MARS MODEL

There are many factors that come into play, but there are four important criteria as
illustrated above, that directly has an impact on an individual; here, sales
representative. We will explain these four factors; Motivation, Ability, Role perception
and Situational Conditions and using it as a tool to identify where the organization and
the individual has collectively strayed from their path of productivity. Motivation, Ability,
Situation, Role perception, lndividual behaviour and Performance

1) Motivation
According to the given situation, a company has comparatively generated 20% fewer
sales. Assuming that these sales representatives are less motivated than their
counterparts, the sales manager needs to check the motivational levels of his
employees. Based on his review if he finds out that his employees lack in motivation,
and then accordingly he needs to bring about a change in his motivational strategies.
Motivation can be categorized based on the incentives and based on the type of
reinforcement.
Motivation through Incentives
Financial: (Bonus, Promotion, ESOP, Target based incentive)
The problem here is that the sales representatives were not able to capture new clients.
The sales manager needs to understand the reasons of why his sales representatives
lack in drive. If it is related to the employees not being satisfied by money they earn,
then financial incentives is the answer to the problem. The manager can give various
target based incentives which will induce the employees to work hard towards their
targets. Not only that there can be special monetary benefits to the best performing sale
representative, this will encourage all the sales representatives to compete with each
other and even over achieve their targets. Promotion is also another way of stimulating
positive outcomes. Some companies offer ESOPs, which increases the accountability of
the employee towards the company. This can be an additional motivation strategy that

the sales manager of the company can use for recommendation.

Non-Financial: (Power motivation, Employee recognition program, Participation in
decision making, Possibility of career growth, Job satisfaction)
It is possible that financial incentives are just not the factors affecting the sales
representatives performance. In such a case the sales manager needs to look into the
non-financial incentives to boost up the results. This can be embarked upon through job
enrichment, inviting them to participate in decision making, appreciating the employees
efforts etc. These factors will help the sales representatives to understand their efforts
and endeavors are being acclaimed by the superiors and the organization.
Motivation through Reinforcement
Positive: (Appreciation, understanding stress levels associated)
The sales manager can use positive reinforcement techniques like appreciation,
recognition, to encourage the employees to continue their effective performance.
Empathizing with the employees conditions also induces positive outcomes.
Negative: (Reprimand, Demotion)
This can be-the last tool that the sales manager can resort to if all*the above methods
fail to deliver any results. These tools are greatly related to the individual personalities.
The final criterion for motivation is the level of satisfaction one attains on the fulfillment
of needs. Some needs are organizational driven (like achievement of targets) and
others are self driven (like ambition to excel). The sales manager needs to align both of
these factors so that not only the organizational targets are achieved but even the sales
representatives are satisfied.
2. ABILITY
Ability refers to an individuals capacity to perform the various tasks in a job. It is current
assessment of what one can do. Management of an organization should check whether
the abilities of the sale representatives in a company are adequate enough to do the
work given to him. An individuals overall abilities are essentially made up of two sets of
factors: intellectual and physical abilities.
Intellectual abilities are those needed to perform mental activities.
Number aptitude
Verbal comprehension
Perceptual speed
Inductive reasoning
Deductive reasoning
Spatial visualization
Memory

As quoted in the qualities of the sales representatives, intellectual abilities form an

important aspect for them to execute their work effectively. The need to understand the
new market the pulse of the people and the competitive environment all fall under this
category.
The physical aspects pertaining to ability are
Strength
Dynamic, repealed exertion of force
Static: force against external objects
Body coordination:
Stamina
In difficult regions it is difficult to tread and reach the target consumers and sales
representatives will have to put in extra effort to generate sales or new clientele. This
further stresses on the high requirement of stamina to commute and convince. Because
of these physical demands of the job, the salesmen will be under lot of stress and to
avoid the stress the company should invest in health programs that target the sales
representatives.
In order to accomplish a given job effectively there has to be correlation between ability
and job profile. A mismatch between the two will lead to inefficiency. The sales manager
needs to assign the job responsibilities keeping in mind the skill set, abilities of the sales
representatives. If a sales representative with very little knowledge on industrial
products is doled out a job to sell industrial products, they will not be up to the mark to
convince consumers to become customers.
Hence, it becomes imperative on the part of the: sales manager and the company to
impart training if they want the sales force to come up to their expectations and realize
their true potential,
3) ROLE PERCEPTION
Role refers to the set of behavior patterns which an individual occupying a certain
position in the society is expected to display. The perception involves understanding
how one is supposed tobehave in a particular role by observing the behavior of another
individual in the same role. The role is both perceived and interpreted through external
learning before being enacted.
4) SITUATIONAL FACTORS
Situation will include all the internal organizational environment and external factors
which will cover economical, social, budget, time, people and demographical aspect.