’s trust in his product selection.

3. Benefits to Society: Salesmanship aids in the manufacture, distribution, and consumption of goods.

Salespeople assist in the gathering of market data, credit information, delivery of items, and payment collection.

Because they know what consumers want, it aids in matching demand with supply. They also notify customers when new items are introduced, if any. They contribute to corporate growth by raising sales.

Qualities/Attributes / Skills For a good salesperson

salesmanship

You locate a lot of stores offering the same thing on the market, but you prefer to go to one specific shop. Why? This is mostly due to the manner in which the shop’s personnel treats you.

The salesman at the counter greets you with a smile, expresses genuine interest in your purchase, and explains the many product types in such a way that you can make an informed selection.

So, aside from the product’s availability, pricing, and so on, it’s strong salesmanship that makes a difference and establishes your preference for a store.

Let us now examine the fundamental attributes that a salesman must possess in order to attract and maintain a customer such as yourself.

Salesmanship is a difficult and demanding career that needs a combination of physical and mental abilities.

The following are some of the most important attributes that a salesperson should have.

1. Physical Quality: A salesperson should have a professional look as well as an engaging personality. He should also be in good health because he may be forced to travel frequently.

2. Mental Quality: A competent salesperson should have mental traits such as inventiveness, initiative, self-confidence, keen memory, and awareness, among others. He should be able to comprehend the customer’s needs and preferences.

3. Integrity of Character: Honesty and integrity are virtues he should have. He’ll have to earn the customer’s trust.

He should be loyal to both his job and his customers.

He should have a strong character because he is the company’s public face. Knowledge of the product and the company:

He should be able to describe every element of the product, including its attributes, how to use it, precautions to take, and so on, as well as the company he represents.

5. Good behavior: A salesperson should be friendly and cooperative. Good behaviour allows one to gain the trust of clients.

6. Ability to Persuade: A skilled salesperson should be able to have a conversation with the person to whom he is speaking.

He should be able to persuade him and instil in him a desire to own the item. Few items, regardless of kind, sell themselves. They’ll have to be sold.

Salespeople must be able to persuade others to agree. There are times when persuasiveness changes depending on the consumer’s reaction.

7. Flexibility: A salesperson must be adaptable in a variety of ways

. There is no one-size-fits-all approach to persuading a buyer, therefore a salesperson must be adaptable.

A skilled salesperson is capable of adapting to a wide range of consumers.

Each interaction may necessitate changes to the sales pitch, speaking patterns, and even look.

The times must be flexible to meet the needs of the consumer.

8. Ability to estimate customer’s needs and desires: He or she is aware and swiftly identifies what the consumer wants and the most effective technique to sell it to them.

9. Ambition: He or she enjoys doing a good job and is eager to advance in the organisation.

10. Appearance: Today, appearance is everything, and the successful salesperson is tidy and well-organized.

In person, he or she displays himself or herself nicely. He or she also maintains his or her desk, books, and manuals tidy and accessible.

11. Business Sense: He or she realises that you’re in business to make money, and he or she rapidly picks up on the ins and outs of the company.

12. Courtesy: Even when he or she visits their places of business, he or she demonstrates a genuine willingness to assist clients and treats them like guests.

13. Creativeness: A dynamic salesman possesses imagination, vision, and the capacity to generate ideas.

14. Curiosity: He or she wishes to gain as much knowledge as possible about his or her items and clients.

15. Enthusiasm: A half-dead salesman may deplete a prospect’s buying interest faster than anything else.

Dullness is something that should be left at home. During and after the sales call, a salesman must exude excitement.

16. Figure Sense: He or she should be mathematically capable of accurately calculating and filling out order forms, as well as producing the required reports.

17. Friendliness: A salesperson must be able to make others like him or her and like meeting new people.

18. Handwriting: He or she must write legibly so that his or her workplace colleagues and clients can understand what he or she is writing.

19. Health: Good health produces energy, which is required to sell. Many salespeople are unable to achieve their full potential due to bad health.

23. Interest in the job: He or she enjoys working for the firm and selling. 

24. Motivation: He or she must be motivated by more than just a desire to sell. Psychologists have discovered some common tendencies in those who have excelled as salespeople.

They don’t live in the future; they live in the now. They wish to have influence over others and don’t want to be supervised.

25. Originality: He or she is always on the lookout for innovative ways to sell items and recommends better ways of doing things.

26. Persuasiveness: Few items, regardless of kind, sell themselves.

They’ll have to be sold. A salesperson must be able to persuade others to agree.

There are times when persuasiveness changes depending on the consumer’s reaction.

27. Positive: His or her behaviour reflects his or her maturity. He or she should be upbeat, self-assured, dynamic, and professional.

He or she should be able to show consumers that he or she understands what they’re talking about.

28. Self-control: He or she can calmly deal with challenging individuals and situations.

29. Self-starter: They are driven by their own desires. These salespeople work without continual supervision and are capable of making their own judgments.

30. Speech: He or she has the ability to communicate effectively and maturely in a natural tone. With genuineness and kindness, he or she can accentuate sales aspects.

Other Related Topics

  1. Sales Presentation
  2. Sales Forecasting
  3. Sales Quota
  4. Sales Management
  5. Sales Territories
  6. Salesman – Types & Functions
  7. Buying Motives – Types & Stages
  8. Market Research
  9. What is Salesmanship? – Full Concept
  10. To Sell Is Human: Review & Summary – Quick Read
  11. The Psychology of Selling – Quick Read
  12. Book Insights & Review: “How to Win Friends and Influence People”
  13. World Most Selling Salesmanship Books| You Must Buy
  14. The Most Essential Knowledge for a Salesman
  15. Personal Selling: Full Concept In Detail
  16. The Essential Qualities & Skills for a Successful Salesman

Top 6 Types of Salespersons & Functions

Hello Everyone, In this article we are going to discuss the types of salespersons & functions in an Organisation.

In each Sector, the Type, Role, and responsibility of the salesperson Differs. Here we will break down each Category & help you easily Understand.

TYPES OF SALESMAN

types of salespersons & functions
  1. ORDER GETTERS

The most common function associated with selling is that of a salesman who is actively involved in using their abilities to gain orders from clients.

These positions can be further subdivided into the following categories:-

  • New Business Development

The primary goal of a sales role is to discover new clients, which is a difficult but potentially rewarding task.

Sales positions in this area are frequently in highly competitive sectors, but they pay well for those who succeed.

The fundamental difference between both jobs is that once a sale is completed, new business salesmen pass customers on to others in the company who manage account maintenance.

  • Business Equipment Sales

These salespeople are frequently found in businesses where the majority of a company’s revenues originate from the selling of supplies and services that follow the original purchase of equipment.

The major goal of business equipment salesmen is to persuade customers to acquire the main equipment, which requires supply and servicing to work.

In the photocopier sector, for example, certain salespeople exclusively search for new accounts, and after a photocopier sale is completed, the account is passed on to other salespeople who handle maintenance and supply goods sales.

  • Telemarketing

Product sales over the phone, whether intended for businesses or consumers, fall within this category.

While regulations in the United States prohibit unsolicited phone sales, the practice is nonetheless common in the corporate world.

  • Consumer Selling

Certain businesses are highly active in their employment of salespeople to attract new customers.

Retailers selling high-priced consumer goods such as furniture, electronics, and clothing; housing products such as real estate, security services, and building replacement products (e.g., windows); and in-home product sellers such as those selling door-to-door and products sold at “home parties” events such as cosmetics, kitchenware, and decorative products are among them.

  • Account Management

Most salespeople are responsible for not only obtaining the first purchase but also for developing and maintaining long-term relationships with clients.

Account management salespeople may be found in a wide variety of sectors. From the first sale to follow-up account service, their tasks include all areas of client relationship building.

  • Business-to-Business Selling

These salespeople specialize in business-to-business sales and follow-up sales. Rather than a single product, B2B salespeople frequently have a variety of things available for sale (i.e., a broad and/or deep product range).

While the initial transaction may only result in the buyer acquiring a few things, as the buyer-seller relationship develops, the consumer has the opportunity to purchase many more products.

  • Trade Selling

Salespeople who work for consumer goods firms almost never sell to the end user (i.e., consumer).

Instead, their concentration is on training distributors, such as wholesalers and retailers, to handle their items, and then assisting distributors in selling their products by providing product advertising, in-store display, and sales incentives.

  1. ORDER TAKERS

Selling does not necessarily necessitate the employment of techniques aimed at persuading clients to make a purchase.

In reality, the majority of people who work in sales are considered order-takers rather than order-getters.

Salespeople in this position typically help consumers with purchases in a less forceful manner than order takers.

Order takers are compensated less than order givers, as one might assume. The following people work as order takers:

  • Retail Clerks

While some retail salespeople are active in new business sales, the great majority of retail personnel are involved in order-taking responsibilities, which include anything from pointing clients to items to processing customer payments.

  • Industrial Distributor Clerks

Customers will be served by clerks in industrial buying circumstances, such as building product distributors.

  • Customer Service

Non-face-to-face orders are also taken by customer service professionals.

This is often done over the phone, although contemporary technology allows these tasks to be conducted by electronic means such as online chat.

  1. ORDER INFLUENCES

Some salesmen don’t participate in any direct selling at all.

That is, they do not sell directly to the individual who will buy their goods.

Instead, these salespeople concentrate on selling activities that target individuals who have the power to influence the eventual customer’s buying decisions.

The missionary salesman is a prime example of an order influencer.

  • Missionary

Customers make purchases based on the advice or requirements of others, hence these salespeople are utilized in businesses where customers make purchases based on the advice or requirements of others.

Pharmaceuticals, where salespeople, known as product retailers, discuss products with doctors (influencers) who then write prescriptions for their patients (final customers), and higher education, where salespeople call on college professors (influencers) who make requirements to students (final customer) for specific textbooks, are two industries where missionary selling is common.

  • Sales support

The last category of people who work in sales mostly assists other salespeople in their sales efforts.

  • Technical Specialists

When selling technical items, especially in commercial markets, salespeople may need to enlist the help of others to complete the transaction.

This is especially true when the purchasing party is a buying center.

When it comes to company sales, numerous personnel from many departments may be engaged in the decision-making process.

If the buying center contains technical professionals like scientists and engineers, a salesman may request aid from members of their own technical team to answer particular queries.

  • Office Support

Salespeople may also get help from their company’s office employees with things like developing promotional materials, setting up sales appointments, identifying sales leads, providing meeting space, and preparing trade show exhibits.

THE PROCESS OF SELLING

Prospecting is the process of locating potential purchasers in a certain location. After that, he must acquire the required information about the consumer, such as his ability to pay, his choices and preferences, and so on.

Following that, in the pre-approach action, he approaches the client to grab his attention, welcome him, and give his presentation, which includes informing the consumer about the goods, their attributes, pricing, and how to utilize them if necessary.

Then he responds to the customer’s questions, persuades him to make his final decision, and concludes the transaction by accepting and thanking him for his order.

Finally, he ensures that things are delivered and that essential after-sales care is provided.

 

FUNCTIONS OF A SALESPERSON

A salesman is a critical link between an organization and its customers, society, distributors, retailers, and others. The following is a list of the many roles that a salesperson can play.

types of salespersons & functions

Diagnostic

This entails a salesperson exploring and determining the root of an issue, such as why a consumer frequently switches brands or why a customer is devoted to one brand.

Analyst

A salesman looks for connections between client demands and market developments.

For instance, a farmer prefers a motorbike over a scooter, thus a marketer must segment the rural middle class for different sorts of bikes.

Information Provider

A salesperson may also be a smart agent. He informs management of any noteworthy developments in his zone, such as a competitor’s strategic shift, etc.

Strategist

A salesman who is at the head of the sales organization may command the sales organization’s time and route plans.

For example, a salesman may make a statement about a pricing adjustment in his region at a time when it will profit him the most.

A salesperson’s responsibility is also to develop a plan for selling to a hostile consumer.

Tactician

In the sense that he (or she) develops techniques to win over customers or improve distribution/retailer satisfaction, he is a tactician.

A tactic is a short-term action plan that is part of a long-term notion called a strategy.

Change Agent

In his region, a salesman serves as a Change Agent. Because it is he who introduces new product ideas and influences lifestyles and consumption patterns by making new products and services available in the territory

He also persuades managers to accept and recommend them to other salespeople, he is the one who introduces new product ideas and influences lifestyles and consumption patterns.

As a result, salespeople owe a great deal to contemporary society, as they are the ones who assist in improving people’s lifestyles and quality of life.

Stimulus-response theory, Product-Oriented Selling, and Need-Satisfaction Theory are the selling processes or theories on which salespeople rely.

Other Functions Performed by a Sales Person:

(a) Line functions:

  • Achieves a certain level of sales volume
  • Responsible for growing the company’s market share.
  • The organization’s profitability is the responsibility of this person.
  • Customer service is a priority for her.

(b) Staff functions:

  • Assistance with warehousing is available in command.
  • Assists the Department of Transportation.
  • Assists the Production Department with product expertise as well as information on individual clients.

(c) Line and staff functions:

  • Assists the General Sales Manager with sales forecasting, market research, and competition information.
  • Assists Corporate Management with product creation, diversification, and market and competition knowledge.

People Also Ask

Here are some of the questions with Answers to add more information to this Content

What are the two main types of salespeople?

 There are two primary types of personnel involved in the sales process: missionary salespeople and technical specialists.

What do you call a good Salesman?

Sales Representative, Sales Executive, Sales Consultant, Sales Agent, Direct Salesperson.

Other Related Topics

  1. Sales Presentation
  2. Sales Forecasting
  3. Sales Quota
  4. Sales Management
  5. Sales Territories
  6. Salesman – Types & Functions
  7. Buying Motives – Types & Stages
  8. Market Research
  9. What is Salesmanship? – Full Concept
  10. To Sell Is Human: Review & Summary – Quick Read
  11. The Psychology of Selling – Quick Read
  12. Book Insights & Review: “How to Win Friends and Influence People”
  13. World Most Selling Salesmanship Books| You Must Buy
  14. The Most Essential Knowledge for a Salesman
  15. Personal Selling: Full Concept In Detail
  16. The Essential Qualities & Skills for a Successful Salesman

Delegation of Authority

delegation of authority

INTRODUCTION

The ability to make judgments that direct the actions of others is known as authority. Delegation of authority helps to the establishment of an organisation. No single person can fulfil all of an organization’s responsibilities.

It is necessary to transfer power and follow the rules of division of labour in order to complete the task on time. Delegation allows a person to expand his sphere of influence beyond his own time, energy, and expertise.

DEFINITION OF AUTHORITY

Henri Fayol, “Authority is the right to give orders and the power to exact obedience.”

Kootnz and O’Donnell, “Authority is the power to command others to act or not to act in a manner deemed by the possessor of the authority to further enterprises or departmental purposes. “

Terry, “Authority is the power to exact others to take actions considered appropriate for the achievement of a predetermined objective.” 

According to Barnard, “Authority is the character of a communication (order) in a formal determining organisation by virtue of which it is accepted by a contributor to or member of the organisation as governing the action he contributes; that is, as governing or determining what he does or is not to do so far as the organisation is concerned.”

Daris defines authority as the “right of decision and command.”

 Louis Allen, “The sum of the powers and rights entrusted to make possible the performance of the work delegated.” 

Simon, “The power to make decisions which guide the actions of another. It one superior, the other subordinate. The superior relationship between the individuals frames and transmits decisions with the expectation that they will be accepted by the subordinates. The subordinate expects such decisions and his conduct is determined by them.

Dr. Paterson defines it as, “the right to command and expect and enforce obedience.”

Strong says, “Authority is the right to command.”

Massie defines, “The formal right to exercise control.”

Tannenbaum defines, “The concept authority describes an interpersonal relationship in which one individual, the subordinate, accepts a decision made by another individual, the superior, permitting that decision directly to affect his behaviour.”

CHARACTERISTICS OF AUTHORITY

1. Basis of getting things done: In an organisation, authority confers the ability to do things and influence the behaviour of other employees. It causes specific tasks to be performed automatically in order to achieve the set objectives.

2. Legitimacy: Superiors have a legal right (within the organisation) to exercise authority. This form of right comes as a result of an organization’s tradition, custom, or acknowledged authenticity standards.

A manager’s ability to influence his subordinates’ behaviour is granted to him through an organisational structure.

3. Decision-making: An authority must be able to make decisions. The manager has the authority to order his subordinates to act or not act. The manager makes this sort of judgement on the operation of an office.

4. Implementation: Implementation has an impact on the personality traits of the manager who has authority. When it comes to implementing decisions, subordinates or groups of subordinates should follow the manager’s directions. A manager’s personality may differ from that of another manager.

SOURCES OF AUTHORITY

delegation of authority

There are broadly three theories regarding the sources from which authority originates. They are:

1. The formal authority theory. 

2. The acceptance of authority theory. 

3. The competence theory.

Brief explanations of the above three theories are given below:

1. The Formal Authority Theory: According to this view, authority flows through an organization’s structure from top to bottom. To put it another way, authority goes from the General Manager to his departmental manager, who then passes it on to his superintendent and so on. This is seen in the diagram below.

Traditional Authority Theory and Top Down Authority Theory are additional names for Formal Authority Theory. In a public limited corporation, the power is in the hands of the shareholders, who delegate their authority to top management, who then delegate a portion of that authority to middle management.

2. The Acceptance of Authority Theory: This hypothesis was proposed by Chester Bannard. According to this notion, when the subordinates acknowledge the superior’s authority, it flows from the superior to the subordinates.

The superior does not have the authority to compel the subordinates to accept it. If subordinates refuse to obey their superior’s orders, the superior cannot be considered to have control over them.

According to Bannard, “An individual will accept the exercise of authority if the advantages accruing to him from accepting plus the disadvantages accruing to him from not accepting exceed the advantages accruing to him from not accepting plus the disadvantages accruing to him for accepting and conversely, he will not accept the exercise of authority if the latter factors exceed the former”.

A superior’s authority is only effective when the subordinate is willing to accept it, and it is ineffectual when the subordinate is unwilling to accept it. The subordinate will not examine each and every command issued by the superior before deciding whether or not to accept it.

In reality, the subordinate readily accepts some superior directives. Zone of acceptance refers to when a subordinate accepts a superior’s direction without reservation.

Zone of acceptance will be determined by a number of factors:

1. The subordinate is under the impression that he will be rewarded for his efforts and abilities.

2. Sincere subordinate services to the organisation will be rewarded.

3.In a certain scenario, a subordinate believes he must accept authority.

4. If a subordinate refuses to accept authority, he or she will be fired from the company.

5. It is also tolerated since a guy may have specialised expertise.

6. It is acceptable since a subordinate understands his position inside the organisation.

7. Accepting authority is the only option offered.

8. It is the subordinate’s responsibility or the organization’s policy to impose authority.

9. People trust the individual who is issuing commands.

3. Competence Theory: This form of authority is given to people because of the position they hold. The personal strength of this sort of person is built on the individual’s leadership characteristics. Only one individual in an organisation rises to a higher position over time due to his leadership skills.

DELEGATION

It is difficult for one individual to do all of the work in an organisation and accomplish the organization’s goals. Similarly, a single individual may not be endowed with all decision-making authority, which is a developing worry. As a result, the superior delegated power and assigned duties or obligations to his subordinates.

MEANING

Delegation is the process of assigning work to others and granting them sufficient power to do it.

DEFINITION

Louis A. Allen, “Delegation is the dynamic of management, it is the process a manager follows is dividing the work assigned to him so that he perform that part which only he, because of his unique organisational placement, can perform effectively and so that he can get other to help them with what remains”.

Mc Farland, “Delegation is the primary formal mechanism by which the net work of authority relationship is established”.

E.F.L. Brech, “Delegation means, in brief, the passing to others to share in the four elements of the management process that is to say, in the command of the activities of other people and in the responsibility for the decision that will determine the planning, coordination and control of the activities of such other people”.

Terry, “Conferring authority from the executive or organisational unit to another in order to accomplish particular assignments”.

Hodge and Johnson,”A process whereby a superior divides his total work assignment between himself and subordinate managers or operative personal in order to achieve other operative and management specialisation.”

Dougcas C. Basil, “Delegation consists of granting authority or the right to decisionmaking in certain defined areas and charging the subordinate with responsibility for carrying through an assigned task”.

IMPORTANCE OF DELEGATION

One of the most significant ways for educating subordinates and instilling morale is delegation. The manager may focus on the crucial tasks of planning, organising, and controlling thanks to delegation of authority.

Delegation is a global activity; everywhere humans operate in groups, they practise one form or another of delegation. Members of the legislatures in our democratic India delegate their authority to the people.

Members of legislatures delegate their power to any of the elected leaders, who in turn delegate portion of their power to the cabinet ministers he chooses.

A person can complete a variety of simple and sophisticated tasks. Delegation allows a person to not only fulfil his or her responsibilities, but to do it efficiently and successfully. There is no other option for a company unit with several branches in various locations besides delegation.

Delegation of power is widely considered as one of the most reliable and effective techniques for achieving improved results. A smart boss may use delegation of power to motivate employees and eliminate inefficient information systems.

ELEMENTS OF DELEGATION

1. Assignment of duties or responsibilities: This task is only done when a superior does not have time to complete all of the work. The job of duty is automatically assigned by the superior to his immediate subordinate.

2. Delegation of authority: If the job is delegated to a subordinate, authority will be required to complete it. Following the delegation of authority, the subordinate might be given powers to do duties in a timely and orderly manner.

3. Accountability: Accountability refers to a subordinate’s responsibility to his immediate superior. If a subordinate makes a mistake or makes a mistake, the subordinate should assume responsibility for it.

If the task is not completed according to the superior’s directions, the assignment may be given to the subordinate in some instances. The superior (the one who delegated responsibility) is accountable to management, while the subordinate is not (to whom authority is delegated)

PRINCIPLES OF DELEGATION

delegation of authority

1. Delegation to go by results expected: The scope of delegation of power is on par with the type of responsibility. It is important to emphasise that the organization’s objectives must be met on time. Before delegating authority, the superior should be explicit about what he expects from the subordinate.

2. Non-delegation of responsibility: Although a superior can assign power, he or she cannot delegate culpability. Assigning responsibilities is not the same as delegating responsibility.

The boss should keep in touch with his or her employees to see if responsibilities are being completed and authority is being exercised effectively. The superior retains ultimate accountability for the execution of responsibilities.

3. Authority and responsibility should commensurate with each other: If adequate delegation of power is in place, a subordinate may do his job successfully and efficiently; otherwise, the prescribed work will not be completed. Without accountability, the subordinate will become reckless.

Similarly, giving a subordinate responsibilities without authority will make them ineffective. As a result, there must be an appropriate balance of power and accountability person.

4. Unity of command: The unity of command concept states that a subordinate should receive instruction from only one superior. In other words, a subordinate should have just one superior assign him duties and responsibilities, and he should report solely to that superior.

When a subordinate receives commands, instructions, and directions from many superiors, the organisation becomes unsure and confused. In this case, the subordinate will have a hard time deciding which instructions, commands, or directives to follow first.

5. Definition of limitations of authority: A person is well aware that only an authority may effectively assign authority. There should be written guides that guide people in the proper path when it comes to understanding authority. This will eliminate any doubt about authority delegation and allow the concerned individual to perform effectively.

TYPES OF DELEGATION

A brief explanation of the different types of delegation is given below:

1. General.

2. Specific.

3. Written.

4. Unwritten.

5. Formal.

6. Informal.

7. Downward.

8. Accrued. 

9. Sideward.

1. General delegation: Granting authority to a subordinate to execute numerous administrative responsibilities and exert control over his subordinates is known as general delegation. At the same time, senior management regulates and supervises the same individuals.

2. Specific delegation: The commands, instructions, or directions are assigned to a specific individual under specified delegation. For example, the Employee Manager may be given power for personnel selection, training, and placement, among other things.

3. Written delegation: Written directions, instructions, and other forms of delegation are used in this sort of delegation. This form of delegation necessitates the right use of language.

4. Unwritten delegation: The term “unwritten delegation” refers to authority derived by custom, conversion, or use. There is no evidence for future reference in this case.

5. Formal delegation: The enterprise’s organisational structure displays the tasks and authority. The production manager, for example, is given the obligation and power to maintain and expand output.

6. Informal delegation: In some instances, a person must exercise power without seeking permission from upper management. The reason for this is that he can efficiently complete his given tasks on time.

7. Downward delegation: When a supervisor may assign tasks and power to his immediate subordinate, this is known as downward delegation. The majority of businesses use this kind of delegating.

8. Accrued delegation: A subordinate might delegate his power to his immediate superiors under this form of delegation. It happens infrequently in businesses.

9. Sideward delegation: A person delegated responsibility to another individual in the organisation who has the same rank as him.

ADVANTAGES OF DELEGATION

Delegation of authority improves the organisation in a variety of ways. Some of the most important advantages of delegation of authority include:

1. Basis of effective functioning: Delegation is the foundation for an organization’s efficient operation. It establishes relationships with people and fulfils the organization’s varied goals. It establishes relationships with people and fulfils the organization’s varied goals.

2. Saving of time: Delegating power allows a superior to devote more time to vital tasks like as planning, organising, staffing, directing, co-ordinating, regulating, and making decisions.

3. Reduction of work: Delegation relieves the superior of mundane responsibilities. Routine tasks are usually delegated to subordinates. It allows the superior to do more responsible tasks on their own.

4. Opportunity for development: Delegating authority provides a fantastic chance for the subordinate to develop. It assists in finding the ideal individual for development among the numerous subordinates.

5. Benefit of specialised service: Delegation allows a superior to profit from the specialised expertise of those at lower levels. For example, the production manager is in charge of production, the sales manager of sales, the lawyer of legal affairs, and so on.

6. Delegation of authority enables effective managerial supervision

7. Efficient running of branches: If the firm has a branch, the affairs and activities of that branch are managed by a separate individual. This branch is supposed to be under his control. If he is given enough power and responsibility, he could endeavour to guarantee that the branch runs smoothly and efficiently.

8. Interest and initiative: Whenever authority is delegated, the subordinate may be eager to complete the task. In certain circumstances, the subordinate takes the initiative to complete the task.

9. Satisfaction to subordinates: Individuals’ needs for self-actualization will be met via delegation of authority.

10. Expansion and diversification of business activity: By delegating responsibility, subordinates are properly taught in making decisions in numerous areas of the business. Top management might leverage this sort of subordinate talent to expand and diversify the company’s activities.

PROBLEMS OF DELEGATION

Every boss is required to transfer some of his responsibilities and obligations to his employees. A single individual cannot complete all of the tasks. As a result, delegation is a critical organisational attribute. Only when there is a good balance between superior and subordinate impulses can adequate delegation of power be created.

I. HESITATION ON THE PART OF SUPERIOR 

1. Perfectionism: Many supervisors believe he is superior than others. To some extent, this is correct. The reason for this is because the superior may have had prior experience and established a level of ability in doing so.

A boss who follows such a technique is not a dedicated employee of the company. By delegating power, he should allow the subordinate to grow his skills.

2. Autocratic attitude: Some superiors would rather keep their authority. These individuals do not believe in delegation of responsibility and meddle with their subordinates’ limited authority.

3. Directions: Many supervisors are incapable of leading their followers. The superior’s orders may be misinterpreted by subordinates. The superiors are then unable to obtain the required efficiency from the subordinate.

4. Confidence: Superiors often lack trust in their subordinates. Because life in society cannot be lived without relying on others, each superior is required to transfer his powers to his subordinates.

The superior will not acquire experience via delegation of authority if the delegation is not made. On the basis of the success of the transfer of authority, confidence is progressively established.

5. Control: His subordinates are under the command of the superior. He wants to maintain control over his subordinates and the significance of his position.

As a result, he is hesitant to delegate his power. Furthermore, the superior fears that if he delegated his power, he will be subjugated.

6. Avoidance of risk: The transfer of authority to a subordinate may pose a risk. Whatever the danger, the superior will have to bear responsibility for it. However, only a few executives are willing to take the risk.

7. Competition: By utilising delegation of authority, subordinates learn far more than their superiors. As a result, more talented individuals emerge than the superior. The superior is not pleased, and he will avoid competition in the future.

8. Inability of the subordinate: The subordinate is incapable of accepting new assignments. Knowing this, the superior is hesitant to delegate authority.

9. Inability of the superior: If the superior is inefficient, the work methods and processes he devises are likely to be flawed. As a result, the superior wishes to retain complete control.

II. HESITATION ON THE PART OF SUBORDINATES

Even when the superiors are enthusiastic about delegation, the subordinates are not always eager to accept it. The following are the reasons why subordinates refuse to accept authority:

1. Love of spoon-feeding: If a subordinate is given the opportunity to make a decision, he may not want to do so.

2. Easier to ask: It is generally easier for subordinates to ask their superiors for an answer than to research it themselves. Some bosses will only accept one answer to an issue and leave it up to their employees to figure out the rest. In this case, a subordinate does well and approaches his superior for assistance.

3. Fear of criticism: A subordinate may be afraid that his superior would condemn him even if he makes a little judgement error. This stifles the subordinate’s initiative and severely undermines his self-esteem.

4. Lack of information (or) resource: Due to a lack of information or resources to do the task properly, a subordinate may be hesitant to take additional work.

5. Lack of self-confidence: One of the causes for not accepting authority is a subordinate’s lack of self-confidence.

6. Other work:Subordinates may believe that they will be unable to do any new work in addition to their current responsibilities. Subordinates believe that accepting power will compel them to accept greater labour in the future.

7. Inadequate incentives: If there is no personal advantage in accepting power, a subordinate may not come forward.

8. Fear of failure: Some subordinates are afraid of failing, thus they refuse to take on further duties.

EFFECTIVE DELEGATION

The superior’s goal is to practise and encourage delegation in order to achieve the organization’s goals more efficiently. As a result, the type and substance of each task must be objectively analysed to determine which jobs may be delegated to subordinates.

Subordinates are typically entrusted with modest and regular tasks. The superior is unwilling to conduct even mundane tasks, however there are some tasks that cannot be delegated, such as budget preparation, policy formation, and rule and regulation creation.

 STEPS INVOLVED IN SUCCESSFUL DELEGATION

1. Establishment of definite goals: The goal of delegation is to make achieving organisational goals more efficient. However, delegates are useless unless the goals are well established. If subordinates are unclear about what is expected of them, they may be hesitant to accept leadership.

2. Developing personal discipline for supervision: Superiors should have trust in their subordinates’ abilities and be willing to overlook their faults. Then, for effective performance, every subordinate will be willing to accept authority.

3. Establishment of definite responsibility: Each subordinate’s power and responsibilities should be stated clearly. This will prevent delegation duplication.

4. Motivation: Subordinates are willing to assume responsibility if they are properly motivated. Increased salaries and other incentives may be used to motivate employees.

5. Determining what to delegate: This will involve a review of people’s capabilities and work requirements. Only delegated authority that is appropriate will be examined.

6. Training: Delegated work should be handled by subordinates who have been appropriately trained. Subordinates should get both technical and non-technical training. Non-technical training covers the development of subordinates’ morale, confidence, and leadership abilities.

7. Report: The subordinate is expected to produce a report after any delegation of authority. Only in this way will the superior be liberated from authority roles and able to focus on more vital tasks.

8. Control: Even after delegation of authority, the superior is held accountable to the top management. As a result, a proper control system must be established to keep a close eye on subordinates’ performance. If a variation from the specified processes is discovered, the superior should move quickly to fix it.

PRE-REQUISITES FOR EFFECTIVE DELEGATION OF AUTHORITY

After learning the following conditions for effective delegation, a supervisor can assign his authority:

1. The supervisor must be aware of their own power and responsibility.

2. Supervisors must decide how much authority they wish to grant to their subordinates.

3. The supervisor should have a full understanding of the subordinates’ strengths and limitations.

4. The supervisor must guarantee that the delegated job has been understood and carried out correctly.

5. Only regular functions should be delegated to subordinates by the supervisor.

6. The supervisor must recognise the relevance, necessity, and value of delegating.

7. Work that may be completed independently should be delegated by the supervisor.

8. The supervisor must discourage the subordinate from making decisions on their own.

9. The supervisor must provide his subordinates decision-making authority.

10. Within the organisation, there should be an adequate communication network.

11. A precise description of the standard of responsibility should be established.

12. Delegation must be done in conformity with the project’s overall strategy for completion.

13. The delegation of authority should be limited to the structure of the organisation.

COMMON FAULTS IN DELEGATION

1. Close supervision: Even after devolution of authority, the supervisor must oversee his subordinates. If there is no tight monitoring and subordinates are not made to operate independently, the benefits of delegation of power will not be available to the organisation.

2. Lack of direction: The supervisor fails to provide his employees proper instructions. It puts subordinates in a situation where they have no idea what is expected of them.

3. Lack of accountability: Supervisors are unable to monitor the efficient utilisation of assigned labour. This is a significant disadvantage for the superior. As a result, the subordinates develop a sense of irresponsibility.

DECENTRALISATION

Decentralisation refers to the fact that each sector of the department has its own staff to carry out tasks. These services will not be provided by a general office. Decentralisation is assigning different workers to each department to handle duties that cannot be centralised.

ADVANTAGES OF DECENTRALISATION

1. Savings of time: The departmental officers are responsible for all paperwork related to the business’s fundamental operations. Decentralization allows department employees to finish their task ahead of schedule.

2. Greater efficiency and ouput: A department’s employees are knowledgeable about the technology used in that department. As a result, they may be able to improve their efficiency. Increased efficiency leads to increased output while lowering costs.

3. Maintenance of secrecy: If the business’s secret is compromised, the organisation may suffer a loss. Following that, under decentralisation, if a distinct department is charged with maintaining secrecy, the loss may be prevented and secrecy can be maintained.

4. Departmental loyalty: Staff who have been with a department for a long time acquire a sense of loyalty to the department. It leads to an increase in productivity and an improvement in the individual’s performance.

DISADVANTAGES OF DECENTRALISATION

1. No proper division of work: The organization’s workload cannot be evenly distributed among its departments.

2. Duplication of work: When the same sort of work is conducted in many departments (duplication of work), distinct machinery and equipment are employed to complete the activity.

3. No standardisation: There is no way to implement a consistent method across all departments to conduct the same sort of job. Furthermore, it creates challenges in each department’s selection and training.

4. Heavy expenditure: This department will require a huge number of employees and managers. It leads to a rise in operating costs.

RESPONSIBILITY

The superior-subordinate connection is always the source of responsibility. Obligation is at the heart of obligations. When a person is entrusted with a task, he should be held accountable for the results.

MEANING

The requirement to perform anything is defined as responsibility. In other terms, accountability is the obligation to carry out the organization’s activities, functions, or assignments.

DEFINITION

Theo Haimann, “Responsibility is the obligation of a subordinate to perform the duty as required by his superior”.

Davis, “Responsibility is an obligation of the individual to perform the assigned duties to the best of his ability under the direction of his executive leader”. Strong, “Responsibility is an obligation to perform certain functions and achieve certain results”.

Mc Farland, “Responsibility is the duties and activities assigned to a position or to an executive”.

ELEMENTS OF RESPONSIBILITY

  1. It is the result of a superior-subordinate relationship
  2. It is the product of a legal arrangement.
  3. The obligation cannot be delegated to another person.
  4. Acceptance of authority creates it.
  5. There is a sense of responsibility.
  6. The responsibility might be broad or narrow.
  7. Being responsible is a never-ending task.

For an organisation to function effectively, power and responsibility must be delegated. Without authority, responsibility is a hollow vessel. Authority without accountability is extremely hazardous. An individual need both authority and accountability.

Other Related Topics

Management – Scope & Functions

management

Scope of Management

It is difficult to precisely state the scope of management. However, the management includes the following scopes:

(1) Functional areas of management:

Financial Management includes forecasting, cost control, management accounting, budgetary control, statistical control, financial planning etc.

Human Resource Management covers the various aspects to the employees of the organisation such as recruitment, training, transfers, promotions, retirement, terminations, remuneration, labour welfare and social security, industrial relations etc.

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Marketing Management deals with marketing of goods, sales promotion, advertisement and publicity, channels of distribution market research etc.

Production Management includes production planning, quality control and inspection, production techniques etc.

Material Management includes purchase of materials, issue of materials, storage of materials, maintenance of records, materials control etc.

Purchasing Management includes inviting tenders for raw materials, placing orders, entering into contracts etc.

Maintenance Management relates to the proper care and maintenance of the buildings, plant and machinery etc.

Office management is concerned with office layout, office staffing and equipment of the office.

(ii) Subject-matter of management:

Management is considered as a continuing activity made up of basic management functions, such as planning, organising, staffing, directing and controlling. These components form the subject-matter of management.

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 (iii) Management is an inter-disciplinary approach:

Though management is regarded as a separate discipline, for the correct application of the management principles, study of commerce, economics, sociology, psychology, and mathematics are very essential. The science of management draws ideas and concepts from a number of disciplines making it a multi-disciplinary subject.

 (iv) Principles of management:

The principles of management are of universal application. These principles are applicable to any group activity undertaken for the achievement of some common goals.

 (V) Management is an agent of change:

The techniques of management can be improved by proper research and development.

(vi) The essentials of management:

The essentials of management include scientific method, human relations and quantitative techniques.

Nature / Characteristics / Features of Management

An examination of the many definitions and contributions to the subject of management by famous philosophers and authors reveals that management has a certain essence. The following are the most important managerial characteristics:

1. Management is multidisciplinary in nature

Management is a multidisciplinary field of study. It incorporates concepts and ideas from a variety of disciplines, including economics, statistics, mathematics, psychology, sociology, and anthropology, among others. Management’s boundaries are not as precise as those of any other physical science. The ongoing discovery of many additional components of commercial enterprise may help to grow it. As a result, the standing of management as a discipline is elevated in the same way.

2. Management is a continuous process

Management is a term that refers to a process, function, or action. This procedure will continue until the administration’s goals have been met. The planning, organising, directing, and regulating of resources are all part of the management process. An organization’s resources (personnel and money) should be utilised to the best benefit of the organisation and the goals to be attained. In the absence of any other essential management functions, no one’s management function can deliver any outcomes. As a result, management is a never-ending process.

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3. Management is a universal activity

Management is not limited to commercial enterprises. Political, social, religious, and educational institutions are all included. When a collaborative effort is required, management is required.


Management ideas and practises are applicable to all types of businesses, not just those in a specific industry. According to their nature, management practises range from one organisation to the next.

4. Management is a Science as well as an Art

Because there are definite management concepts, management is an art. It’s also a science since preset goals may be reached by using the concepts.

Management is both a science and an art. It is an art in the sense that a person’s ability to manage is a talent. In another sense, management is a science since it involves the development of specific principles or rules that may be used in a setting where a collection of activities is coordinated.

5. Management is dynamic and not static

Management ideas are dynamic rather than static. It must alter in response to societal developments. Management is not a static entity. New approaches are developed and implemented by management in the fast-changing corporate sector. Management shifts in response to societal changes. The shifting commercial environment has resulted in societal transformation.

 6. Management is a Profession

Management is progressively becoming a profession because established management ideas are being used in practise, it requires specialised training, and it is guided by an ethical code derived from societal duties.

Management is a profession because it exhibits the characteristics of one. In this profession, a wealth of information is transmitted and shared, and management follows suit. The specified management concepts are put into effect.

7. Management is a group activity

Only when a group of people are working toward a shared goal can management emerge. The focus of management is always on collective efforts rather than individual initiatives. Management plans, organises, coordinates, directs, and regulates the collective effort in order to fulfil the organization’s goals.

Management is a set of activities aimed at making the best use of existing resources for production. The term “resources” refers to the organization’s men, money, supplies, and machinery.

A system may be described as a collection of interconnected pieces that work together to form a whole. The right to command people in order to complete a specific course of organisational activity might be characterised as authority.

Individuals serve as the cornerstones of management. As a member of the organisation, an individual has some objectives. There might be a contradiction between his personal objectives and what management expects of him. Management resolves such conflicts by ensuring that individual ambitions and organisational expectations are balanced.

Many people have the authority to make choices and affect the behaviour of their subordinates. The objective of exercising authority is to monitor and supervise the actions of subordinates. According to the organisation chart and societal conventions, superiors are the sources of authority. The use of authority depends on the user’s personality traits and the behaviour of the person over whom it is exercised.

8. Management aims at obtaining wealthy results

The major responsibility of a manager is to ensure effective performance via planning, direction, and control. The management is intended to bring about the desired outcomes. The economic purpose of a manager is to make rational use of existing resources in order to maximise profit.

9. Management implies skill and experience in getting things done through people

Management entails delegating tasks to others. Without recruiting cooperation and gaining favourable responses from “people,” the economic function of generating a lucrative return cannot be carried out.

A manager does not do the work himself; instead, he arranges for others to do it. “Management is the art of getting things done through and with people in officially organised organisations,” said Knootz and O’Donnel.

10. Management is a system of authority

The ability to compel people to perform in a certain way is referred to as “authority.” Management establishes a set of standard rules and procedures that must be followed by all employees.

11. Management is intangible

It is invisible to the naked eye. Only the quality of the organisation and the outcomes (earnings, higher productivity, etc.) can demonstrate it.

12. Management implies good leadership

A manager must be able to lead and influence subordinates to do the required actions. The ability of managers to affect the behaviour of their subordinates is referred to as high-order management.
The ability to lead is developed in those who work at the highest levels of management. “Management is the function of executive leadership everywhere,” says R.C. Davis.

13. Management achieving pre-determined objectives

An organization’s objectives are clearly stated in a management meeting with predetermined objectives. Every managerial action leads to the accomplishment of pre-determined goals.

14. Organised activities

Management is a collection of well-organized tasks. A group can be constituted into both a public limited corporation and a regular club. Each organisation has its own set of goals. Only a small number of people will be able to attain these goals. To achieve the goals, these individuals’ activities should be organised in a methodical manner. The objectives cannot be met unless structured actions are taken.

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15. Management is a factor in production

Management is a collection of well-organized tasks. A group can be constituted into both a public limited corporation and a regular club. Each organisation has its own set of goals. Only a small number of people will be able to attain these goals. To achieve the goals, these individuals’ activities should be organised in a methodical manner. The objectives cannot be met unless structured actions are taken. In the event of large company units, management is in charge of coordination. As a result, management is considered one of the production variables. Whatever fast economic and social progress occurred following World War II, it occurred as a result of the deliberate and purposeful effort of improving managers and management, says Peter F. Drucker. Development is a matter of human energy, not economic wealth, and the role of management is to generate human energy. Management is the catalyst for change, and development is the result. “

16. Management is a purposeful activity

Management is concerned with achieving an organization’s goals. The functions of planning, organising, staffing, directing, managing, and decision-making are used to attain these goals. Every employee is given a clear understanding of the organization’s goals.

17. Management is a distinct entity

The management of a company is separate from its operational activity. The essence of the functions is “to do,” but the nature of management is “how to get things done.” Working as a manager necessitates a certain level of skill and knowledge.

18.  Management aims at maximising profit

The existing resources are effectively utilised to achieve the intended outcomes. The results should be the maximising profit or growing by the economic function of a manager.

19.  Decision-making

Every day, management has to make a number of decisions. Only when there are alternative courses of action is it necessary to make a decision. There is no need for decision-making if there is just one route of action. The performance of an organisation is determined by the quality of the manager’s decisions. The success or failure of an organisation depends upon the degree of proper choice made by the management.

20.  Management as a class or a team

A class may be described as a collection of people who have similar qualities and work for the same goals. In a society, engineers and physicians are classified as a class. Each and every doctor has the same life goals. Management personnel, like engineers and doctors, have similar aspirations to achieve corporate goals.

21.  Management as a career

A class may be described as a collection of people who have similar qualities and work for the same goals. In society, engineers and physicians are classified as a class. Each and every doctor has the same life goals. Management personnel, like engineers and doctors, have similar aspirations to achieve corporate goals.

22.  Direction and control

A manager has the ability to guide and control his subordinates in the completion of a task. In the lack of direction and control, he will fail to fulfil the business objectives if the available resources are not adequately utilised. In general, direction and control are concerned with human-effort activities.

23.  Management is needed at all levels

Management functions are shared by all levels of an organisation. Top executives are in charge of planning, organising, directing, controlling, and making decisions. The lower-level supervisor likewise performs the same tasks.

Management scholars have their own classification system for management functions. Some researchers add a few functionalities while removing others. The most significant managerial functions are briefly outlined here.

Functions of Management

The major 5 functions of management involves :

1. Planning 

2. Organising 

3. Staffing 

4. Directing 

5. Controlling

Planning

The primary job of management is planning. Nothing can be accomplished without forethought. Planning is the first step in writing a book. In a nutshell, planning is choosing ahead of time what will be done in the near future. In the corporate sector, the organization must meet its goals.

The organization plans what will be done, when it will be done, how it will be done, and by whom it will be done in order to attain its goals. “Planning pervades management,” argues Messie.

“Planning is a constructive examination of future demands so that current activities may be altered in light of the defined objective,” remarked George R. Terry. It is deli-berate conscious research that is utilised to establish the design and ordered sequence of actions that will be employed to achieve the goals.

Most individual or collective efforts are made by determining what will be done, where it will be done, how it will be done, and who will do it before any operational activity takes place.”

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Simply put, planning entails looking forward. It’s the process of getting ready for the future. Planning well leads to effective management.

Effective planning gives solutions to problems such as “What should I do?” and “How should I proceed?” When should you act? What should I do? What is to be done?
The following activities are part of the planning process:
(i) Determination of the organization’s aim.
(ii) Creating policies, regulations, and processes for the company
(iii) Making predictions about the future based on previous and current events.

Organising
The division of work in groups or sections for effective performance is referred to as organising. The organisation offers all of the resources required to complete the task. As the company grew, the organisation assumed responsibility for establishing new divisions under the supervision of different managers. As a result, the company splits the overall workload and coordinates all actions based on authority relationships.

Furthermore, organising specifies each person’s place within the organisation and the channels via which information should flow. The management would decide who should report to whom and how they should report. By delegating appropriate power and responsibility to all members of an organization’s workforce, organising creates a pleasant working environment.

Henry Fayol says that “organization is of two types,” he says, “organization of the human factor and organization of the material factor.” Allocation of labour to people who are most suited, as well as authority and responsibility, are all covered by human factor organization.

The material factor’s organization includes the use of raw resources, plants, machinery, and so on. “Organising consists of purposeful coordination of individuals towards a desired objective,” say Knootz and O’Donnell.

“Organisation entails identifying and categorising the tasks to be performed, distributing them among the persons, and establishing authority and responsibility relationships among them for the fulfilment of organisational objectives,” according to Louis A. Allen.
The following activities are part of the organisation process:
(i) Identifying and analysing actions that are necessary to achieve organisational goals.
(ii) Assigning responsibilities to the persons involved.
(iii) Keep track of the activities.

Staffing
Selection and placement of qualified individuals is part of the staffing role. In other words, staffing is the process of putting the appropriate people in the proper roles. Selection of appropriate employees, training of those in need, promotion of the best, retirement of the elderly, performance assessment of all workers, and suitable compensation of personnel are all aspects of staffing. The proper performance of the personnel function is critical to the success of any business.

“The management function of staffing comprises manning the organisational structure via adequate and effective selection, assessment, and development of employees to perform the responsibilities established into the structure,” according to Harold Knootz and Cyril O’Donnell.

The hiring process entails choosing applicants for open jobs, determining pay, training, and developing them to perform organisational duties effectively. The manager is in charge of job analysis, job descriptions, and other aspects of the staffing function.

Directing / Leading
Leading, overseeing, communicating, and inspiring subordinates in their work are all part of the function of directing. Three major sub functions of directing are motivation, leadership, and communication. Workers’ performance is improved when they are motivated.

Communication delivers accurate information to subordinates, allowing for better and more effective administration. The method through which a manager directs and influences the work of his subordinates is known as leadership.

The function of Direction is when a work’s true performance begins. The planning, organising, and staffing activities are all involved with laying the groundwork for achieving organisational goals. The guidance, on the other hand, is concerned with teaching the workers how to do the tasks that have been allocated to them.

Employee direction involves employee guidance, monitoring, and motivation. “Directing covers the overall method in which a manager impacts the conduct of his subordinates,” according to Joseph Massie. After all preparations have been finished, it is a manager’s final activity in encouraging others to act.”

Controlling
The controlling function guarantees that the goals attained are in line with the goals set forth in advance. If there is any divergence, necessary remedial action may be done.

When an organisation has a set standard, control is fairly simple. Economy, flexibility, comprehension, and appropriateness to organisational demands are all qualities of a successful control system.

“Control,” says Prof. Theo Haimann, “is the process of checking to see if adequate progress is being made toward the objectives and aims, and acting, if required, to remedy any divergence.” “Control consists in confirming if everything occurs in accordance with the plan selected, the directions provided, and the principles issued,” says Henry Fayol.

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Controlling is comparing and contrasting operations with specified criteria. It’s the process of verifying that the actual actions match the activities that were planned.

The steps in the controlling process are as follows:
(i) Establishing guidelines.
(ii) Keeping track of present performance.
(iii) Assessing this performance against established benchmarks.
(iv) When a deviation is found, remedial steps are taken.

The other functions of of management involves :

Co-ordinating

Organizing function divides all actions into groups or sections. Now, such a collection of activities is coordinated in order to achieve an organization’s goals. Coordination difficulty is determined by the organisation.

The complexity of coordination increases as the size of the organisation grows. “The last coordination occurs when employees perceive how their occupations contribute to the enterprise’s dominant aims,” according to Knootz and O’Donnell. This is a lack of information and awareness of the company’s goals.”

Motivating

The objectives are met with the assistance of motivators. Motivation entails raising the speed with which a task is completed and developing workers’ motivation to do so. An astute leader does this.

Workers expect a pleasant working environment, fair treatment, monetary or non-monetary incentives, effective communication, and a gentlemanly demeanour. “Motivati is the process of indoctrinating employees with unity of purpose and the necessity to maintain a continual, harmonious connection,” says Earl P. Strong.

Innovation

Innovation is the process of preparing people and organisations to adapt to changes in the commercial environment. In the business, modifications are done on a regular basis. Consumers are pleased as a result of innovation.

New material, new goods, new manufacturing procedures, new packaging, new product design, and cost reduction are all examples of innovation.

Representation

A manager must behave as a firm representative. Customers, suppliers, government authorities, banks, financial institutions, trade unions, and others are among the people he interacts with. Every manager has a responsibility to maintain positive relationships with others.

Decision-making

Every day, every employee in an organisation must make a number of decisions. Decision-making is important for an organization’s seamless operation.

Communication

The transmission of human thoughts, attitudes, or opinions from one person to another is known as communication. Workers are told what has to be done, where it should be done, how it should be done, and when it should be done. Communication aids in job control and activity coordination.

Conclusion

The fundamental responsibilities of management include planning, organising, staffing, directing, co-ordinating, motivating or actuating, and controlling. Management’s ancillary tasks include innovation, representation, decision-making, and communication.

Functions of management by top authors are :
Forecasting, planning, organising, commanding, co-ordinating, and managing are the duties of management, according to Henry Fayol. Management functions are classified by Luther Gullik as follows:

POSDCORB,

where – P stands for Planning,

O for Organising,

S for Staffing,

D for Directing,

Co for co-ordinating,

R for Reporting and

B for Budgeting.

Planning, organising, staffing, leading, and controlling are among the managerial activities, according to Harold Koontz and Cyrill O’Donnel.


George Terry is concerned with management activities such as planning, organising, actuating, and controlling.


Tennenbuam et al. categorise managerial functions as planning, organising, and controlling.


G.E.’s Harold Smiddy divides managerial functions into four categories: planning, organising, integrating, and measuring (abbreviated as POIM).

Planning, motivation, coordination, and control are the duties of management according to E.F.L. Brech.


Management duties, according to Lawrence A. Appley, include planning, executing, and controlling.


Forecasting, planning, control, motivating, and coordination are the functions of management, according to L. Hall.


Planning, organising, staffing, control, communication, and direction are the duties of management, according to Massic.


Management tasks include organisation, coordination, administration, and leadership, according to Mary Cushing Nillas.

Other Related Topics

SALES TERRITORIES – Best Concept

sales territories

Introduction

A sales territory, as defined by operations, is a collection of clients and prospects assigned to a single salesperson.

Sales territories are sometimes referred to as geographical areas by sales professionals.

No sales manager can afford to overlook territory coverage planning and organisation.

Although much has been done to increase individual salesperson productivity, territory management still has a lot of space for improvement.

Some sales organisations still feel that planning and organising sales territory is too complicated to accomplish, and that it is sufficient if salespeople simply go out and make calls.

The reasonable thing to do, on the other hand, is to properly supervise, control, and arrange the salesman’s field operations so that the sales targets are met.

Without a question, establishing and maintaining sales territory takes a significant amount of time and effort.

But, sales managers who have paid attention to its organisation and planning have reaped significant benefits in the form of lower selling costs and improved sales.

They have also aided individual salespeople in achieving more revenues for themselves and higher profits for the corporation in this way.

A sales territory is a group of clients or a geographical region that a salesman is responsible for. Geographic borders may or may not exist inside the area.

A salesman is usually allocated to a geographical region that includes both current and future consumers.

The sales manager can establish a better match between sales efforts and sales possibilities by assigning sales territory.

Because most organisations’ overall market is too broad to handle effectively, territories are created to aid the sales manager’s duty of guiding, assessing, and supervising the sales force.

The focus of the sales territory idea is on customers and prospects, not only the region where a single salesman works.

Customers and prospects are grouped together so that the salesperson servicing these accounts may contact them as quickly and cost-effectively as feasible.

However, geographical factors are overlooked in certain firms, particularly in those where the technical selling approach is prominent, and sales staff are given entire classes of clients regardless of their geography.

When salespeople sell primarily to personal friends, as they do when selling real estate, insurance, and investment securities, there is no logical basis for segmenting the market geographically.

Small businesses and businesses launching new products that necessitate the use of multiple marketing channels rarely use geographically defined territories, or if they do, they use arbitrary divisions such as entire states or census regions.

There is no reason to assign territories in these cases because existing sales coverage capabilities are insufficient in comparison to sales potential.

Reasons for Establishing Territories

The main rationale for establishing sales territory is to make the selling function’s planning and management easier.

However, well-designed sales territory may raise sales team motivation, morale, and interest, resulting in improved overall sales performance.

Sales managers, on the other hand, usually have more particular reasons for creating territory.

(i) To acquire comprehensive market coverage: Proper market coverage is aided by sales territories. A salesperson’s calling time is scheduled as efficiently as possible to ensure that all current and potential customers are covered.

When each salesperson is allocated to a properly established sales zone rather than being permitted to sell anywhere, coverage is more likely to be extensive.

The corporation may more nearly attain the sales potential of its markets if the territories are properly covered.

(ii) To Define the Job and Obligations of Salespeople: Sales territories assist in defining the tasks and responsibilities of the sales force.

For their regions, salespeople must behave as company managers. They are in charge of maintaining and increasing sales volume in their respective territory.

Once all call frequencies have been computed and assigned, determining the entire workload and then breaking it down into equal assignments among salesmen becomes much easier.

Better outcomes are gained when an equal workload is given based on call frequencies. An equal task distribution increases salesmen’s interest and passion.

(iii) To assess sales performance: Sales territories aid in the assessment of a company’s sales performance.

Actual performance data may be gathered, evaluated, and compared to performance targets.

Even current sales numbers may be compared to previous sales figures to assess performance over time.

Individual territory performance may be compared to district performance, district performance to regional performance, and regional performance to the whole sales force performance.

(iv) To Improve Customer Relations: Sales territories that are well-designed allow salespeople to spend more time with current and future customers while spending less time on the road.

When clients receive regular calls, they are more likely to be satisfied and buy more.

Because the salesman’s visits are determined by a call frequency plan software, he maintains a consistent schedule with his consumers.

Regular encounters allow both the salesperson and the client to better understand each other and address problems related to the supply and demand for goods, as well as improve the overall reputation of the organisation that the salesman represents.

(v) To Lower Sales Costs: Sales territories are created to eliminate duplication of effort by ensuring that two or more salespeople do not travel in the same geographic region.

This lowers the selling price and boosts the company’s earnings. Sales territory also provide other advantages, such as less travel miles and overnight flights.

(vi) To increase sales force control: When client call frequencies, routes, and timetables are established, salesmen’s performance may be monitored.

It becomes difficult for a salesperson to ignore a “tough” region and focus just on the easiest-to-sell clients.

Furthermore, no salesperson can dedicate more time to one region and become “lost” in it when he is obliged to follow a pre-determined plan and route.

When all frequencies, routes, and timetables are defined, salesmen’s work habits improve in general, resulting in greater sales force control.

(vii) To coordinate sales with other marketing efforts, the following activities are performed: A well-planned sales region can help managers with other marketing tasks.

On a territorial level, sales and cost studies are easier to do than on a market-wide one.

Setting quotas and defining sales and spending budgets can be more successful using territory-based marketing research.

When salespeople are assisting customers with launching advertising campaigns, distributing point-of-purchase displays, or performing work related to sales promotions, the results are usually better when the work is assigned and managed on a territory-by-territory basis rather than for the entire market.

Bases for territory development

The basis utilised to create the territories are closely tied to the objectives and criteria for sales territory construction.

(a) Geography: The most common basis for the formation of territory is geographical factors.

This foundation is easy since it tends to use existing geographical borders like states, nations, and cities.

The geographic strategy has a key benefit in that secondary data from many sources is readily available.

(b) Potential and servicing requirements: The potential method divides a company’s client base into segments based on sales potential.

It appears to give equal opportunity, hence bringing out the best in salespeople.

The method is straightforward. First, management must evaluate the company’s total sales potential, and then split that potential evenly among salespeople.

 Assume that a company’s overall sales potential for a particular year is $ 10 million.

The sales manager went on to say that each salesperson had a personal sales potential of $ 500,000.

This would result in the formation of twenty territories, each with the same sales potential of $ 500,000.

(c) Workload: Workload, the third sales territorial basis, takes it a step further. In constructing territories, it takes into account not only individual account potential and servicing requirements, but also variances in coverage difficulties caused by topographical factors, account locations, competitor activity, and so on.

Some businesses attempt to achieve equality by allocating a limited number of accounts and setting average call frequencies.

For example, a company may assign each territory manager two hundred customers to serve and set a daily average frequency of calls; this would indicate that each account would be visited once per month’s twenty working days.

Approaches of Designing Territories

The sales territories can be designed in one of three ways.

The building-up method of territory design entails integrating enough elements of a company’s total market to generate units that provide adequate sales problems.

Actual and potential consumers must be identified, and their individual sales quantities must be appraised, before this strategy can be used.

Account mixes can be constructed to meet the twin goals of acceptable customer coverage and call frequency after categorizing them according to desired call frequencies and assessing how many calls a salesperson can realistically be anticipated to make.

Many consumer products firms that want to reach a large audience use this strategy.

The breakdown strategy works the other way around. It begins with the company’s overall sales prediction, which is generated from a projection of total market potential and an assessment of the company’s expected portion of that market.

The approach then calculates an average sales figure per salesperson based on the number of territories to be developed and divides total market potential by this amount.

For industrial products producers that want optional distribution, this strategy may be sufficient.

The technique, on the other hand, has a serious conceptual flaw: Rather of seeing sales as a consequence of sales force activity and then estimating sales appropriately, the number of sales organisation members is decided by predicted overall sales. This has the potential to become a self-fulfilling prophesy.

The incremental approach is the most appealing from a conceptual standpoint. Additional territories are developed using this strategy as long as the marginal profit gained exceeds the cost of maintaining them.

Administrative challenges, on the other hand, limit the method’s usefulness because it necessitates a cost accounting system capable of calculating sales, expenses, and profits for varying levels of input.

If a corporation can get this information, earnings may be maximised by expanding the number of regions until negative returns are achieved.

Procedure for setting up sales territories

A sales region should not be so broad that the salesperson spends too much time travelling or only has enough time to visit on a few of the scattered consumers.

A sales region, on the other hand, should not be so tiny that a salesperson calls on consumers too frequently.

The sales zone should be large enough to represent a realistic task for the sales staff, but small enough to allow for frequent visits to all possible clients.

Whether a firm is creating its first sales territory or updating one that currently exists, the following steps must be followed:

(1) Determine a geographic control unit 

(2) Conduct an account analysis 

(3) Create a workload analysis for salespeople

(4) Create territories by combining geographic control units.

 (5) Assign sales employees to territories.

SALES TERRITORIES

1. Choosing a fundamental geographical control unit

The selection of a basic geographical control unit is the beginning point in territorial planning.

Districts, pin code numbers, trading regions, cities, and states are the most widely utilised control units.

Sales territories are formed by grouping together fundamental geographical control units.

Management should strive for a control unit that is as minimal as feasible. A compact control unit is preferred for two reasons.

One reason is to take advantage of a significant benefit of territories: accurate geographic identification of sales potential.

If the control unit is too large, regions with low sales potential are concealed by combining them with areas with high sales potentials, and locations with high sales potentials are veiled by combining them with areas with low sales potentials.

The second reason is that these units are reasonably stable and consistent, allowing for easy redrawing of territorial borders by allocating control units across regions.

If a corporation wishes to expand Ram’s area while shrinking Sham’s, it’s easier to transfer city-sized control units rather than state-sized control units.

Geographic control units are now often utilised as political entities (state, district, or city).

They’re widely utilised since they’re the foundation for a lot of government census data and other market data.

Countries: The county is the most often utilised geographical control unit in the United States and the United Kingdom.

In these nations, the lowest unit for which official sources release statistical data is often the county. In India, districts might be utilised in a similar way.

Zip code regions are also utilised in the United States. The average Zip code is smaller than the average county. Pin code regions may be utilised on similar lines in India.

Cities are employed as the control unit when a company’s sales potential is situated fully or almost entirely in urbanised regions.

The city as a control unit is rarely totally satisfying; suburbs next to cities have sales potentials at least as high as those in the cities themselves, and they may frequently be covered by the same sales employees at no additional expense.

The trade area is another control unit that is used to construct sales territories.

Because it is based primarily on the natural flow of commodities and services rather than political or economic barriers, the trade area is possibly the most appropriate management unit.

The trading area is frequently used as a control unit by companies that sell through wholesalers or retailers.

The trade area is a geographical region made up of a city and its environs that serves as the region’s primary retail or wholesale hub.

Consumers in one trade area are unlikely to buy items from customers in another trading area, nor would a customer from another trading area enter the trading area to acquire a product.

As a geographic control unit, the trade area offers various advantages.

Trading zones are symbolic of client buying behaviours and trade patterns since they are based on economic reasons.

Trading zones also assist management in planning and supervision.

State borders have been utilised by several corporations to define territorial limits. When utilised by a corporation with a small sales team that covers the market selectively rather than intensely, a state may be an acceptable control unit.

For a corporation seeking countrywide distribution for the first time, using states as territory limits may be a good option.

In fact, salespeople may be allocated to territories that span many states in certain cases. This might be done on a trial basis until the market matures, at which point a smaller control unit could be used. State sales areas are straightforward, practical, and reasonably priced.

2. Making an Account Analysis

       Following the selection of a geographic control unit, a corporation must undertake an audit of each geographic unit.

This audit’s goal is to discover clients and prospects, as well as assess how much sales potential each account has.

Accounts must first be recognised by name.

This information may be found in a variety of places.

The yellow pages, for example, have been automated and are now one of the most effective tools for instantly identifying clients.

Other sources include sales records from previous companies, trade directories, membership lists from professional associations, corporate directories, mailing list publishers, trade books and periodicals, chambers of commerce, federal, state, and local governments, and personal observation by the salesperson.

The next stage is to estimate the overall sales potential for all customers in each geographic control unit after potential accounts have been identified.

The sales manager calculates the overall market potential and how much of it the organisation may anticipate to get.

Estimating a company’s sales potential in a given market is sometimes a subjective decision.

It’s based on the firm’s current sales in that region, the amount of competition, any competitive advantages the company has, and the company’s existing customer connections.

The personal computer has evolved into an invaluable managerial tool for assessing a territory’s sales potential.

The computer can also calculate the anticipated sales potential based on pre-determined parameters much more quickly than the sales manager.

The PC may then categorise each account based on its yearly buying potential once the sales potential calculations have been produced.

An ABC classification is a frequent method of categorization.

All accounts with a sales potential larger than a predefined quantity are identified by the computer and classified as accounts.

The accounts that are thought to have average potential are then classified as C accounts. Finally, C accounts are defined as accounts with a potential of less than a particular quantity.

3. Developing a Salesperson Workload Analysis

An estimate of the time and effort necessary to cover each geographic control unit is a salesperson workload study.

This estimate is based on the number of accounts to be contacted, the frequency of the calls, the length of each call, the needed travel time, and the non-setting time.

The construction of a sales call pattern for each geographic control unit is the outcome of the workload analysis estimate.

The number of accounts that may be accessed in each geographic control unit is determined by a variety of criteria.

The amount of time it takes to call on each account is the most fundamental aspect.

The number of individuals to be seen during each call, the quantity of account maintenance required, and the duration of the wait time all impact this.

Examining corporate documents or speaking with salespeople might provide information on these aspects.

The transit time between accounts is one aspect that influences the number of accounts that may be called on.

Travel time will differ significantly from one place to the next, based on factors including available transportation, roadway conditions, and weather.

The sales manager looks for ways to reduce travel time and hence expand the number of clients that may be contacted.

A variety of factors determine the frequency of sales calls. Accounts are classified into numerous groups based on their sales potential.

Group A accounts are used the most, group B accounts are used less often, and group C accounts are used the least.

The type of the product and the amount of competition are two more elements that determine call frequency.

The time and effort necessary to cover a geographic control unit is influenced by the degree of non-selling activities.

4. Combining Geographical Control Units into Sales Territories

The sales manager has been working with the geographic control unit chosen in the first step of the method for establishing sales territories up to this point.

A state, county, city, or another geographical region might be the unit.

The sales manager is now prepared to divide nearby control units into sales territory with nearly equal potential.

Previously, the sales manager would manually combine nearby control units to create a list of potential territories.

However, this was a lengthy process that, in the majority of situations, resulted in split control units and regions with varying sales potential.

Computers can now complete this work in a fraction of the time.

Territories with different sales potential aren’t always negative. Salespeople differ in terms of talent, experience, and initiative, and some may be given larger responsibilities than others.

The top salespeople should be assigned to territory with great sales potential, while newer, less successful salespeople should be sent to second and third-rate regions.

Depending on the relative sales potential of a certain region and the sorts of selling or non-selling responsibilities allocated to sales representatives, some adjustments in sales quotas and commission amounts may be necessary.

Shape of the Territory

The form of the region is now taken into account by the planner. The form of a territory has an impact on both selling costs and sales coverage.

Furthermore, the design of a territory benefits to sales force morale if it allows a salesperson to spend less time on the road.

The wedge, circle, hopscotch, and cloverleaf are the most popular shapes.

The wedge works well in locations that include both urban and non-urban areas. It spreads out from the highly populated city centre.

Wedges, of course, come in a variety of sizes.

By balancing urban and non-urban calls, travel time between adjacent wedges may be equalised. When accounts and prospects are evenly dispersed around the area, the circle is acceptable. Starting in the office and moving in a circle of stops until the salesman returns to the office, this is known as circular territory.

The salesperson allocated to the circular M-shaped region is stationed towards the middle, resulting in more consistency in the frequency of calls to customers and prospects.

This also allows the salesman to go closer to more consumers than with a wedge-shaped desk.

      When accounts are scattered over a region, the cloverleaf is preferable. Because call schedules are meticulously planned, each cloverleaf is equivalent to a week’s worth of labour, allowing the salesman to spend weekends at home.

The territory’s salesperson’s home base located in the heart of the city.

Cloverleaf territories are more frequent among industrial marketers than consumer marketers, especially among businesses that cultivate markets broadly rather than intensely.

In hopscotch territory, the salesman begins at the farthest location from the office and makes calls on his or her way back.

The salesman would usually drive nonstop to the farthest point in one direction and stop at a variety of locations on the way back. The salesperson will take the following journey in the other way.

5. Territories are assigned to salespeople.

The sales manager is ready to allocate salespeople to territories once an ideal territory alignment has been created.

Physical condition, ability, initiative, and effectiveness all differ across salespeople.

For one salesman, a realistic and appropriate task may overwhelm and frustrate another.

When it comes to allocating salespeople to territory, the sales manager must first rank them according to their relative abilities.

The sales manager should consider criteria such as product and industry expertise, persuasiveness, and linguistic skills when evaluating a salesperson’s relative competence.

To assess a salesperson’s performance inside a territory, the sales manager must compare the salesperson’s physical, social, and cultural attributes to those of the region.

For example, a salesman who was born and raised in a village is more likely to be productive with rural clients than with metropolitan consumers since they speak the same language and value the same things.

The sales manager’s purpose in this process of matching salespeople to territories is to optimise the territory’s sales potential by making the salesperson feel at ease in the territory and the customer feel at ease with the salesperson.

Why sales territories may not be developed ?

Despite the benefits highlighted, there are drawbacks to establishing sales territories:

• Salespeople may be more motivated if they are not bound by an area and have the freedom to cultivate consumers wherever and whenever they discover them.

In the case of industrial items. For example, because organizations/customers are dispersed geographically and not concentrated in one location, salespeople may be permitted to market to any possible customer.

• The business may be too tiny to be bothered with market segmentation into sales zones.

• Management may be unwilling or unable to devote the necessary time or expertise to territorial growth.

• Customer attraction may be based on personal friendship. Life insurance salespeople, for example, may sell policies to their family and friends first, then market to their connections.

Other Related Topics

  1. Sales Presentation
  2. Sales Forecasting
  3. Sales Quota
  4. Sales Management
  5. Sales Territories
  6. Salesman – Types & Functions
  7. Buying Motives – Types & Stages
  8. Market Research
  9. What is Salesmanship? – Full Concept
  10. To Sell Is Human: Review & Summary – Quick Read
  11. The Psychology of Selling – Quick Read
  12. Book Insights & Review: “How to Win Friends and Influence People”
  13. World Most Selling Salesmanship Books| You Must Buy
  14. The Most Essential Knowledge for a Salesman
  15. Personal Selling: Full Concept In Detail
  16. The Essential Qualities & Skills for a Successful Salesman

Departmentation

deapartmentation

INTRODUCTION

Departmentation is an aspect of the organisation process that entails the grouping of Departmentation. shared activity under the supervision of a single person The activities are classified according to the organization’s functions. A top executive of the involved organisation is in charge of this task.

MEANING

Departmentation refers to the process of grouping comparable corporate operations into units in order to facilitate seamless administration at all levels.

DEFINITION

Koontz and O’Donnell, “A Departmentation is a process of dividing the large monolithic functional organisation into small and flexible administrative units.”

Departmentation refers to the classification of activities on operations of an undertaking into functionalised categories.

Departmentation is an essential one in the modern business world. All the business activities cannot be looked after by a single individual. The classified activities bring in specialisation and managerial convenience. It ensures suitable span of control. Departmentation is created in product-wise, process-wise or area-wise. It ensures proper directions to and control on them.

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PROCESS OF DEPARTMENTATION

  1. Work identification.
  2. A detailed examination of each piece.
  3. A description of the organization’s purpose.
  4. Assigning the responsibilities to a separate person with expertise in the subject and equipping him with appropriate personnel.
  5. Establishing the department leaders’ power and responsibilities.

NEED AND IMPORTANCE OF DEPARTMENTATION

1. Employees’ working efficiency is improved via departmenting. The rationale for this is that departmenting makes it easier to combine tasks that are similar in nature.

2. The organization’s tasks have been assigned to numerous executives. It causes the executive to be more alert and productive in his work.

3. Department heads (managers) are granted specific rights and are free to make decisions on their own. It elevates the department leaders’ status and abilities.

4. The top management evaluates the various departments’ operations, and the departments that are not adequately managed are recognised. This increases the efficiency of department leaders.

5. Because the executives’ tasks are fixed and there is function-wise departmentation, the organisation has the potential to grow.

6. Departmenting also has additional benefits, such as making budgeting easier, controlling spending more effectively, achieving specialisation, and improving management coordination.

FACTORS IN DEPARTMENTATION

1. Specification: Departmenting also has additional benefits, such as making budgeting easier, controlling spending more effectively, achieving specialisation, and improving management coordination.

2. Control: There should be adequate control and simplicity of the control process under departmentation. As a general rule, another person, a different executive, should be able to verify the action of one person automatically.

3. Co-ordination: The whole firm is divided into departments, which need coordination. The purchasing department should be close to the manufacturing department. The reason for this is because the purchasing department must assist the manufacturing section. This will greatly facilitate work coordination.

4. Securing attention: Even a business action that is unusually essential should be acknowledged inside the organisation. It is to secure an organization’s success. If the activity requires more attention, it may be assigned to a distinct division or a higher level of an organisation, depending on its relevance.

5. Recongnition of local conditions: The departmenting should take into account the local conditions of the area in question.

6. Economy:It is important to remember that the formation of different departments incurs costs. It entails avoiding superfluous spending while allowing for required spending. If the departmentation is done on a shoestring budget, the departmentation will be ineffectual.

BASIS OF GROUPING DIVERSE ACTIVITIES

1. Maximum use: The word “maximum usage” refers to a certain activity being assigned to the primary department that uses it the most. The manufacturing department, for example, may be responsible for warehouse utilisation and traffic control.

2. Interest: If a superior is also most ready and competent to serve, he is asked to oversee a new endeavour. A person in the sales department, for example, wishes to work in the accounts department. If such an opportunity is presented to a person, he will eagerly participate in the activities.

3. Competition: The current level of competitiveness across departments is good. When activities are grouped together, team spirit might grow as well. Within the same organisation, rivalry refers to the competition that exists between two sales departments or manufacturing divisions.

A sibling firm may occasionally be involved in a comparable line of activity. If a single individual is assigned to work towards the eradication of rivalry between parent and sister concerns, the company as a whole will be destroyed. To put it another way, a single sales manager will be responsible for both parent and sister concerns.

4. Policy matter: A certain activity may be given to a department that shows more enthusiasm for the unit. As a matter of policy, the granting of credit to customers and the recovery of debt from debtors may be delegated to the finance department rather than the sales department of an organisation.

5. Separation: The highest level of activity division entails a considerable operational expense for management. When an action is complicated by many functions, however, a separation is needed.

6. Proper attention: Certain tasks require special care in order to avoid death under bad conditions. If a routine task is handed to higher authorities who do not deem it significant, they will not be satisfied with the results. As a result, this sort of routine activity should be delegated to someone else.

7. Co-ordination: There is a requirement for coordination of numerous activities if the organization’s operations are divided into several departments. The general manager may be in charge of such coordination.

BASIS (PATTERN) TYPES OF DEPARTMENTATION

departmentation

Within an organisational framework, there are a few fundamental strategies for distributing roles and responsibilities. They are as follows:

1. Departmentation by functions.

2. Departmentation by product or service.

3. Departmentation by regions (area or location) or territory.

4. Departmentation by customers.

5. Departmentation by process.

6. Departmentation by time.

7. Departmentation by numbers.

8. Departmentation by marketing channels.

1. Departmentation by Functions: The most prevalent method of departmentation is based on functions. The activities are organised into departments based on the functions that must be completed. The diagram below can help you understand how departments are organised by function:

Each department is led by a single accountable individual who reports directly to the General Manager. According to George R. Terry, “the functions or activities are the pivot around which effective executives develop effective and efficient organisation”.

ADVANTAGES

1. It’s a tried-and-true scientific procedure.

2. It is based on the specialisation and division of labour ideas.

3. It guarantees proper performance management.

4. It maintains the importance of each of an organization’s operations.

5. It prevents ancillary groups from interfering with core tasks.

6. Departmental managers are given due weight and reputation, and they are regarded by senior management.

7. It makes it easier to coordinate activities within the department and throughout the organisation.

8. It is cost-effective, straightforward, and simple to comprehend.

9. It facilitates the organization’s use of labour and other natural resources.

Disadvantages

1.It makes managerial control more challenging.

2. Department heads saw themselves as autonomous parts of the organisation. The management will not view the project as a whole.

3.It increases departmental managers’ workload and responsibilities.

4.It does not provide any opportunities for managers’ general growth through training.

5. Departmental managers are specialists in solving problems within their own departments. They might not comprehend the difficulties of other departments.

2. Departmentation by Product or Service: The large-scale business unit creates this form of departmentation. Different sorts of items can be manufactured and sold by a same company unit. After then, each product or service is assigned to its own department. Within the overall structure of the company, functionalized units for each product are developed.

Each sort of product has its own manufacturing, sales, finance, and staff operations. Each department is in charge of producing and marketing a product to clients. Within each product segment, all operations are organised in advance. The top management performs the coordination function.

Advantages

1. Product departmenting aids in the most efficient use of workers’ personal efficiency in the manufacture and marketing of products.

2.Because of the big scale operation, there is a chance of reaping economies in product manufacture and marketing.

3. The consumer may receive better services.

4. Management is aware of the profitability of each product. As a result, assigning responsibilities to department heads is simple.

5. The production of a product may get adequate attention.

6. Managers are responsible for all functions related to the production of a certain product. Then there’s the chance for effective coordination and control.

7. A new product line may be launched without trouble.

Disadvantages

1. There is a risk of task duplication.

2. It increases the number of employees, which raises the operating costs.

3. Maintaining a sales team for each sort of goods incurs additional costs.

4. The challenge of executive control becomes increasingly complex as the number of employees grows.

5. Each product department’s machines and equipment may not be completely used.

3. Departmentation by Region or Area: This type of departmentation may be appropriate for a completely distributed business unit. The company activities are divided into areas, each of which is overseen by a particular individual. In each location, locals are appointed as salespeople. It will assist the company in increasing sales. The rationale for this is that a local is more knowledgeable with the local language, culture, and consumer preferences.

1. It allows for a more effective control range.

2. It lowers the cost of operating while also saving time.

3. With comprehensive understanding of the tastes and preferences of the customers in the local market, sales may be boosted.

4. Customers’ trust in regional managers may be restored, and rivals could be driven out of the market.

5. Accounts are organised by region. As a result, management is aware of the profitability of each sector.

6. It gives managers the chance to enhance their skills in a variety of areas.

7. This organisational structure is better suited to a huge corporation.

 8. Controlling the process is simple.

Disadvantages

1. It raises the number of employees and has a high operational expense.

2. The control of the headquarters is ineffective.

3. It might also mean duplication of effort.

4. A tiny firm cannot afford to operate at such a high expense.

 4. Departmentation by Customers:  This sort of departmenting is preferred when the various demands of customers are diverse.

A bank or financial organisation, for example, could split its lending section into several headings and allocate them to different departments, such as loans to businesspeople, farmers, and professionals. Similarly, a company’s sales department might be separated into two categories: industrial items and consumer goods. Consumable commodities can be further separated into perishable and non-perishable categories.

Advantages

1. It meets clients’ expectations and requirements.

2. It fosters specialisation among organisational personnel.

3. Customers may get rid of out-of-style items by using the departmentation system. The reason for this is that the customer’s likes and preferences are well-known to the business unit.

4. Each segment of the client receives superior service from the firm, assisting the company in gaining customer loyalty.

Disadvantages

1. There may be some overlap in activities.

2. Coordination is extremely tough to accomplish.

3. There is a waste of resources and facilities that are available.

4. The manufacturing operations cannot be organised using these departmentalization strategies. If this is the case, the operating costs will be significant.

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5. Departmentation by Process: When manufacturing operations are spread over many locations, this sort of departmentation is used. Ginning, spinning, weaving, dyeing and printing, packing, and sales are only a few of the departments of a textile mill. Each part will be overseen by a team of specialists.

Advantages

1. The more expensive devices can be put to good use.

2. Other manufacturing processes are not disrupted by the departments or procedures. Any process’s requirements and renewals must not interfere with the production of other processes.

3. There might be some cost-cutting going on.

4. There are no activities that are duplicated.

5. This method of departmentation follows the notion of specialisation and division of labour.

6. This division aids senior management in maintaining efficient performance control.

7. This organisational structure is best suited to any company unit that produces a product that goes through several steps.

Disadvantages

1. All processes should have their own operating rooms and other amenities. As a result, operating costs are high.

2. Each procedure requires more professionals.

3.It does not provide adequate training to employees and does not invest in the overall development of management skills.

6. Departmentation by Time: The business activities are categorised according to when they are performed. If the task is not finished during the usual working hours, additional time will be allowed to do it after those hours. Only those who are interested are asked to complete the work, and one person is assigned to monitor them. Whatever job is done outside of usual working hours, it will be handled by a separate department. Departmentation by time is the name for this form of division.

7. Departmentation by Numbers: Small groups are responsible for similar tasks. A supervisor or an executive is in charge of each group. Soldiers in the Army, for example, are divided into squads, battalions, companies, brigades, and regiments based on the number of troops assigned to each unit. This sort of departmentation employs the ideas of span of management, span of control, and span of supervision.

8. Departmentation by Marketing Channels: The channel of distribution chosen by the individual business unit determines this form of departmentation. The business unit usually chooses the distribution channel based on the nature of the items and the product’s marketability. As company has become more market-oriented, this type of departmentation has become more important.

Other Related Topics

Buying Motivation / Buying Motives – Types & Stages

BUYING MOTIVES

The cause for the customer’s purchase is referred to as buying motivation. As a result, Buying motivation refers to the buyer’s thoughts, desires, feelings, emotions, and drives that cause them to react in the form of a choice.

The behaviour of why they are going to buy the things is explained by motivation. They purchase things for a variety of reasons, including economic, social, psychological, and so on.

Consider the following scenario: We are compelled to acquire woollen clothing during the winter months to protect ourselves from the cold.

Similarly, we are compelled to acquire fans during the summer months to escape the heat. Customers’ purchasing motivations are crucial for producers and suppliers to understand.

BUYING MOTIVE

Customers’ requirements and aspirations, as well as their purchasing habits, should be thoroughly examined.

This will assist in taking the necessary steps to attract attention and sell items.

As a result, purchasing motivation is concerned with the factors that influence a buyer’s choice to take action.

It inspires or motivates clients who may be influenced by a variety of factors including pride, fashion, fear, safety, love, affection, comfort, convenience, and cost.

Following the analysis and evaluation, producers and suppliers can work to improve product and marketing innovation.


Participants in the purchasing motivations

The following are the many roles that people can play in a purchasing decision:

1. Initiator: The initiator is the individual who initially recommends or considers purchasing a certain product.

For example, the publisher of a book asks the professor to ask his pupils in his class to buy the book.

The initiator in this case is the publisher, who is the first to start the purchase process.

2. Influencer: An influencer is a person who has an explicit or tacit impact on others’ ultimate purchasing decisions.

When deciding to buy a book, students are affected by the professor’s suggestion. The professor is the one who has the most impact in this situation.

3. Decider: A decider is a person who makes the final choice on whether to buy, what to buy, how to buy, when to buy, and where to buy.

Children decide on toys, the house woman decides on culinary supplies, and the household leader decides on durable or luxurious stuff.

4. Purchaser: The purchaser is the individual who makes the actual purchase.

The buyer might be the one who makes the decision, or he could be someone else.

The gifts are chosen by the children (deciders), while the purchases are made by the parents.

5. User: The individual who utilises or consumes the services or goods is referred to as a user.

The marketer’s job is to research the buying process, as well as the primary participants and their roles in it.

He should encourage every one of them to buy his goods at different stages and through diverse tactics.

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Stages of Buying Motivation / Buying Motives

In general, while deciding to acquire a certain product, the buyer goes through five separate stages. These are the stages:

1) Requires arousal

2) Information gathering

3) Observational conduct

4) Making a purchase choice

5) Feelings after a buy

BUYING MOTIVE

(i) Arousal of need: The buying process begins with need arousal. Internal or external cues might be used to activate a demand.

A need can also be triggered by an external stimulation, such as seeing a new item in a store while shopping for other items. The importance of the need arousal stage to a marketer is twofold.

1. First, the marketer must find the motivation that may or may not be related to the product class or brand, then persuade the consumer that the product can meet that motivation.

2. It also aids in recognising that product demand fluctuates over time and is caused by various stimuli.

The marketer can better align cues with the natural cycles and timing of need.

(ii) Information gathering: Following the arousal of demand, the customer attempts to remedy the problem by gathering sources and information about the product.

It develops two states of individuals depending on the strength of the demand.

The first stage is known as heightened attention, and it occurs when the customer becomes more responsive to information about the thing he needs.

If a consumer needs to buy a television, he will only pay attention to television advertisements and comments made by friends and acquaintances concerning television.

If the demand is greater, the person enters an active information search mode, in which he attempts to gather additional information about the product, its essential traits, the quality of other brands, and the locations where they are accessible.

There are four different sources of consumer information.

(i)Individual sources (family, friends, neighbours etc.)

(ii) Commercial sources (advertisements, salesmen, dealers).

(iii) Information from the public domain (mass media, consumer-rating organizations).

(iv)Resources from personal experience (handling, examining, using the product).

Identifying information sources, their functions, and their value necessitates asking consumers about information sources and using the results to develop marketing.

(iii) Customer evaluation behaviour: After gathering information, the consumer clarifies and evaluates the options.

Unfortunately, no one, simple, and universal assessment procedure is employed by all customers, or even by one consumer, in all purchasing scenarios.

The most recent assessment method involves judging the product primarily on a conscious and intellectual basis.

Product characteristics, significance, weights, brand image, utility function for each attribute, and attitude are only a few of the factors that go into making a decision.

He decides to buy after weighing the numerous options.

(iv) Purchase decision: The consumer’s evaluation behaviour leads to the formation of a prioritised list of preferences.

Normally, a buyer purchases the item that he or she enjoys the most, but there are three more factors to consider before making a purchase:

(a) Other people’s attitudes, such as the wife’s, relatives, and friends

(b) Projected situational considerations such as expected family income, expected overall product cost, and expected product benefits;

(c) Unexpected situational circumstances, such as the salesperson’s appearance or demeanour, or the method in which commerce is conducted.

The marketer must take these aspects into account and seek to elicit a sense of danger in the customer while also providing information and support that will assist him.

(v) Post-purchase feelings: The customer will experience some amount of satisfaction or discontent after purchasing and experiencing the product, and the level of satisfaction is highly dependent on the consumer’s expectations and the product’s perceived performance.

The consumer is content if the goods meet his expectations; if they surpass his expectations, he is extremely satisfied; and if it falls short of expectations, he is unsatisfied.


TYPES OF BUYING MOTIVES

The desire or necessity that drives people to purchase products or services is referred to as buying motivation.

Every purchase has a reason for being made. It refers to the ideas, sentiments, emotions, and instincts that make people want to buy something.

A buyer does not buy because the salesman has convinced him or her; rather, he or she buys. After all, a desire has been stirred in him or her.

It’s important to distinguish between motives and instincts. Motivation is merely a cause for doing something, not an automatic response to stimuli, whereas instincts are pre-programmed, involuntary responses that are inborn in the individual.

BUYING MOTIVE

 “Buying Motives are those effects or factors that generate the drive to buy, motivate action, and decide decision in the purchase of goods and services,” says Prof. D. J. Duncan.

The following categories can be used to categorise purchasing motives:

BUYING MOTIVE

PRODUCT BUYING MOTIVES

Product buying motives relate to the factors and factors that affect (i.e. persuade) a consumer to select a certain product above others.

They include the product’s physical attraction (i.e., its design, shape, dimension, size, colour, package, performance, price, and so on) or psychological attraction (i.e., the enhancement of the purchaser’s social prestige or status through its possession), desire to remove or reduce the danger or damage to the possessor’s life or body, and so on).

In a nutshell, they relate to all of the aspects of a product that cause a consumer to choose it above other options.

The reasons for purchasing a product may be classified into two categories.

(1) Emotional product buying motives and

(2) Rational product buying motives.

A. Emotional Product Buying Motives: When a customer purchases without thinking it through rationally and thoroughly (i.e., without much reasoning), it is claimed that emotional product buying motives have impacted them.

B. Rational Product Buying Motives: A customer is considered to have been affected by rational product buying when she or he decides to buy anything after thorough deliberation (i.e. after thinking about the topic consciously and logically).

PATRONAGE BUYING MOTIVES

Patronage buying motives refer to the factors or causes that influence a buyer’s decision to purchase a product from a certain store above others.

In other words, they are the thoughts or reasons that lead a customer to choose a certain store above others while purchasing a product.

Patronage buying reasons can also be classified into two categories.

a) Emotional patronage buying motives 

b) Rational patronage buying motives.

A. Emotional patronage buying motives: A buyer is said to be affected by emotional patronage buying motives when he patronises a business (i.e. purchases the items he needs from that shop) without using his head or thinking.

B. Rational patronage buying motives: A buyer is said to be affected by rational patronage buying motives when he patronises a business after thorough deliberation (i.e., after considerable logical reasoning and cautious thought).


CHARACTERISTICS OF BUYING MOTIVES

Individuals determine whether, what, when, from whom, where, and how much to buy through a process.

It includes a consumer’s mental and physical activity. Internal and external influences have an impact on individual behaviour. Consumer attitudes and behaviour have shifted dramatically.

BUYING MOTIVE

Why do people buy?

There are six reasons why people purchase a product or service:

1. A desire for profit: Whether they quantify the financial advantage directly or indirectly, most of our prospects will have this as their major motivation.

If you spend on advertising, as previously said, you should anticipate producing more leads and, eventually, lucrative new clients.

When purchasing a new vehicle for a fleet, the enhanced fuel economy of the truck may result in cheaper operating costs, lower maintenance costs, or more carrying capacity, allowing for better productivity.

On a personal level, investing in real estate, mutual funds, or other kinds of direct return for personal benefit or corporate profit may be a major motivator for purchasing.

2. Loss aversion: While purchasing insurance is an apparent example of spending to avoid a loss, there are others.

Fear of loss may inspire a prospect in business who believes they are losing market share or missing out on fresh prospects.

This may lead to increased investment to stay competitive. To defend market share, a corporation can establish a new distribution facility or boost customer service or employee training.

3. Convenience and comfort: A comfy office chair or a designated parking space near the front entrance of the company are two instances of personal comfort and convenience in the workplace.

On a corporate level, the ease of doing business with you might be seen as you being a responsive representative.

However, when the prospect works with your organisation, the perspective may broaden to include interacting with other elements of your company with whom the customer interacts, such as delivery, billing, your assistant, or any other employee.

4. Safety and security: Smoke alarms or a security fence are two examples of security purchases. In business, it’s critical to consider security while selecting a buying source.

5. Ownership and pride: Ownership and pride can be overt or subtle. My old employer felt obligated to brag about his Mercedes, Corvette, and yacht to everyone.

He was a little out there, but he got a kick out of talking about his stuff. Others may experience pride as a result of a sense of success.

6. Emotional satisfaction: This can be achieved in a variety of ways. Using advertising as an example, you may not readily equate advertising with emotional fulfilment.

Many firms, however, perceive themselves as upstarts, market leaders, or innovators (ex: Apple). Advertising strengthens their market standing in the eyes of the general public.

Consider how much a corporation would pay to be an Olympic sponsor. The whole worth of a relationship cannot be calculated in dollars and cents.

Advertising is often utilised to boost employee morale by certifying their employer’s quality. Sponsorship of a Little League team demonstrates a company’s dedication to the community.


Other Related Topics

  1. Sales Presentation
  2. Sales Forecasting
  3. Sales Quota
  4. Sales Management
  5. Sales Territories
  6. Salesman – Types & Functions
  7. Buying Motives – Types & Stages
  8. Market Research
  9. What is Salesmanship? – Full Concept
  10. To Sell Is Human: Review & Summary – Quick Read
  11. The Psychology of Selling – Quick Read
  12. Book Insights & Review: “How to Win Friends and Influence People”
  13. World Most Selling Salesmanship Books| You Must Buy
  14. The Most Essential Knowledge for a Salesman
  15. Personal Selling: Full Concept In Detail
  16. The Essential Qualities & Skills for a Successful Salesman

Sales Presentation : Full Overview

sales presentation

The term “sales presentation” refers to the selection and display of items in order to increase the number of potential customers that visit the store. It also involves the shop’s interior decorating, an eye-catching display, and correct product placement on the counter.

Because clients often approach a counter, effective presentation is critical in selling items intrigued by the items on display in the shop’s shelves.

The proper display of goods is critical for capturing and maintaining the consumer’s attention in the products.

Customers will come into the business only to look at the things that are well presented, even if they have no intention of buying them.

A well-planned presentation might sometimes persuade such clients to make a good purchasing choice.

sales presentation

Presentational aids are elements other than the speaker’s words that are used to assist the speaker’s aim. They can be visual assistance, audio aids, or other types of assistive technology.

Projectors, real items, pictures, diagrams, charts, and other visual aids are examples. Music, talks, recordings, and other audio aids are examples.

Computers, lighting, microphones, and recorders are examples of technology that can be employed.

Actually, the term ‘presentational assistance’ is a misnomer since, while they do assist the presenter, their primary goal is to assist the audience.

Some individuals are conscious of their requirements, and excellent presentation can help them become more aware of their needs in particular terms and with more precision.

Customers are instinctively drawn to things that are neatly placed and exhibited in the store, and their latent desires are aroused.

Customers typically compare numerous articles and their distinct attributes before purchasing a product.

In reality, the presentation allows people to compare and select the best solution for their unique needs.

As a result, it is critical for a salesperson to first understand the demands of the customer and then choose the most efficient sales presentation tactics.

The following things should be taken into account:

 (a) understanding the buyer’s demands;

 (b) identifying sales presentation approaches (or tactics); and

 (c) developing a successful presentation.

a) Recognizing the buyer’s requirements: The easiest approach to determine the buyer’s requirements is to ask as many questions as possible.

According to Neil Rackham, salespeople should ask the following questions in a logical order:

i) Situational inquiries: These inquiries are about the prospect’s current condition or anything else the salesman wants to know.

For instance, who are the key influencers in this product/purchase service’s decision? Or are you switching brands or purchasing this product/service for the first time?

ii) Problem-solving questions: Salespeople use these inquiries to figure out what the customer’s issues, challenges, or needs are.

Have you had any issues with existing vendors in terms of price or delivery, for example? Or whatever components of the present system aren’t working?

iii) Problem impact questions: Salespeople ask these questions to help buyers comprehend the problem’s effect or implications, as well as the necessity to solve it.

These are the most important questions to ask, and the salesman should ask as many as are necessary.

To give an example, what effect will the delivery issues have on cost and customer satisfaction? Or what effect would a malfunctioning system have on customers?

iv)Question on the worth of the solution: These questions are used by salespeople to assist buyers in determining the importance or usability of a solution.

How much time and effort may be saved, for example, if the product is purchased? Or how can that time be put to the best possible use?

v) Questions for confirmation: Salespeople ask these questions and offer the necessary information to back up their claims.

For example, the power consumption of this refrigerator has been confirmed by a reputable body to be significantly lower than that of other brands.

For effective prospect handling, salespeople should ask fewer situational inquiries and more questions on problem identification, its impact, and better solutions to current problems.

B) Methods of sales presentation identification: Salespeople must be familiar with the numerous sales presentation approaches (or tactics). These are the following:

1) Stimulus-response technique

2) Formula technique

3) Method of Need – Satisfaction

4) Advantages and Benefits of Features Buying and selling (FABS)

5) Selling in a group

6) Selling in Relationships

sales presentation

1. Stimulus response method: This strategy is also known as the canned approach, memorised sales presentation, or prepared sales presentation.

This strategy assumes that if a salesperson gives the correct sales presentation, i.e. stimulus, the prospect would respond positively. The salesman performs the most of the talking in this strategy.

Without first questioning about the prospect’s needs, the salesman describes all of the product’s characteristics and asks the prospect to buy it. If the prospect does not buy, the salesperson will try to market the product again.

   Telemarketers and door-to-door salespeople are the most common users of this strategy. When the time for a sales presentation is limited and the product is non-technical, it is often used to teach new salespeople.

For difficult or urbane prospects, however, this method is unsuccessful. The fundamental flaw in this strategy is that instead of asking questions and listening to the needs of the prospect, the salesperson instead gives information on product features and benefits, which may or may not be essential to the customer.

2. Formula technique: This strategy, which is also known as ‘formulated approach’ or’ mental states marketing,’ is based on stimulus response thinking.

Because the salesperson believes that most consumers can be lead through mental states or phases in the purchasing process, he or she employs a well-known formula.

It is divided into four stages: Attention, interest, desires, and action are all things that people pay attention to (AIDA).

AIDA

1st Stage: Attention – The sales agent begins the sales conversation by gaining the prospect’s attention by making nice remarks about the prospect or the prospect’s company.

Appearance and a cheery demeanor also contribute to a positive first impression. The goal of the first encounter is to get the prospect to be receptive to new ideas.

A salesman should always schedule a meeting with a prospect ahead of time and spend the first few minutes easing the prospect into the conversation by selecting appropriate opening words.

Stage 2: Interest – The salesman guides the prospect’s thought process to the next step in obtaining interest. To put it another way, the salesman determines which aspects of the product or service most appeal to or interest the prospect.

To discover the prospect’s interest or appeal, many approaches are employed. Salespeople may occasionally bring a sample of the product, or the entire product if it is not heavy, to show or demonstrate to a customer. Some may send mailers; others may transport visual aids such as a CD, a product pamphlet, or product photos. Successful salespeople ask relevant questions to gain a better understanding of the buyer’s demands or issues, as well as to pinpoint the biggest attraction or interest.

Stage 3: Desire – This phase’s goal is to arouse sentiments in the prospect of wanting to try out the product or service. The salesperson continues the sales pitch and shows the prospect how his or her product or service may address the buyer’s problem.

The buyer may raise various complaints throughout this procedure, which must be addressed correctly. External interruptions, such as prospects being busy with phone conversations, may be an issue for salesmen at times.

In such instances, it is recommended that the salesperson summarises what has already been mentioned and then moves on to the next step of the sales presentation.

Stage 4: Action: Buying the product/service is the action in this stage. Some salesmen utilise a trial close to see if a potential customer is ready to buy. If the prospect agrees to buy, the salesman will ask them to place an order.

If the prospect objects, the salesperson resumes the presentation in an attempt to persuade the prospect to accept his or her proposal.

This strategy has the advantage of requiring the salesperson to organise the sales presentation and comprehend the customer’s thinking processes.

The negative is that the approach is less successful if the customer’s wants are not understood.

3. Method of need-satisfaction: This is the most difficult and inventive approach of selling. It’s a different type of interactive sales presentation than the prior two. By asking situational, problem recognition, problem impact, solution value, and confirmation questions, the salesman begins to comprehend the buyer’s (or prospects’) needs.

After properly analysing or investigating the buyer’s needs/problems, the salesperson presents a written proposal or a sales presentation to show how his or her product or service can solve the buyer’s problem better than a competitor’s.

The process of selling need fulfilment is depicted in the figure below:

1. Open: At this point, the salesman begins the selling process by opening his presentation to the prospect.

2. Probe: During this step, the salesperson asks the prospect questions to ensure that he fully knows his wants.

3. Assistance: The salesman provides support for the prospect’s demands while also attempting to detect unspoken wants.

4. Close: The salesman presents the prospect with a value proposition that may meet his needs and completes the purchase.

When a salesperson successfully persuades a prospect to buy a product, the strategy is advantageous. This strategy can also aid in the development of consumer loyalty and trust.

Tata Sky Set Top Box Providers, for example, take a need-satisfaction strategy. They provide a variety of packages to cater to the demands of diverse clients. Rechargeable packages are available on a daily, monthly, or annual basis.

Customers may also pick and choose which stations they want to watch and pay for them.

4. Features Advantages Benefits Selling (FABS): The salesperson strives to tie all of the product/qualities service’s together into an advantage or benefit that the consumer considers important.

Prospects usually dismiss items or services that are presented to them, even if the product or service is the perfect fit for their requirements.

They continue to ignore the product or service until they come across one that has clearly stated benefits or advantages for them.

As a result, FABS contributes to the advertising message’s efficacy. The following are the three key components of this selling strategy:

FABS

(i) Features: The salesperson discusses the product, service, or market offering’s features or characteristics.

For instance, a sleeping bag’s 2 inch insulating layer is a significant characteristic.

(ii) Advantage: The salesman explains how the feature may benefit or assist the prospect.

For example, the sleeping bag’s 2 inch insulating layer aids in the retention of body heat during the night, which is a benefit.

(iii) Benefits: The salesperson next explains how the feature or benefit addresses a specific demand identified by the prospect.

When a prospect expresses a benefit, it becomes a compelling statement that the salesperson may utilise to close the deal.

For example, when a consumer goes camping, the sleeping bag’s 2 inch insulating layer will enable him or her sleep peacefully at night.

As a result, kids will be able to get a good night’s sleep and be ready for enjoyable activities every day.

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5. Team Selling Method: Team selling entails the use of multi-person sales teams to interact with their clients’ multi-person buying centres.

The members of a team may work together and discover errors throughout the presenting process, allowing for continual learning. They can also spot elements that may be included in the sales pitch.

For instance, if a software business X needs to sell software to a bank, the team will include employees who are responsible for installation, automation, customer technical support, and so on.

6. Relationship Selling Method: Relationship Selling is cultivating a bond or relationship with prospects while also listening to their requirements. It is established when the salesperson demonstrates concern and wins the customer’s trust and confidence.

Knowing their wants and discovering their hidden anxieties can help you create solutions that are tailored to their specific requirements and strengthen your relationship.

Working out details is simple when you have a good connection; yet, if you don’t have a good relationship, they might become barriers.

In relationship selling, the salesperson takes on the role of a customer supporter.

They grow reliant on the services or goods, and if the company’s offerings meet their demands, they reply with new offers. It is beneficial to businesses that operate in competitive marketplaces.

c) Developing an effective presentation.

Whether a prospect buys from you or one of your rivals is frequently determined by the quality of your sales presentation.

Most presentations, on the other hand, lack style and are rarely captivating enough to persuade the other person to buy. These seven pointers can assist you in creating a persuasive sales presentation.

sales presentation

1. Make the sales presentation relevant

Using a generic presentation is one of the most typical blunders individuals make. In every presentation, they say the same thing in the hopes that something in their presentation would appeal to the potential buyer. I’ve been exposed to several “canned” PowerPoint presentations and have been a victim of this strategy more times than I care to recall.

The discussion about your product or service should be tailored to each individual; include specific details that are special to that consumer. This entails doing some preliminary research on your consumer and learning about their business and sector. Examine their company website or Facebook page for newsletters, blogs, yearly reports, and other pertinent information.Investigate their competition and, if feasible, customise your presentation to show how your product might provide them a competitive edge.

Place the company’s logo on your slides if you’re using PowerPoint or other presentation software, and explain how the important slides pertain to their issue. Demonstrate how your product or service addresses their unique issue. This implies that before you start talking about your firm, you must ask your prospect probing questions.

2. Create a connection between your product/service and the prospect.

I developed a sample of the product that will eventually be used in their programme for a presentation to a prospective customer.I delivered my prospect the item his team would be utilising after a brief chat — rather than telling him about it, I placed it in his hands. He could then see exactly how the final result will appear and inspect it in great detail. He was able to ask questions and observe how his team would use the information in their work setting.

Also, keep in mind that you should focus on the advantages of your items rather than the features. Tell your consumer what they’ll get if they use your product instead of one from your competitors.

3. Get straight to the point.

Today’s businesspeople are simply too preoccupied to listen to lengthy debates. Know what your main points are and how to deliver them effectively.I recall speaking with a salesperson who went on and on about his goods. I was ready to make my buy after seeing his merchandise and understanding how much it would cost. Unfortunately, he kept talking, almost talking himself out of the deal. Before you meet with your prospect, make sure you know what crucial themes you want to cover and practise saying them out loud.

Prepare to listen to the client during and after you make your important points – ask questions and take notes on their remarks so you can better determine their exact need(s) and: Tell them how your product satisfies their requirement (s)Address any concerns or complaints they may have regarding the product.

Use their suggestions to enhance your product and/or to fine-tune future sales pitches.

Interrupting or arguing with a customer is not a good idea! If a group discussion deviates from the topic of your presentation, gently bring the dialogue back on course.

4. Be lively.

We’ve heard a lot of sales presentations that are dull and unoriginal. Make sure you show excitement and energy if you truly want to stand out from the crowd. Use your voice efficiently and modulate it in a variety of ways.When people talk about a product they are highly familiar with, they frequently make the mistake of speaking in a monotone, which causes the other person to rapidly lose interest in your presentation.

Taping your presentation with a voice recorder. This will allow you to hear how you sound while you talk about your product. We must admit that when I first utilised this strategy, I was absolutely ashamed.

5. Put up a show.

In The Sales Advantage, a vending salesperson is seen spreading a hefty piece of paper on the floor and asking, “Would you be interested if I could show you how that area might make you some money?” Consider the impact of this approach with the standard method of saying, “We can help you generate more money.” What can you do to add a little bit of showmanship to your presentation?

6. Use a practical demonstration to demonstrate your point.

My friend sells sales training, and during his presentation, he frequently uses the whiteboard or flip chart in the prospect’s boardroom. Rather than informing his customer what he would accomplish, he gets up and gives a brief presentation. He jots down facts and statistics, draws images, and takes notes on specific comments and assertions made throughout the conversation. This strategy has never failed to assist his prospect in making a decision.

7. Finally, have faith in your product or service.

This is, without a question, the most important aspect of any presentation. Do you get more passionate and active when discussing solutions? Is your tone of voice enthralling? Is your excitement reflected in your body language? If not, you must alter your strategy. After all, how can you expect your consumer to become inspired enough to buy if you can’t feel enthused about your product?

TYPES OF SALES PRESENTATIONS

1. Canned Presentation

Canned presentations are ones in which the presentation text has been meticulously crafted, tested, and then written down. While giving a presentation, each salesperson is required to memorise it and follow the contents in the specified sequence.This type of presenting is most typically employed in non-technical product sales, such as pharmaceuticals, telephone sales, and door-to-door sales.

The drawback of this method is that the prospect’s engagement is limited. He may perceive it as high-pressure sales and put off making a buying choice.

2. Planned presentation

It is, without a doubt, meticulously prepared and organised, yet it still has the personal touch of the person giving the presentation. The training department just gives a structure in this manner, and the individual salesperson fills in the blanks with explanations, descriptions, and pictures.

This presenting approach has the benefit of appearing more conversational and less official since the salesperson uses his own words.

As a consequence of the prospect’s involvement in this presenting style, his worries and queries may be thoroughly addressed.

3. Presentation (Audio-Visual)

The salespeople largely rely on the A V aids for such presentations. Charts, slides, video films, prototypes, computer-based presentations, and the utilisation of actual goods are all examples of these aids. Such presenting strategies are employed in the advertising and computer software industries. In these presentations, the salesperson’s speaker takes a back seat to the prospect, with the focus being on the A V assistance.

Such aids are commonly employed not just to attract attention, but also to explain or show concepts that would be difficult to explain or exhibit without them.

4. Presentation on Problem-Solving

This is a two-step manner of presenting. The first step is to research the needs of each unique prospect, and the second is to make a proposal. As a result, the candidate will be able to address the problem. Such an approach is often employed in the insurance industry, where the insurance agent inquires about the prospect’s needs and then recommends a specific policy, along with its advantages and benefits.

Similarly, in management consulting assignments including all functions or high-tech tailored goods, similar strategies are applied.

TYPES OF PRESENTATION AID (SALES AIDS)

  1. Objects

When you utilise physical objects as direct examples or metaphors for points you wish to convey, they may be incredibly beneficial and have a very emotional impact.

2. Photographs

Photographs depict reality and are simple to incorporate into slides, where they may be used to illustrate a point or just serve as a backdrop. They may be used to depict activity, evoke emotion, and more. When you show someone doing something, your viewers may identify with the visual and put themselves in that person’s shoes.

Photos have the problem of losing critical information, therefore it’s important to make sure they’re shown on a big screen.

Any legal limits, such as privacy regulations, must also be addressed while taking images of individuals. If you’re unsure, evaluate whether or not the person you’re photographing is glad to be there. While having people in the background is typically OK, when they are the subject and you are using them to advertise anything, you may be in trouble.

3. Diagrams

Diagrams are drawings or sketches that outline and describe components of an item, process, or occurrence that are not easily visible. Diagrams, like graphs, can be thought of as a sort of chart, as seen in organisation charts and process flow charts.

4. Graphs

Graphs and charts are visual representations of data. Line graphs, bar charts, pie charts, radar diagrams, and other types of graphs are among them.

When it comes to displaying meaning and expressing the value of data, graphs are typically far superior to tables. They excel at this by demonstrating how certain numbers are significantly greater than others, how numbers vary over time, and so on.

sales presentation

Line Graph– A line graph is used to depict changes over time. A line graph demonstrating the decrease of Enron’s stock price from August 2000 to January 2002 is shown in Figure 15.10 “Enron’s Stock Price.” Although there are several strong spikes, the line has a distinct downward trend, indicating the collapse of Enron’s stock price.Showing a line graph like this allows the audience to see the links between the numbers, and it makes it much easier for them to absorb the information than if the speaker merely read the numbers out.

Bar Graph– Bar graphs are excellent for displaying disparities in amounts. They may be used to analyse population demographics, gasoline prices, math aptitude across grades, and a variety of other data.

Figure “Natural Death vs. Homicide” is a well-designed graph. It’s straightforward and well-labeled, making it simple for you to walk your audience through the many types of death and their respective numbers. The bar graph depicts the difference between natural deaths and homicides in different age groups.

Pie Chart/Graphs – Pie graphs should be as simple as feasible while yet retaining crucial information. The pieces of the pie must be drawn proportionately, much as other graphs. Figure depicts a clear and proportionate chart that has been color-coded in the pie graph “Causes of Concussions in Children.” When it’s impossible to include the explanations in the graph’s actual sections, color-coding comes in handy; in that case, you’ll need to include a legend, or key, to explain what the colours in the graph imply. Audience members may easily notice in this graph that falls are the leading cause of concussions in youngsters.

4. Charts

Non-numeric charts can display a variety of information, especially when separate objects have specific connections with one another. Flowcharts depict the connections between various operations. Who reports to whom is shown in organisational charts. Many-to-many relationships are depicted in network diagrams.

Maps are several types of charts that depict where objects are in relation to one another. They might be scaled or just relative (such as the famous London Underground map).Maps can be geographical, but they can also be any visual representation of how things connect and how to move from point A to point B. For example, you might create a metaphorical map of how to progress from a novice speaker to a professional presenter.

Making presentational aids work

  1. Keep it simple.

If you make your presentational aids overly complicated, they will be difficult to understand. Remember that your audience has to ‘get it’ immediately, therefore the tools you use should be straightforward and need little interpretation.

2. Make them stand out.

If you’re speaking in a vast room, anything little in your palm will go unnoticed and hence have less impact. Big objects are much simpler to notice, whether they are tangible or projected. They also have a bigger influence.

3. Bring them together.

The visual help isn’t a goal in and of itself. It’s to back up a point you’re making, so make sure you link the two together clearly, disclosing the aid’s purpose in the process.

4. Address the crowd.

Present to the audience rather than the visual aid. Speakers frequently get into the trap of looking at the assistance rather than the people to whom they are speaking.

5. Practice

Magicians spend a lot of time on sleight of hand in order to make their tricks appear effortless. You won’t need to rehearse quite as much, but you should familiarise yourself with the presentational aids you’ll be employing.

You may make the arrival (and disappearance) of your presentational aids an event in and of itself, just like the magician pulls the rabbit out of a hat.

The advantages of a sales presentation

1. Face-to-face interaction: It allows you to interact with consumers and prospects in person. It aids in the development of trust and the strengthening of the relationship between the salesperson/organization and the customer/prospect.

2. Engagement: It assists in the audience’s engagement. Audio-visual aids can help to capture the audience’s attention and have a greater impact than simply speaking, therefore increasing engagement.

3. Customizability: The presentation allows you to change the material and tailor it to different audiences. The client’s needs may be noted, and the presentation can be adjusted accordingly.

4. Consistency: It ensures that information is communicated to customers/prospects in a consistent manner, even when various salespeople are communicating with them. The presentation lays forth a fundamental framework for talking with consumers about products and services. It also aids the presenter in stressing key features and themes.

5. Flexibility: The presentation may be utilised in a variety of settings, including face-to-face meetings, big gatherings, and Webinars. The material might be the same, but it can be given to individuals or groups via a variety of platforms.

Characteristics of a good presentation

A good presentation must have certain characteristics. They are as follows:

1. Getting people’s attention

2. On-time presentation

3. Presentation of information with clarity

4. Approvals, as well as quantity and quality, are displayed.

5. Perform a demonstration

6. Using the Senses

7. Performing Tests

8. Goods handling

1. Getting People’s Interests Piqued

To begin, the salesperson must pique the customer’s attention. He can discuss the product’s unique characteristics, such as durability, composition, and so on, in order to pique the customer’s interest in the goods. Customers are more drawn to items with brilliant colours and appealing forms and sizes. However, in order to pique the clients’ attention, the salesperson needs stress the distinctive aspects of the items, which are referred to as unique sales propositions (USP).

2. On-Time Presentation

The salesperson must constantly be on time and alert. He should be quick to present the items to the consumers, demonstrating his desire and readiness to assist them. The salesman’s approach leaves a positive impact on the clients, and their response is immediate and pleasant. If the salesperson has thorough product expertise, he may be swift and knowledgeable.

3. Presentation Clarity

To gain the clients’ trust, the salesman’s presentation should be clear and thorough in all aspects. A high level of clarity in the sales presentation clears the prospects’ minds of any remaining uncertainties regarding the goods.A clear and detailed presentation prevents the prospect from considering competing offerings. As a result, the salesperson should describe the product’s usage and functioning, as well as its price, durability, utility, and special features, if any. In the event of large articles, models and photos might be used to show them. Customers should be able to touch and feel the merchandise from time to time. Prospects will be more confident as a result of this. For example, in the case of eatables such as fruits, candies, cookies, and so on, prospects are provided little amounts or free samples to taste in order to satisfy themselves about the quality of these items.

4. Using the Correct Quality and Quantity

   The salesperson must display the proper items in the exact size and quality that the clients demand. Customers occasionally inquire about a specific brand or article’s quality. A good salesperson always showcases the brand or quality of the product the customer desires. When a sufficient range of items is displayed to the buyer, he will be able to choose from them. It’s worth noting that displaying too many types might be confusing, while displaying too few kinds may not be enough to persuade clients.

5. Perform a demonstration

    If the salesperson displays or exhibits the qualities of the goods to the consumers, he can better pique their attention and raise their desire. Because demonstration is a vital aspect of a successful presentation, it undoubtedly produces a favourable image in the thoughts of the buyers. Because a spoken presentation might often fail to persuade a prospect, a demonstration increases the customer’s attention significantly. As a result, to effectively persuade the consumer, the salesperson might emphasise the product display. The client remembers and understands such communications for a long time because of the spectacular display of the product or service.

6. Using the Senses

It is critical for the salesperson to ensure that the approach he presents appeals to at least one of the five senses: sight, touch, hearing, smell, and taste. A presentation should directly appeal to all or part of the clients’ senses, resulting in a desire to acquire them. It can be seen, felt, smelt, and tasted in the case of consumables. It is simple to sell a product after it has been discovered to appeal to one or more of the buyers’ senses. relevant items of the exact size and quality that the clients require Customers occasionally inquire about a specific brand or article’s quality.A good salesperson always showcases the brand or quality of the product the customer desires. When a sufficient range of items is displayed to the buyer, he will be able to choose from them. It’s worth noting that displaying too many types might be confusing, while displaying too few kinds may not be enough to persuade clients.

7. Performing Tests

The results of product tests significantly boost prospects’ trust. To establish the product’s claim and excellence, the salesman might recommend a variety of standard tests.

8. Goods Handling

Words aren’t always enough. As a result, the salesperson should both handle the product and enable the prospects to handle it. Before making a purchase, potential purchasers may have a strong need to handle the merchandise. This holds true for everyone. The prospect checks that the product is worth processing, as well as in terms of pricing and claims, by touching it personally. The salesman appeals to the senses of touch and sight by enabling the buyer to handle the product.

THE APPLICATION OF TECHNOLOGY IN SALES

Many sales managers and teams are virtually always plugged into their displays, gadgets, applications, and internet tools these days.

One hazard is succumbing to the temptation of being an armchair quarterback who never leaves the couch and fails to form relationships. Relationships are still fundamental to sales (which entails personal encounters with customers) and sales management, no matter how much technology we rely on (which involves personal interactions with the sales team).

Another risk is to be frightened by technology and fail to properly utilise its potential. Because technology in sales might be daunting, it’s important to realise that you don’t have to embrace every new innovation as a manager. Instead, concentrate on implementing the technologies that will result in the greatest improvements in performance and proLet’s look at some fundamental technological tools and how sales managers may utilise them to boost their sales success.

1. Customer Relationship Management

The majority of sales businesses now employ a CRM system. CRM helps sales managers to follow transactions as they travel through the pipeline and gives improved visibility into sales possibilities. Sales managers may increase forecast accuracy by monitoring these prospects and reviewing stage, likelihood, and velocity.

However, you’re not getting the most out of CRM if you’re only utilising it to get insight into sales possibilities and generate improved sales projections. A sales manager isn’t using CRM’s power to raise win rates until they leverage insights from CRM data to actively teach reps (i.e. deal coaching).

2. Face-to-Face Video Conferencing

Video conferencing used to need the employment of large, cumbersome, and expensive equipment. Anyone may now participate in a video conferencing call. For sales managers whose salespeople work remotely, this has proven a huge benefit.

Many sales managers, however, still pick up the phone or send emails to their agents as a default. Don’t underestimate the importance of video technology. On a video conferencing conversation, body language, facial expression, and energy level are all visible, however on a regular phone call, they are disguised.

3. Virtual Education

    To develop their talents, salespeople no longer need to attend in-person events or attend classroom training. Sales managers may give salespeople with options to interact with sales training at any time, from practically anywhere, thanks to virtual learning platforms (VLT) and Learning Management Systems (LMS).

The idea, once again, is to use these tools to reinforce and improve coaching and group cooperation. It’s not enough for salespeople to log into an LMS, do a few quizzes, and then go. To develop their selling abilities, salespeople still want direct involvement and feedback from supervisors.

4. Cellular Devices

Today’s salesmen use a variety of mobile devices, not simply phones. They’re utilising iPads, computers, and other gadgets to assist them on a daily basis while selling.

For example, sales acceleration software from QStream (one of our partners) may transmit questions in the form of real-world sales scenarios to a salesperson’s mobile device. Managers may see how successfully their sales staff is grasping the skills and ideas by having salespeople provide replies. Because sales managers can detect skill gaps and customise coaching efforts accordingly, this reinforces selling abilities in a very practical way.

5. Social Media Sites

As more millennials enter the sales force, social technologies are receiving a lot of attention. Sales managers, in my opinion, can give much-needed direction to salespeople who are attempting to use too many platforms at once. Focus on building a high-quality presence on the primary social networks that your target clients use instead of several networks. LinkedIn and Twitter, for example, have shown to be extremely effective for B2B sales.

All of these technological solutions enable sales managers to communicate with their sales staff more frequently and effectively.

Any sales manager’s role is to lead, manage, and motivate salespeople. This necessitates sales managers being visible and establishing personal interactions with individual sales people. You won’t be able to do it efficiently if you spend all of your time in front of a screen.

Most significantly, sales managers must develop into excellent instructors who can assist their salespeople in improving their selling skills. To be an effective sales coach, you must see your salespeople in action rather than simply collecting statistics on their actions and sales calls. We should go on sales calls with them and study how they connect with clients. This will allow you to see their strengths and shortcomings, give criticism, and assist them in developing the necessary abilities. You will see a significant boost in sales performance if you provide continual sales coaching.

Role of technology on sales

Definition

Sales management is the process of planning, staffing, training, managing, and regulating organisational resources in order to achieve an organization’s sales goals in an effective and efficient way. Organizations are powered by revenue, sales, and sources of finances, and the management of that process is the most vital role.

A Brief History

  • Electronic Funds Transfer (EFT) was invented in the 1970s and is used by the banking sector to send account information across secure networks.
  • Electronic Data Interchange (EDI) for e-commerce within firms — Used by businesses to communicate data from one business to another in the late 1970s and early 1980s.
  • 1990s: the World Wide Web on the Internet provides simple technology for publishing and disseminating information – Makes doing business cheaper (scale economies) – Enables a wide range of commercial operations (economies of scope)

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The Impact of Technology on Sales

Technology is helping retail enterprises to become better prepared in the modern economies of the globe, with the benefits being ultimately client oriented. Technology advancements will enable firms to become more cost-effective, visible, and better product delivery throughout the supply-retailer customer chain. Because of the vast and positive benefits of technology, the future role of technology in the economy might have a significant impact.

sales presentation

There are three major kinds of hardware and software products that have become practically indispensable in retailing:

Customer Interfacing Systems

(a) Scanners and Bar Coding: Scanners and bar coding are used to identify an item, and pre-stored data is used to compute the cost and provide the total bill for a customer. For example, Big Bazaar and Monika Supermarket.

b) As a consumer interface, the Internet is fast growing, decreasing the necessity for a customer to physically visit the shop. For example, Walmart and Asian Paints.

c) Credit card payment has become extremely common, allowing for a quick and simple payment process. A new advancement in this field is electronic cheque conversion, which converts a cheque electronically by transferring transaction information to the store and the consumer’s bank. For example, ebay and Times Shopping.

2. Support Systems for Operations

(a) ERP System: Various Enterprise Resource Planning (ERP) vendors have created retail-specific ERP systems that assist in the integration of all processes, including warehouse, distribution, front and back office shop systems, and merchandising. An integrated supply chain aids the merchant in keeping stock, receiving supplies on schedule, avoiding stock-outs, and so lowering costs while providing better service to the client.

It contains the following features: – Inventory management software. – Assists in the analysis of various departmental operations. – Assists in reducing lead times by automatically placing orders.

(b) Customer Relationship Management (CRM) Systems: Retailers now have genuine access to customer data because to the advent of loyalty programmes, mail order, and the Internet. Retailers may use data warehousing and mining technology to make sense of their customer data and apply it to their company. It contains the following: – make use of a database management system (DBMS) – Every query is logged for future strategy improvement.

(c) Advanced Planning and Scheduling Systems (APS): APS systems may increase management throughout the supply chain, from raw material suppliers to the retail shelf. They allow operations like long-term budgeting, monthly forecasting, weekly manufacturing scheduling, and daily distribution scheduling to be consolidated into a single overall planning process utilising a single set of data.

3. Strategic Decision-Making Aids

a) Location of the Store Residents’ demographics and purchasing habits might be utilised to evaluate several potential locations for new establishments. Today, software programmes assist retailers not just with location considerations, but also with store sizing and floor-space decisions.

b) Visual merchandising: The store manager’s gut instinct on how to put and stack things in a store is no longer used. He now has access to a bigger number of visual merchandising tools to assess the impact of his stacking alternatives.

Advantages

1) Market penetration has increased.

2) Assists in cost reduction.

3) Sales executive surveillance

4) The use of loss prevention technologies such as burglar alarms and CCTV to deter shoplifting.

5) Real-time data aids in the automated placing of orders.

6) Examining historical data in order to forecast the future and design future tactics.

7) Workforce development.

8) Supply Chain Management that is effective.

9)Successful customer relationship management.

Disadvantages

1. Initial Investment: New technologies might have a substantial initial investment. In comparison to the cash investment necessary to buy technology, hiring new personnel might be comparatively inexpensive in the near run. A new employee usually works for a few weeks or a month before being paid, which means the employee earns money before the firm needs to spend money. Before technology can help with manufacturing, it requires a significant upfront investment.

2. Teaching Costs: Businesses that install new technology must cover the costs of training employees on how to utilise it. In the short run, upgrading from an existing technology to a new one reduces productivity. New technologies may not always be more efficient than older ones, resulting in squandered resources and training hours.

Despite the fact that updates are available, many organisations choose to run their computers on obsolete operating systems and applications. Converting to new software involves time and money, and the benefits aren’t always obvious.

3. Unemployment: With technology, one person may be able to generate the same amount as two or three people without it. Certain jobs may become outdated or redundant as a result of increased productivity, resulting in layoffs and job losses. Furthermore, the cost of maintaining new technology is frequently lower than the cost of paying for a comparable level of labour productivity once the initial cost of installing new technology has been paid. Large firms find technology appealing because of the long-term savings, often at the expense of labour.

Other Related Topics

  1. Sales Presentation
  2. Sales Forecasting
  3. Sales Quota
  4. Sales Management
  5. Sales Territories
  6. Salesman – Types & Functions
  7. Buying Motives – Types & Stages
  8. Market Research
  9. What is Salesmanship? – Full Concept
  10. To Sell Is Human: Review & Summary – Quick Read
  11. The Psychology of Selling – Quick Read
  12. Book Insights & Review: “How to Win Friends and Influence People”
  13. World Most Selling Salesmanship Books| You Must Buy
  14. The Most Essential Knowledge for a Salesman
  15. Personal Selling: Full Concept In Detail
  16. The Essential Qualities & Skills for a Successful Salesman

Market Research

Definition

Market Research entails conducting research and analysing the market for a certain product or service, as well as looking into client preferences. An examination of numerous client capacities, such as investment characteristics and purchasing possibilities. Market surveys are techniques for gathering direct input from a target audience in order to better understand their traits, expectations, and needs.

Marketers create innovative and interesting ideas for forthcoming products and services, but there is no guarantee that these strategies will be successful. Marketers must establish the category and attributes of products/services that target consumers would readily accept in order for these to be successful. A new avenue’s success can be ensured by doing so.

Most marketing managers rely on market surveys to get data that will help them kickstart their market research. In addition, the information gathered from these surveys can help with product marketing and feature enhancement.

Market surveys gather information about a target market, such as price patterns, consumer needs, competition analyses, and other relevant information.

What Is the Purpose of a Market Survey?

Obtain important consumer feedback: The market survey’s main goal is to provide marketing and company managers with a way to gather essential information about their customers so that existing customers can be kept and new ones can be recruited.

Understand client tendency toward purchasing items: Information such as whether customers would spend a specific amount of money on their products/services, customer inclination levels toward new features or products, what they think about competing products, and so on.

Enhance current products and services: A market survey may be used to improve existing products, examine customer satisfaction levels, and obtain information about their market perceptions, as well as to create a buyer persona utilising data from an existing client database.

Make well-informed company judgments: Market survey data is useful for making big changes in the firm, reducing the amount of risk associated in making critical business decisions.

Templates for Market Research

1. Product Surveys: New product/concept testing survey templates include questions to help you learn more about the items and concepts you’re testing. These survey questions were compiled by market research professionals and can assist in determining whether items or features will be successful in a certain market.

2. Conference Feedback Surveys: Templates for conference feedback surveys include questions that can be asked to conference attendees. Implementing recommendations from these surveys, such as better overall conference management, enhanced IT infrastructure, greater content coverage, and other aspects, can help an organisation produce better conferences.

3. Focus Group Survey Templates: Focus group survey templates may be used both during and after the focus group recruiting process. With this existing survey form, you can simply gain insights from a committed group of 8-10 individuals.

4. Hardware And Software Surveys: Hardware and software survey templates include editable questions on software and hardware product evaluations, pre-installation procedures, technical documentation quality, and other topics.

5. Website Surveys: Website survey templates may be customised according to the application and include questions about website consumer feedback, visitor profile information, and online retail information, among other things.

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The Importance of Market Research

There are five elements that demonstrate the significance of doing a market study.

1. Recognizing the target market’s demand and supply chain: A product that is produced with the target market’s demand and supply in mind is more likely to succeed. Marketers may gain insights on market capacity to absorb new products and concepts in order to produce customer-centric products and features in this manner.

2. Creating well-thought-out marketing plans: An organization’s target market, especially a well-established one, is the entire world. Data from the target market may be obtained through rigorous market research, which includes market surveys and segmentation, and used to develop concrete and long-term marketing strategy.

3. Determine consumer expectations and needs: Customer acquisition is at the heart of all marketing initiatives. Customer satisfaction methods such as Net Promoter Score, Customer Effort Score, Customer Satisfaction Score (CSAT), and others are required by all small and big enterprises to collect feedback from their target audience on a regular basis. Customer feedback may be analysed to determine the customer’s experience, contentment, and expectations, among other things.

4. Accurate product launch: Market surveys are helpful in determining where new goods or services should be tested. Market surveys give marketers a way to assess the likelihood of new items succeeding and make modifications to their product strategy based on the input they get.

5. Collect data on client demographics: Customer demographics are at the heart of every organisation, and market surveys may be used to collect detailed and sensitive information on customer demographics such as race, ethnicity, and family income.

Market Research Methodologies

There are several sorts of market surveys, of which we will discuss the top ten in order to obtain information from consumers about their desires, expectations, and thoughts on competition.

Each of these market surveys takes a unique approach and has a significant influence on numerous parts of a company.

1. Market surveys for segmentation: An organisation may identify existing and prospective consumers and determine why customers have selected their products/services and prospects have not. This might lead to market segmentation and analysis that is more systematic.

2. Market research to learn more about various facets of the target market: Gather data on market size, demographics such as age, gender, and family income to create a roadmap that takes into account the market’s growth rate, positioning, and average market share.

3. Market research to learn more about the purchasing process: What factors influence a customer’s decision to buy? What variables influence the conversion of product awareness to sales? This sort of market research reveals awareness, information, a free trial, a purchase, and a repeat buy.

4. Market surveys to create a buyer persona: These surveys are used to create a buyer persona by learning about a customer’s interests, inclinations, and purchasing capabilities.

5. Market surveys to determine customer loyalty: What is the level of consumer loyalty toward a company? A market survey can be used to get the answer to this question.

6. Market surveys to evaluate a new feature or concept: Market-compliant features and concepts are critical for a business to incorporate. By conducting a market survey to determine which features to launch, all teams engaged in the feature development process will be able to do so with adequate research.

7. Market research for competitor analysis: Healthy competition is usually beneficial to a company’s growth. Market surveys conducted with the goal of competitor analysis will yield information on how the target market evaluates the organization’s products/services in contrast to those offered by competitors.

8. Market research to determine the impact of sales efforts: Because sales activities are the lifeblood of every business, it’s critical to keep track of them. Market surveys for sales activities will result in a report detailing the impact of sales activities, if they need to be increased in frequency, and any adjustments that the audience believes should be made to the sales process.

9. Market research to determine pricing for new products and services: Product affordability is another factor that influences the market for businesses. Price ranges, product versions to appeal to a variety of price points, target clients for each product, and so on.

10. Market surveys to assess customer service: Good customer service may lead to higher levels of customer satisfaction. Factors such as the length of time it takes to address concerns, the breadth of improvement, and customer service best practices, among others.

IMPORTANCE OF MARKET SURVEY TO SALESMAN AND PRODUCER

1. Increased production of sales

To begin with, market research gives a firm vital information on how successful its product or service is likely to be, the best pricing to set for the product or service, and the type of consumers who are most likely to buy or consume the product or service. All of the information gathered aids in increasing sales.

2. Gaining a better understanding of the target customer

Customers who are being targeted might be present or future customers. A thorough market analysis may dispel any questions about potential customers’ ages, genders, and geographic locations.

Furthermore, a thorough examination of devoted clients will reveal what further your company has to accomplish and what items it should create in order to keep them.

Brian Cornell, the CEO of Target Retail Store, had gone out on his own with customers, investigating one of the company’s stores, incognito. That is how crucial it is to be familiar with them.

3. Pattern of customer behaviour

This is a continuation of the preceding point. It is actually a sophisticated study that can provide a significant depth of client requirements. Customers’ behavioural patterns may be analysed using advanced software technologies such as Big Data, Hadoop, and Google Analytics, among others. And once this pattern is discovered, it can be used to create far more refined and tailored goods for its target clients.

“E-commerce enterprises utilise Big Data in two ways,” AsheetMakhija, IBM India/South Asia’s country head for information management, explained. The first is to look for trends in historical consumer behaviour, and the second is real-time analysis, which involves reacting when a client is buying online.”

4. Competitor analysis

“Know your adversary and know yourself,” Sun Tzu reportedly remarked, “and you will never be beaten in a hundred fights.” We said at the outset of the post that monopoly does not exist in today’s world. Every firm, no matter how big or small, faces stiff competition. Researching the market and its potential rivals might reveal tactics that can assist you either stifle your competitors’ growth or go ahead of them.

Most significantly, it will allow your company to constantly update and improve the quality of its goods and services.

5. Detailed Segmentation-Targeting-Positioning (STP)

Once the foregoing objectives have been achieved, effective segmentation, targeting, and positioning may be implemented. A thorough market analysis of segmentation based on location or demographics might help you go forward with your company plan. It thereby decreases the overhead of targeting and narrows down the best consumer base. Finally, market research has made situating a product in the minds of customers a calk walk.

6. Help people make smarter decisions

After a market study is concluded, with all of the expertise and improved facts at hand, it may surely aid in healthy decision making.Every facet of a business, from finance to marketing to procurement, can be gathered in a timely manner. Furthermore, it can hasten the finish of a project with a certain outcome.

7. Sales forecasting and selling operations that are more precise

The primary goal of sales forecasting is to maintain an optimal inventory level and govern the demand-supply balance, which may be accomplished through market research. For this, techniques such as the sales force estimate approach or the Jury method are frequently utilised. After sales forecasting, new means of marketing current items can be devised, as well as the manufacture of alternative goods for sale. Market research may also be used to locate new sales territory.

“The greatest way to sell yourself to others is to sell yourself to others,” Napoleon Hills once said. To sell oneself, you must be aware of current trends and market opportunities. As a result, thorough market research is critical for sales forecasting.

8. A well-balanced end-to-end communication mix

This is critical for any business. A thorough market analysis of the communication mix can effectively close the gaps. Furthermore, it may effectively convey the media mix and clearly communicate a company’s goals to end consumers. It’s also a fantastic resource for ensuring that adverts are perfectly tailored to attract customers.

9. Ensure a smooth new product launch

When a new product is launched, various issues such as pricing, utility, and feasibility are considered. Furthermore, precise market research must be conducted in order for the product’s penetration to be carried out in a far-fetched manner.

If market research is not conducted, especially for new products, be prepared for a bumpy ride. Or, in the worst-case scenario, shut down!

10. Improved audience targeting and consumer management

The most significant benefit of market research in product or service marketing is that the many instruments used in marketing campaigns, such as face-to-face interviews, questionnaires, conversations, and meetings, enable a wide range of target audiences to be reached.

To summarise, a business’s success or failure is solely determined by the marketing strategies it employs, whereas market research of products and services provides various avenues for implementing the best marketing strategies that can help a company compete, grow, succeed, and even reach greater heights.

Market research helps to reduce the time it takes for a product to reach its target audience. In addition, market research assists in the precise analysis of current needs as well as the evaluation of future consumer expectations, resulting in a higher level of customer satisfaction.

11. Prosperous Business Development

When done correctly, product and service marketing research leads to an increasing sales trend as well as superior customer management, which leads to increased sales.As a result, the company’s growth and development are accelerated.

Other Related Topics

  1. Sales Presentation
  2. Sales Forecasting
  3. Sales Quota
  4. Sales Management
  5. Sales Territories
  6. Salesman – Types & Functions
  7. Buying Motives – Types & Stages
  8. Market Research
  9. What is Salesmanship? – Full Concept
  10. To Sell Is Human: Review & Summary – Quick Read
  11. The Psychology of Selling – Quick Read
  12. Book Insights & Review: “How to Win Friends and Influence People”
  13. World Most Selling Salesmanship Books| You Must Buy
  14. The Most Essential Knowledge for a Salesman
  15. Personal Selling: Full Concept In Detail
  16. The Essential Qualities & Skills for a Successful Salesman
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