Mary Kay Cosmetics Case

MPO Strengths * Consultants ar financially pay offed only if they increase earthy revenue and recruiting. The absolute link between work and outcomes (strong P-to-O instrumentality in apprehension Theory) leads to gamy employee motivation. * Mary Kays automobile reinforcement program is super valued by employees (high outcome valences in Expectancy Theory) and has spurred many a(prenominal) consultants to perform at very high aims. Automobile reward is contingent on the meeting of token(prenominal) monthly gross revenue tar chances. * Consultants need for belonging and wonder (Need Hierarchy Theory) is cost effectively leveraged by the various comprehension programs. * Mary Kay Cosmetics has educational activity systems to cleanse performance (improve E-P in Expectancy theory). Consultants withdraw access to training manuals, weekly meetings, sponsored conferences, a hot-line, and other on-going support. * Opportunities for advancement and achievement are clear and downright allowing consultants to pursue their growth and development ineluctably (motivators in the Motivator-Hygiene model). * Consultants have high autonomy and flexibility. They are fundamentally independent franchisees. As independent sales people, they have present(prenominal) feedback on their own performance. MPO Problems * dignitary consultants work extra heavy to become conductors, just right away are often too ill-prepared, inexperienced, and wanting in police squad strength to meet the demands of continuing manager level performance (weakening E-P in Expectancy Theory).

The jump to director level whitethorn be too challenging (Goal Theory), but director level l earning supports may be wanting(predicate) ! (Social Learning Theory). Failure follows, self-efficacy is damaged, and so is the directors unit morale. ERG Theory suggests that satisfaction-progression may be replaced by frustration-regression. * umpteen consultants have stagnated at a support sales level as they become fulfil with retaining their VIP cars. Inadequate incentives last for these consultants to go beyond this maintenance level, especially if they are not intrinsically interested in achieving director status. * The percentage of the sales force winning... If you want to get a full essay, enact it on our website: OrderEssay.net

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