Innovative Leadership And Impact On Performance
abstract
The purpose of this document is to explore the impact of different types of leadership and organizations, particularly on sales performance and organizational citizenship. In today’s business world, transformational leadership and the existence of transformational leadership are critical to organizational high performance. We will share the nature of transactional and transformational leaders and why they are important in high performing organizations. We will also deeply study the core role of transformational leadership, especially in the current unprecedented economic conditions and organizations that need to quickly adapt to the challenges faced by transformational leadership. This article will discuss internal motivation and external motivation, and how to understand how we should better motivate the team. We will also discuss how innovation leaders directly affect sales results and share case studies to illustrate their impact. Part of this document will discuss how salespeople should adapt to the new epidemic norms and adopt new lead strategies and leadership styles. This article summarizes the new methods we should take to change leaders under the new normal of high organizational performance and citizen group behavior.
Keywords: covid-19, extrinsic motivation, intrinsic motivation, organizational behavior, sales leadership, sales performance, transaction, transformational leadership.
Innovative leadership and impact on performance
brief introduction
Good leadership is the backbone of any organization’s prosperity. The leadership adopted by the organization will help realize the future of the organization. Through good interpersonal relationships, effective individuals can achieve success at a higher level. Leaders must have the quality of leadership. This is an important feature of management, which helps optimize productivity and achieve organizational goals. Therefore, management is critical to the results of each organization. Without successful leadership, no organization can operate effectively. An organization is composed of a social group to pursue specific goals. This social group is extremely important to monitor the person’s emotions.
The main purpose of this paper is to study different types of leaders and how they affect organizations. The focus is on sales performance. In addition to in-depth understanding of different leadership and incentive methods, our goal is to share the impact of infectious diseases on global sales organizations, as well as the way to lead high-performance teams of sales leaders in the world after infectious diseases.
Innovative leadership and impact on performance
As the business of transformational leaders increases, enthusiasm becomes the most important factor. Max Weber, a social psychologist, created the term “likeable” to describe social authority. He believes that transformational leaders gain power not from paternity, law or practice, but from their behavior and personality.
Enterprises and organizations are managed by leaders who master skills in various fields, which is helpful for daily activities. In most organizations, the CEO must have specific leadership to succeed in daily activities. Transformational leadership is a common leadership capability in our organization. This kind of leadership is characterized by encouraging employees to achieve greater results in the working organization. In addition, governments often encourage each other. From management to subordinate employees, innovative leadership provides a better example and has a great influence on setting speed. In addition, the culture of interpretation and practice of senior leaders makes employees a part of the organization. At any time, innovative leadership will affect the better results of the organization.(White，2018)
In addition, innovative leaders have the responsibility to maximize the use of human resources and manage employees’ trust from a micro perspective while maintaining leadership technology. These leaders must control power every time they make a decision. In addition, it is a kind of leadership that allows employees to have a free environment. In this environment, they can continue to develop new technologies and remain confident until they are in a better position in their work. Through the correct procedures, innovative leaders hope to change the overall way of thinking of the company in the future. Employees can solve problems and make decisions that many people like best. The employees of the leadership track will also be prepared to become transformational leaders through guidance and training. Transformational leadership involves using your abilities to develop the leadership potential of others.
As shown in Figure 1 below, there are four types of leadership called “four I’s”, one of which is required for transformation into leadership(Breaux, 2021).
Figure 1: The psychological basis of leadership – Mary Elizabeth Johnson, 2018
Idealized influence
Therefore, like another leadership model of transactional leadership, the characteristics of management affected by idealization are that team members set a model for others, so that they can find respected leaders among all members of the organization. In addition, this type of leader provides a strong vision and sense of belonging, encourages people to accept various strategic plans, and helps everyone achieve their goals. Therefore, these people become effective leadership skills, and their subordinates imitate or imitate them when trying to follow their footsteps to become leaders. The transformed captain is an example for fans. Because followers respect and respect leaders, they imitate leaders and integrate their values into the background.
Motivational motivation
Leaders who use rewards in innovative leadership styles usually have two main goals, which must be achieved in order to achieve. First, leaders must be clear about their vision in the organization. Second, the same leader should be able to quickly realize the vision by stimulating and promoting higher levels of results. If you want to encourage and recognize others to become leaders, you must first know how to use the ambition of teamwork. This type of leader should show common characteristics, that is, courage and recognition that individuals want to do their job well. Successful leaders know this is a natural need. Encouraging and demonstrating a person’s confidence in his or her talents is conducive to his or her career and usually has an important impact.
Innovative leaders simplify the vision and facilitate communication with the team. These leaders will also use inspiring motivation to instill the same drive and determination for success in their members.(Lei, 2021)
Customization considerations
According to the individual consideration of transformational leadership, it can be considered that leaders tend to pay attention to all followers according to their own needs. In most cases, they should assume the responsibility of the coach to the workers. Leaders should listen to employees’ concerns. Some of the behaviors that require this transformational leadership may include considering and sympathizing with the needs of the discrete workforce. In addition, interaction with employees is another feature of transitional governance that considers personalization. In addition, it also includes support and encouragement for individual followers. In order to cultivate support relationships, transformational leaders can keep communication channels open, let followers freely share ideas, and let leaders immediately recognize the unique contributions of each follower. At any time, one should show real sympathy for his followers and achieve the common goal. Finally, employees are encouraged to specialize, develop and grow.
Intellectual stimulation
Intellectual motivation is one of the elements of innovative leadership. It has a complete feature, that is, leaders want to encourage, innovate, develop new creativity in the organization and have motivation. This is also true of critical thinking and problem-solving skills. More importantly, this kind of leadership is more similar to the imagined world. Because employees are arousing and guiding them to follow their own leadership. This allows them to simulate the ability to observe from leaders. In most cases, they are more capable of solving problems with intelligence. Most people are more likely to be attracted by influential leaders(Breaux, 2021). They stimulate curiosity, always challenge, and provide opportunities for thinking and learning. Therefore, the intellectual incentive model of leadership will encourage people to honestly accept new and exciting ideas and choices. These are some of the factors needed for the success of teams and organizations.(Breaux, 2021)
The most important aspects of innovation leadership
Not all leaders are considered equal. Although some people are only concerned with ensuring that everyone under them abides by simple laws and achieves the predetermined goals, some people choose to encourage when they are leaders. Many people focus on encouraging people to do their best instead of adhering to guidelines. Therefore, to become a transformational leader, he/she must have the following principles:
Crustal formation
Compared with tasks that require more time to track employees’ daily activities, transformational executives should pay more attention to shaping the overall image of the company and individuals. The leader decides to follow the rules he/she has set, but this cannot be his/her primary consideration.
Followers buy in
Effective leaders must rely on convincing their superiors of the leadership they use. By showing the use of leadership to subordinates, it is not only because they do not believe that they have any choice, but also to maximize the possibility that other people under his command can fully focus on action.
Pioneer direction
Innovative leaders provide transparent and comfortable guidance for all reporters. On the other hand, leaders who may not follow the transformational guidance model will effectively become punishment providers and impose severe punishment on labor accomplices before clearly stating their behavior in the first instance. This technology may be very difficult for employees to meet and pursue leadership.
Advantages and difficulties of innovative leadership
Attributes have been extensively studied and have successfully influenced subordinates at every step. For example, a good leader understands and reinforces the wishes and ideals of his subordinates. On the other hand, bad governance may remain superficial, rather than requiring a commitment level of several factors. Leadership can be regarded as a characteristic attribute rather than a mature behavior. They do have the ability to abuse their influence. Therefore, leadership includes all aspects of teamwork, so there is no clear management procedure. This is a repetitive approach that can be a successful transition leader. This means that concerted efforts are needed to achieve transformative leadership.
Transitional and transactional leadership
In all organizations, the existence of high-performance leadership is a key factor related to organizational motivation. Most employees can perform better according to their leaders’ skills, enthusiasm and leadership model. Therefore, in order to meet the needs of the organization and the welfare of employees, organizations have introduced a variety of leadership capabilities.
In today’s business world, the existence of innovation and innovative leaders is a necessary condition to ensure prosperity and sustainable development.
Figure 2: Sarah Murdoch 2021 Innovation Leadership and Transaction Leadership
As shown in Figure 2 above, most business leaders in the organization will ensure that all responsibilities assigned to employees are completed in accordance with the organization’s standards and policies. On the other hand, transformational leaders hope to cooperate with employees who constantly inspire and instill values, which will bring the best to the organization and individuals. Therefore, the text difference between the two guidance methods is that transactional management pays more attention to the way to complete tasks perfectly. In contrast, the structure of transformational leadership is to combine coordination, communication and cooperation through employee motivation. In addition, innovative leadership models are critical to the successful implementation of small businesses.
Transactional leaders can deal with all complex factors, create a good competitive advantage together, and maintain the enthusiasm of employees at the front. Therefore, in most medium-sized enterprises, the transformational personality of a leader relies on the ambition and team building ability of the leader to set high expectations and achieve exponential growth. However, business leaders have unique advantages and can easily solve secondary organizational information. In addition, transactional leaders use incentives and punishments to motivate employees, while strengthening the current organizational culture in a hierarchical environment. Instead, change leaders use optimism and enthusiasm to motivate employees. Followers’ principles, beliefs, morals and requirements are given priority. And change the current enterprise spirit on the basis of vision and in a comprehensive way.(Surby, 2019)
Qualification of transactional leaders
Transactional leaders monitor and manage the authoritarian governance model to ensure that they do not make adjustments and that nothing happens as planned. In addition, if the sales expectation or production efficiency target is not met, the negative impact will be dealt with immediately. These leadership styles can be seen from different experiences and depend on priorities and objectives. In addition, in the debate on organizational commitment, unexpected benefits and incentives often arise. Employees know that their compensation depends on performing the tasks assigned to them. Therefore, leaders must formulate reasonable requirements for employees to understand.
In most cases, leaders will emphasize growth to meet the needs of followers, set goals, guide goals, and strive to control results. For example, the leadership of military and large organizations often adopts this kind of leadership(Silva and Mendis, 2017).
Characteristics of innovative leaders
Most innovative leaders are characterized by the four I’s of leadership, and have high aspirations for employees. For example, they can encourage and encourage employees to go beyond normal standards to achieve success and do their best through teaching. Therefore, as idealistic influencers, they try to share and display basic standards and beliefs. In addition, he has the motivation to inspire employees to convey confidence and strong wisdom. Therefore, they tend to be personalized and considerate, and have good feelings and needs for others. Finally, they are intellectually motivated, providing opportunities for employees to learn and develop innovative ideas within the organization.(Kuni and Panta, 2018)
Extrinsic motivation and intrinsic motivation
Encouraged is feeling compelled to take action. A positive team is a productive team. Identifying internal and external incentives helps improve productivity, sense of achievement, and career development and progress. When it comes to what drives us, we all have different motivations. There are both internal and external motivations. Some of these are shown in Figure 3. We will learn more about extrinsic motivation and intrinsic motivation.
Figure 3: External and Internal Motivation – Jurgita J 2021
Extrinsic motivation refers to the behavior that individuals are motivated by external incentives or escape punishment to carry out activities and acquire new technologies. In this case, you indulge in the behavior, not because you like it, or think it is attractive or rewarding, but because you want to exchange something or avoid negative things. External compensation is tangible(for example, high-end cars, popularity, money) and psychological(insufficient praise or criticism). Employers find it easy to encourage and enhance external incentives. But this motivation will not last long. Employers can allow the person in charge of supervising employees to reward employees in the form of salary increase, leave, promotion, welfare and other audits, thus rewarding external rewards(Kuvas et al., 2017).
The senior management should consider the incentive structure. They should decide what to give to employees and what to bear by the company, or make innovations and propose budget friendly ideas. For example, pat your back to express gratitude, praise employees, raise your salary and promote, and commend outstanding work. Every year, you can hold a thank you day, and pay bonuses at the end of the year. External rewards are designed to successfully motivate employees, look forward to, It should be instrumental and effective. In order to obtain compensation, it must be assumed that workers will make more efforts first, which will bring better results. Secondly, employees must believe that the improved results will be listened to and compensated. Third, incentives that employees really want to commit to(Makki and Abid, 2017)
Extrinsic motivation
External motivation is challenging. If you work longer or more intensively, it is not clear whether the results will improve. This is not the same. “Working harder is like being more efficient.” In the knowledge economy. If your work is highly interdependent, others do not make the same effort, Your results will not change. Most employees think that the improvement of output will not be recognized. And if they do, it will take too long. Many studies show that incentive pay is negatively related to employees’ success, or employees have a strong desire for other types of pay. The external motivation is It is difficult to make proper use of it. As more and more leaders realize this, the discussion has become a correct use of internal motivation to let people do their jobs well.
Intrinsic motivation
Internal motivation is defined as the behavior of doing something without obvious external compensation. When you feel that you have motivation or energy to complete the task, and when you are personally satisfied, you have internal motivation. That is not because of external incentives or pressures, but because of internal driving forces. The motivation of internal motivation is the action itself.
Internal rewards can be difficult to handle. The internal motivation of motivating employees may not affect her colleagues. Examples of workplace motivation are: in order to learn and improve new technology, you must complete difficult tasks, be able to handle complex projects You should prove it to your boss. In addition, the various triggers that help you succeed, such as the desire for important things and the expectation or expectation of promotion, are loving your work or wanting to support the company, so you want to do your best(Makki Abid, 2017)
Curiosity stimulates the desire to explore and learn, just to learn and master. When challenged, people will maintain their commitment to achieving realistic goals and encourage them to stay at their best. People have an internal desire to be compensated, so when their efforts are concerned and appreciated by others, happiness itself is a kind of compensation. Working with others can meet the need to be part of a larger cause. Cooperation requires helping others and working together for common goals, thus providing a sense of achievement. Working with others can meet the need to be part of a larger cause. Cooperation requires helping others and working together for common goals, thus providing a sense of achievement.
In order to practice better internal motivation, we must find ways to identify the happy side of work and other hobbies or make tasks more enjoyable. Focus on your values, the purpose of your mission, and how it helps others find meaning. Set achievable goals, understand capabilities rather than external benefits, maintain your own challenges, and focus on helping people in need. Instead of focusing on winning, take part in a game and focus on friendship and your performance. Before starting a task, imagine the moment when you feel proud and successful, and reflect on this emotion when you try to complete the task(Kuvas et al., 2017)
These two types must be used together in the work for best results. However, due to the influence of excessive rationalization, external incentives should be used cautiously. If used improperly or too frequently, external incentives may damage internal incentives. If you reward a worthwhile activity, the reward may lose its value. External reinforcement is often seen by some as torture.
In a word, the difference between external motivation and internal motivation is that external motivation is more about financial rewards, status and recognition. In contrast, internal motivation is more about the glory of personal development, sense of responsibility and intention. In order for all employees to achieve results, you must strike a balance between the two rewards.
Impact of leadership on business results and civil rights
Salesman achievement refers to the ability of individuals or groups to achieve business objectives. Sales performance can be measured by operating revenue, customer ownership, or new customer groups. Organizational citizenship behavior is described as human behavior including spontaneous behavior and mutual help, and no reward or formal compensation is expected. Sales leadership is a habit related to sales efficiency. These tasks include planning, service telephone, mineral exploration, demonstration preparation, promotion, demonstration and release, etc. Leadership skills and techniques have proven to have a direct impact on sales performance behavior and organizational citizenship.
Departments and companies have experienced unprecedented economic conditions. Most sales teams are facing an unprecedented situation. Conversations about the new company are more difficult than ever. The goal is still very big. The layoff has led to a decrease in the number of people actually engaged in this work. The traditional sales team culture is digital, competitive and results oriented. In order to achieve hourly and regular goals, the team is always under pressure to achieve the best results. With the impact of the financial crisis, it is easy to understand why people only focus on short-term results and their own success, rather than the team. Business leaders and managers are still under pressure. They are conspicuous, easily injured and responsible for the team’s results. Instead of encouraging individuals to make their own choices, they tell people exactly what to do so they can choose quick solutions that lead to mistakes and bad decisions. This behavior encourages unhealthy competition among team colleagues.
The ability of a leader determines the sales performance, and the ability of a leader determines and conveys an attractive vision. Employees can relate emotionally to a clear and specific vision. In times of economic hardship, this is important for an organization’s survival plan. The ability of a leader determines the sales performance, and the ability of a leader determines and conveys an attractive vision. Employees can relate emotionally to a clear and specific vision. In times of economic hardship, this is important for an organization’s survival plan. This is an example of Executive Vice President Frank Pachetashler’s acquisition of Cleveland when it was in chaos. He can motivate the team, provide a clear vision for the team, and reverse the failed operation. Under unfavorable conditions, he performed well, used unconventional strategies to bring more sales, and transformed them into high-performance teams
People should know what is expected of them and how their actions will achieve the vision. This will ensure your dedication and participation, and let you understand that although short-term goals are important, you should focus on the future, growth, long-term consumer relations and creativity in the sales environment.
Wal Mart announced a net loss of $2 billion in the fourth quarter of fiscal year 2021 as of January 31, 2021. However, the operating revenue in the quarter was $5.5 billion, with total sales of $152.1 billion. In the fourth quarter of fiscal year 2021, the operating revenue increased by 3.1% year on year, while as shown in Figure 4, the total revenue increased by 8.6%. The net loss in the fourth quarter was partly due to income tax deductions of $1.4 billion and $1 billion. This statement is related to poor management and covid-19.
Figure 4: Wal Mart’s second quarter revenue – Wal Mart declaration
In order to enable employees to focus on achieving high results, business leaders must challenge them. Sales teams are notoriously difficult, but leaders should encourage employees to cooperate more and regularly share best practices and experiences. Encouraging individuals to make their own choices and find solutions to their problems can bring challenges to individuals, rather than relying on their leaders or bosses. Support is the third leading force. In a highly competitive sales team, supply often exceeds demand.
Sales leaders who focus on providing services that meet the needs of each customer can improve sales performance. They must understand how different people are affected by a stressful climate. In any case, the boss must provide sufficient help to the salesperson. The decline in Apple’s sales and profitability in 2018 was due to insufficient leadership. Apple currently expects sales of $84 billion(£ 66 billion), with a gross margin of 38%, down from $89 billion to $93 billion. Apple achieved $88.3 billion in the same period last year, with a gross margin of 42%. Many of Apple’s other companies will become “Apple”. Constrained ; because the app store and iTunes accounted for 14% of the sales in fiscal year 2018. Including the Mac, iPad and watch, not only the iPhone, but also accounted for 62.7% of Apple’s total sales in 2018, higher than 63.4% in 2016. Apple reported that sales increased gradually after 2013. After Steve Jobs resigned as CEO, the company experienced a slowdown in growth in 1990. ▲ Jobs returned to the company in 2001, launched iPod and iTunes, and gained more income. Despite the current novel coronavirus pandemic, the company’s revenue increased by $14.2 billion from 2019 to 2020. The figure below shows the change of Apple’s income from 2013 to 2020
Figure 5: Apple’s annual revenue from 2013 to 2020 – company registration
Motivation and development feedback are also important. People like to know that they can do well and better. Encouraging hard work and hard work is an incentive form that plays an effective role in many organizations. These two are essential for peak efficiency. Business leaders should create an atmosphere eager for feedback. Support can take many forms from preparation and development to one-to-one successful guidance.
For example, Jim Jensen, CEO of Grantree Future Rental Company and Around Trails, Inc., has achieved great success under the guidance and support of the sales team. He allows the new salesperson to observe him on the spot, feed back his weaknesses and find solutions.
The civic awareness and behavior of the organization are valued by leaders. Because they have improved individual productivity, unit performance, the ability to recruit the best employees and the ability to adapt to changing environments. For example, when sales representatives support each other on business related issues, the personal productivity of sales leaders will be improved. This allows leaders to spend more time on more effective activities, such as strategic planning, business process improvement, and valuable resource protection. They are very diligent. Because they need to free up leadership time, encourage leaders to assign more responsibilities to them, and require less supervision. In addition, the time of leaders will not be wasted on trivial matters, so it is also a manifestation of sports spirit. This leadership system has been widely used by Amazon for sustainable development.
Leaders must take measures to avoid difficulties for colleagues. This will help leaders avoid the abyss of “crisis” management and make positive suggestions for improving the efficiency of the unit until it is finally implemented. Organizational behavior is an attitude indicator that contributes to the company in other ways. For example, a good sense of citizenship, a positive attitude, good relations and cooperation with colleagues may lead to the results of the entire organization. For example, Wal Mart has maintained stable sales over the years by strengthening the training and development plans for sales personnel(Chinomona and Mofokeng, 2017).
Meikai has established a large-scale organization Meikai Cosmetics, with more than 200000 business staff and business managers. Through her clear vision and innovative sales leadership, she achieved sales of more than 300 million dollars a month.
As shown in Figure 6 below, covid-19 has a great impact on the repayment ability of the company’s loan balance. As shown in Figure 6, we can see that large organizations have larger funds, and they do not need to obtain too many loans. Therefore, their loan payment ability will not be greatly affected. It can be seen that SMEs, agriculture, manufacturing and service industries have been hit hardest in terms of loan repayment capacity. They may be capital intensive enterprises. As SMEs, they may not have the necessary funds and have to rely heavily on bank loans
Figure 6: S&P 500 Index of Corporate Loan Repayment Capacity; p Global information
In a word, people are the most valuable asset of an organization. When it comes to achieving financial goals, front-line sales personnel are still the center of attention. Leaders must meet challenges and help them. Except for the minimum business description specified in the contract, the organization cannot predict the overall business scope required to achieve the goal, so organizational citizenship behavior is an important part of employee productivity. The leader spends twice as much time on internal work as the director, and the seller can’t spend more than one third on sales. This allows the team to quickly and effectively implement the customer experience strategy through preparation, guidance, content, and communication.
COVID 19 Global leadership and prospects
Covid-19 brings a series of severe challenges to sales. These challenges require a structured framework for business leaders to understand and respond to Corona. When studying organizational change, it is important to consider social and technological variables. Covid-19 impact affects other variables, which also affect other sales variables. This article discusses the structural, social and technical problems caused by covid-19, their impact on sales, and how leaders deal with these problems.
The sales team is dealing with more and more health problems, such as the pressure and anxiety caused by the covid-19 pandemic. These issues affect your ability and trends to perform current tasks and acquire new knowledge and skills. The response of the sales leader was to comfort, increase accommodation, provide daily reports, and be patient with the sales team. The business leaders also encourage the salesmen to wash their hands, exercise and meditate regularly, and regularly limit the intake of caffeine and alcohol to keep healthy. Some organizations have reduced the working hours of operating personnel. In addition, some organizations temporarily and permanently fire sales personnel to minimize costs, while others recruit new employees from competitors’ retirees(Dean,(2020)). For example, due to the sharp reduction of passenger traffic, American Airlines applied for more than 50 billion dollars of support from the federal government. According to the International Air Transport Association(IATA), airlines may lose 11-19% of global passenger revenue by the end of the year. Figure 7 below shows the permanent and temporary dismissal of workers. It is observed that large organizations and service industries are laying off a large number of employees. This is not surprising, because the organization began to reduce costs when revenue and demand decreased sharply.
Figure 7: Department layoffs
The covid-19 pandemic is changing the speed and way of completing sales tasks. Many sales representatives perform tasks through digital channels. Due to the social distance and remote work brought by the Internet, digital networks are becoming more and more popular. Receiving and sending email, using social media, and virtual sales video conferencing all rely on digital communications. Changes in work will affect the relevance of specific technologies and capabilities. Leaders must revise the training plan, including training on the use of digital technology. These trainings will be conducted via video. To perform new tasks is to let them master new relevant skills.
Sales representatives will also provide services to customers, including updating order status and organizational operations changes, changing product distribution to meet new customer specifications, handling redirect queries from other organizational centers, and explaining new logistics challenges. Leaders are re arranging production tasks, including the implementation of future planned tasks, to optimize production efficiency. They are also changing their work schedules to adapt to the changes in the education schedule, and performing previously degraded tasks(Hartmann and Lussier(2020)).
Sales leaders and their teams must change customer preferences. This brings more sales efforts, valuable products and value propositions to the products. For example, we are committed to identifying and managing customer risks, and focusing on products with increased demand and potential customers. For example, the demand for medical equipment and supplies increases, and the demand for information privacy and security increases. They turn to low-cost procurement to minimize expenditure. The success of this change depends largely on the skills and capabilities of the Working Group.
It is also difficult for sales representatives to assess the operation status of the sales team and determine which users can get further support. Sales leaders are unable to conduct personal observation and dialogue, so they rely on technology to assess the team’s habits and requirements. The customer management system is used to track and support sales representatives and customers. Sales reps can also provide feedback on changes. For example, salespeople can communicate feedback from customers through virtual platforms to their leaders(Hartmann&Hlussier(2020)). This has led to business growth for technology companies. Alibaba’s Ding Talk, Byte Dance’s Lark and Tencent’s WeChat Function are examples of applications from other parts of the world that help people around the world work from home. The rankings of these applications are filled in by sensor towers. From January to February 2020, the downloads of three applications have increased over the same period last year, including Rake(6085%), Dinktalk(1446%), WeChat(572%), etc. The app IndingTalk developed by Alibaba will be listed in 2020.
Collaborative solutions such as relaxation and scaling will report record growth data. In March 2020, Microsoft’s monthly growth rate in Italy was 775%. Microsoft Virtual Company increased by 300%. The entertainment industry has also experienced a huge impact from personal blockade. Netflix application downloads in Italy increased by 60%, Spain by 30%, and the United States by 9%. Amazon’s high-end video usage has also increased. Video games are also becoming more and more popular. The usage of Verizon video games increased by 75% after being locked for one week. Digital game purchases increased by 11%
The covid-19 pandemic led to major structural changes. Quotas, workload targets and tasks, travel formulated before infectious diseases and other incentives are often no longer effective under current circumstances. This is usually because the above-mentioned large number of human and technological changes limit the performance, productivity and efficiency of the organization. The covid-19 pandemic is potential, which currently affects the usability, responsiveness, taste and purchase intention of customers. As a result, some sales leaders and companies are revising targets, quotas, workload requirements and tasks, forecasts and incentives to address concerns about maintaining fraud and improving sales staff welfare(Dean,(2020)).
According to UCTAD, covid-19 has brought a mixed fate to different network media service companies and e-commerce companies. Some e-commerce companies, such as Shopify, Amazon, Alibaba, and Zoom(not shown in the table below), increased their revenue by nearly 40-100% in the economy affected by covid-19, and the revenue of other network service companies related to travel and accommodation decreased. As shown in Figure 8 below, Uber dropped 10.9%, Expedia dropped 65.9%, Booking dropped 63%, and Airbnb dropped 37%.
Figure 8: Revenue comparison of online/e-commerce companies
During the crisis, people have been rethinking what sales success is and what they need. Of course, these trends will affect the business and personnel composition, causing the sales staff to adjust their own behavior, experience and ability according to the approved content, resulting in expected and unexpected adjustments. In addition, sales leaders also emphasize the development and implementation of new processes to digitally exchange physical and face-to-face shared documents and details. If one or more senior executives or sales executives fail to perform their duties, the company will face pressure to establish the continuity of the current operation plan(Hartmann and Lussier(2020)).
In a word, the covid-19 pandemic has brought challenges to sales personnel, prompting organizational leaders to think about new ways to maintain sales. Infectious diseases lead to telework, postponement of important meetings, border travel restrictions and mental health problems. This has led to insufficient inventory, supply chain collapse and logistics problems. Management has tried to transform into technology to solve some of these problems.
conclusion
In general, in the same organization, all forms of leadership can offset each other and require help to achieve development goals. Transaction leaders can ensure the smooth operation of the team, provide results immediately, and leadership encourages creativity and vision. This kind of leadership seriously affects the results of the organization. The management must ensure that all leadership models are unified throughout the organization to ensure balance within the organization. Considering the importance of all sales personnel in the organization, the organization should attach importance to the leadership model of the sales and marketing department to achieve the expected business objectives. At present, under extreme circumstances such as the novel coronavirus pneumonia pandemic, sales may decrease. Nevertheless, the resilience and innovation of leaders will continue to develop the organization and ultimately achieve the overall goals of the organization.
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