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Describe and explain how an organization’s perception of value, skill sets, and global sales skills affect the salesperson directly, and can vary according to skill?

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Part 1 — (Write 3-5 PAGES) CLA 1 Comprehensive Learning Assessment
Use the attached six sources, Write 3-5 pages APA formatted paper addressing the following questions (and include at least six [6] peer-reviewed sources):
Describe and explain how an organization’s perception of value, skill sets, and global sales skills affect the salesperson directly, and can vary according to skill?
Describe and explain how performance is related to rewards. Point out that rewards, like performance, are multidimensional. Most companies offer a variety of rewards.
Define and explain intrinsic and extrinsic rewards and its impact on sales people motivation and performance?
Part 2 — (1/2 page) leave a comment for classmate’s Discussion Question:
Classmate’s work:
Article 1As per this article, rewards and their impacts are becoming a problem of apprehension for all. Consequently, effective rewards management deals with background processes, strategies and policies. These practices are vital to make sure that the involvement of employees in a business is identified through those answerable for running an organization. The key theme of rewards management is to reward employees consistently equitably and fairly. In correlation to the value of such members to the organization. A rewards system exists to make staffs work to achieve planned objectives through improving their performance and productivity levels (Salah, 2016).
Article 2The concentration of this learning is to distribute the passable incentives to employees and also generate balance in rewards distribution so that each employee subsidizes their exertions for business growth. The two main types of stimuli, internal and external, are also a target of this review. Rewards have a motivating effect on an employee’s attitude, encouraging loyalty and high performance. An employee who receives a good salary feels appreciated by the business where they work. Knowing that their employers care about their wellness and are keen to promote their careers & personal development will also inspire them to try longer and more effectively (Munir et al., 2016).
Article 3As per this article, the interaction and relation among incentives, employee morale, and job involvement is crucial to the performance of both the government and industry. Economic and non-economic incentives are the two categories of rewards that employees seek to receive. Some academic employees like monetary compensation, while others prefer non-cash benefits including the chance to work on significant assignments and duties, recognition, and support for leadership. Employees experience a sense of worth from their employers and a sense that the organisation takes their continuing professional development. Consequently, these benefits help to raise workers’ levels of satisfaction. (Ibrar & Khan, 2015).
Article 4According to this article, the most significant aspect is humans in the organization. One of the key management approaches of organizations is to capitalize in employees. Administrations are seeking to grow, motivate as well as rise the performance of their workers in many HR applications. Consequently, the rewards management system has been the most substantial practice of HR management systems. The reward is a key function of HR discipline and a strategic partner with business management. Besides, it has an vital role on employee performance (YANG, 2008).
Article 5According to this article, Systems for rewards management have a significant influence on an organization’s ability to attract, keep, as well as inspire high-potential people, eventually resulting in exceptional results. On the other hand, it is essential to make investments in professional growth to improve both the organization’s as well as its workforce’s knowledge and skills. Additionally, the theory of social exchange demonstrates that when a firm invests in its people, those staffs work well. Employees motivation is influenced by organizational incentives, and those that are pro-socially driven go above and beyond for business growth (Kuvaas & Dysvik, 2009).
Article 6As per this article, the ability to alter behaviour is a basic description of motivation. Human conduct is aimed toward a certain objective, hence motivation is the driving force that keeps one from acting. Employee objectives like perseverance, productivity, and efficiency were imposed through incentives. Furthermore, motivated workers are discovered to be more self-driven & autonomy-oriented than less committed employees. Morale and efficiency are impacted by an organization’s success in managing performance & rewards. Many businesses have discovered that their productivity and incentive structures were actively encouraging unproductive activities rather than serving to forward the declared objectives of the company (Güngör, 2011).
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Do these in order:
– Answer separately for Part 1 & 2 ● In correct APA format, write the Reference of the article.
● Clearly state what the article is about and its purpose.
● Repeat for a total of six (6) peer-reviewed sources.
please submit the paper on time and make sure NO PLAGIARISM!!!

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