Career Development Assignment#3

Sara Rothenberg
Dr. Kenny
MAN-2100-OL009
2 June 2024
Career Development Assignment #3
In general, Avon aligns with the outcome--oriented dimension of organizational culture.
Its “Rewards and Recognition” (Avon 2024) page makes that fact clear. As that page explains,
representatives who “reach Premier Level ($5,000 in annual sales)” (Avon 2024) will receive
“extra perks and...earnings” (Avon 2024). Concomitantly, those who earn at least “$10,000”
(Avon 2024) will procure “major rewards, exclusive events and...trips” (Avon 2024). More
specifically, Avon’s “Premier Level” (2023) web page describes the ones that relate to its tier.
Those who reach that level will receive “commissions of 30% on all Beauty and 20% on Fashion
& Home” (Avon 2024). Concurrently, Avon also offers “incentives” (Avon 2024), as mentioned
on their “Incentives Hub” (Avon 2024) page, for representatives who meet a quota. Together,
these facets entail that Avon’s business centers around its representatives' sales. Within the “Key
Dimensions of Organizational Culture”, as defined by Lumen Learning, they ensure that Avon is
“outcome--oriented” (Lumen Learning n.d.). In that type of business, “employees are trained to
sell products, and they are evaluated on their sales performance” (Lumen Learning n.d.).
The most important entities that influenced Avon’s culture include capitalism and pro--
independence sentiments. For one thing, capitalism influenced it because capitalism rewards
successful sellers. It also penalizes those who fail to do so. While this principle typically applies
to commodities, it can also apply to labor. The company exhibits that characteristic since it
rewards successful performers and denies benefits to underperformers. Germanely, it cancels
representative status for those who fail to sell enough products. Accordingly, it does not pay
commission to those who incur orders of less than $40. Indeed--it only pays representatives who
sell orders of $40 or more a percentage of every order. Nonetheless, Avon’s culture also, though
less prominently, aligns with contemporary pro--independence mores. Relevantly, Avon’s
requirements for hire are not particularly stringent. Its “Business Policies and Procedures for
Avon Independent Sales Representatives” article demarcates them, and also divulges their laxity.
True, they do mandate that “Only one Contract/account is allowed per Individual” (Avon 2024).
Avon also possesses an age minimum of “18 years of age and the age of majority in their state of
residence” (Avon 2024). Additionally, they require representatives to “live, be authorized to run
a business, and have an address to which...items may be sent, in the United States of America,
the District of Columbia, Guam, or Saipan” (Avon 2024). Furthermore, each representative must
“provide a valid email address not already associated with another Avon Representative” (Avon
2024) and “establish their Avon account in their legal name” (Avon 2024). Avon also requires its
representatives to provide “unique contact information” (Avon 2024) and maintain
“current...information" (Avon 2024). Finally, they also mandate that “Representatives…register
for an Avon Wallet account to receive any payments, incentives, or rewards” (Avon 2024). In
comparison to the requirements for other professions, they are not difficult to fulfill. Hence,
anyone who fulfills them can work for Avon, albeit only as “independent contractors” (Avon
2024). This quality actually matches modern demands for democratization of the workforce.
The company could enhance its culture by paying on every order that representatives
procure from others. Even commissions (i.e. percentages) themselves would still fulfill that
purpose. It would indeed align with contemporary demands for fair enterprise. It would make
Avon a more desirable place to work by helping its representatives earn more. Provisions would
boost satisfaction, which would make the company’s culture more positive. Optimism cannot
exist without psychological stability.
Aspects of a company’s culture that Sara would insist on are respect and consistency. She
would insist on respect because it creates a peaceful place to work in. Ergo, it helps her be more
productive. She would also insist on consistency because it helps her stay organized. Since she
has ADHD, she often struggles with learning new things. Her proclivity to get distracted makes
paying attention and memorizing information difficult. Hence, tasks that do not require much
novel learning are ideal for her.

Sara Rothenberg
Dr. Kenny
MAN-2100-OL009
2 June 2024
References List
1. Lumen Learning. (n.d.). Key Dimensions of Organizational Culture. Lumen Learning.

Key Dimensions of Organizational Culture | Principles of Management
(lumenlearning.com)
2. The Avon Company. (2022, March 15). Business Policies and Procedures for Avon
Independent Sales Representatives. The Avon Company. Business Policies and
Procedures for Avon Independent Sales Representatives
3. The Avon Company. (2024). Incentives Hub. The Avon Company. Incentives Hub
(avon.com)
4. The Avon Company. (2023, April 19). Premier Level. The Avon Company. Avon -
Premier FAQs
5. The Avon Company. (2024). Rewards and Recognition. The Avon Company. Rewards
and Recognition | Avon (bing.com)

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Sara Rothenberg

Career Development Assignment #3

In general, Avon aligns with the outcome--oriented dimension of organizational culture.

rewards successful performers and denies benefits to underperformers. Germanely, it cancels

less prominently, aligns with contemporary pro--independence mores. Relevantly, Avon’s

representatives to provide “unique contact information” (Avon 2024) and maintain

“current...information" (Avon 2024). Finally, they also mandate that “Representatives…register

exist without psychological stability.

novel learning are ideal for her.

1. Lumen Learning. (n.d.). Key Dimensions of Organizational Culture. Lumen Learning.

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