MKT 383 Quiz questions - Exam 2
A manufacturing firm might chose to recruit current employees to fill an opening in its sales department because: A) Company employees have established performance records B) Recruiting from within increases job turnover C) Internal recruits do not have to be paid as much D) Internal recruiting has no effect on employee morale E) Internal recruits require additional orientation and training in order to get them to stop thinking from a mnaufactureres perspective
A) Company employees have established performance records
During the _______ stage of the sales career path, the salesperson is likely to have lower expectancy estimates that are often inaccurate instrumentality perceptions A. Exploration B. Maintenance C. Plateauing D. Disengagement E. Establishmen
A) Exploration
Personal characteristics that might affect an individual's level of motivation include all of the following except: A) Her place in the organizational hierarchy B) Her age, family size and education C) Her personality D) Her job experience E) Her satisfaction with current rewards
A) Her place in the organizational hierarchy
Sally is a sales manager for a coffee distribution company. She is concerned about the ________________ and __________________ of her subordinate's expectancy perceptions. A) Magnitude, accuracy B) Magnitude, involvement C) Engagement, disengagement D) external impact, internal impact E) Stability, instability
A) Magnitude, accuracy
By pointing out both the attractive and unattractive aspects of a sales job and spelling out the qualifications and likely compensation, recruiters can A) Maximize self-selection among prospective employees B) Minimize competition with alternative employees C) Prevent discriminatory outsourcing D) Attract the maximum pool of candidates E) All of the above
A) Maximize self-selection among prospective employees
"Input measures" fall under which broad category of measures firms use to evaluate salespeople? A) Objective measures B) Subjective measures C) Output measures D) Output to input ratios E) None of the above
A) Objective measures
Which of the following selection tools is most commonly used by both small and large companies as they look for new salespeople? A) Personal interview B) Experience C) Reference checks D) Biographical information from application forms E) Intelligence, personality and aptidue tests
A) Personal interview
Which of the following statements about how personal characteristics can be used as predictors of sales performance success is true? A) Some personal variables such as personal history, family background, current marital status and vocational skills are related to differences in performance among salespeople B) Gender is an important factor for explaining the differences in performance across salespeople C) Sales aptitude and self-esteem explain the largest portion of the variance in performance across salespeople D) Physical apperance is a strong predictor of whether a canidate for a sales job will be a successful salesperson E) Maritial status, family status and financial status cannot be used as predictors of an individual's success in a sales job
A) Some personal variables such as personal history, family background, current marital status and vocational skills are related to differences in performance among salespeople
The text defines motivations as: A) The amount of effort the salesperson desires to expend on each activity or task associated with the sales job B) A constraint on a person's ability to perform a job C) The factor that determines whether a salesperson has the necessary native abilities to sell D) The individual's learned proficienciencies E) The rewards that are the result of each additional level of effort
A) The amount of effort the salesperson desires to expend on each activity or task associated with the sales job
Cost and sales analyses for evaluating salespeople: (A) Usually give the most representative indication of performance (B) Ignore many contributions that a salesperson might make (C) Inject bias into the evaluation process (D) Are the most common methods used by Fortune 1000 companies (E) Are accurately described by none of the above
B) Ignore many contributions that a salesperson might make
Most compensation plans credit a salesperson with a sale: A) When the order is accepted by the company, less any returns and allowances B) After payment is received from the customer C) Only after the goods have been shipped D) In a combined manner, where one-half of the sale is assigned when the order is received and the other half when the customer pays E) In a variety of ways with no one way being more popular than the other
A) When the order is accepted by the company, less any returns and allowances
The first decision that must be made when recruiting and selecting salespeople considers:' A) Who will participate in the process B) Whether the job description needs to be updated C) Setting salary parameters D) Where to find the job applicants E) Which selection tools will be used
A) Who will participate in the process
Competent sales training A. Delivers specific skills and techniques designed to enhance the salesperson's success B. Focuses on motivating salespeople C. Lowers the apathy threshold common among beginning salespeople D. Increases the self-evaluative program monitoring function E. All of the above
A. Delivers specific skills and techniques designed to enhance the salesperson's success
Which of the following statements accurately describes one of the problems sales managers face when trying to institute a sales training program is true? A. Lack of buy-in from frontline sales managers and salespeople B. Top management wants to fund more for measuring the benefits accrued from training than on the actual training C. Salespeople believe that on-the-job training is the best and only viable training method D. All sales training, including the development of sales training material, must be done in- house E. All of the above statements accurately describe the problems sales managers face when trying to institute a sales training program
A. Lack of buy-in from frontline sales managers and salespeople
Which of the following attributions of good performance does not have a positive impact on the magnitude of a salesperson's expectancy estimates? A. A stable internal factor B. A stable external factor C. An unstable internal factor D. An unstable external factor
An unstable external factor
One negative outcome of complex compensation and incentive programs is they may lead to ____________ among salespeople. A) Reduced benefits B) Confusion C) Increased perks D) Vertical salary compression E) Alternative salary complaints
B) Confusion
The most difficult part of the recruitment and selection process is: A) Conducting job analysis B) Determining the qualifications job prospects should have C) Writing the job descrpition D) Determining who should have the authority for making hiring decisions E) Deciding which recruitment selection tools to use
B) Determining the qualifications job prospects should have
Elizabeth is a sales manager for a golf products company. She has conducted a job analysis and written a job description. Next, she will A) Determine the number of applicant to consider B) Develop a statement of job qualifications C) Determine how many job applicants it needs to make a suitable job pool D) Write a job description E) Conduct interviews
B) Develop a statement of job qualifications
Different types of selling situations appear to require salespeople with: A) Consistent educational achievement B) Different personal traits and abilities C) A variety of references D) Experience and authority E) Psychological profiles consistent with the work requirements
B) Different personal traits and abilities
The variable that usually has the most impact on the magnitude of instrumentality estimates is the: A) Mental ability of the salesperson B) Firm's compensation plan C) Estimated lag-time from sales commitment to completion D) Degree of supervisory control E) Informal feedback system
B) Firm's compensation plan
Which of the following statements about the characteristics sales managers look for in potential salespeople is true? A) Company executive typically know what characteristics are needed and direct sales managers to hire individuals with those characteristics B) General sales experience is considered more relevant than specific product or industry experience C) Research has replaced opinions and experiences as the primary tool for selecting an individual who will be a successfu
B) General sales experience is considered more relevant than specific product or industry experience
Stephan perceives himself to be a talented, hard-working salesman with considerable self-esteem. As such is profitable that Stephan A) Values annual bonuses more than other salespeople in the organization B) Has a higher valence for higher-order; intrinsic rewards C) Is fooling himself D) Does not concern himself with perormance insturmentalities E) All of the above
B) Has a higher valence for higher-order; intrinsic rewards
One of the variables affecting sales performance is skill levels. What can a sales manager do to incorporate skill levels in his/her sales force? A) Carefully design recruitment and selection policies B) Improve training and supervision C) Reduce supervisory pressure D) Institute competitve rewards systems E) Organize logical and effective territory designs
B) Improve training and supervision
When recruiting salespeople, sales managers have often found A) Most college graduates are eager to get into sales B) People with no selling experience frequently have negative attitudes toward sales C) Martial problems make salespeople more determined to suceed D) Most firms do not need to actively recruit salespeople E) Firms in technology industries need engineers more than salespeople
B) People with no selling experience frequently have negative attitudes toward sales
One way to describe instrumentalities is, they are a salesperson's ______________ of the link between job performance and various rewards. A) Motivational expectations B) Probability estimates C) Price controls D) Earnings confirmations E) Performance attributes
B) Probability estimates
Title VII of the Civil Rights Act A) Has been unaffected by the political changes in the executive branch of the federal government B) Prohibits witholding jobs or promotions becuase of either customer preferences for salespeople of a particular race, or sex or presumed differences in turnover rates C) Applies to all private employers, no matter what the size of their organization D) Applies to both public and private employers with 20 or more employees E) Is administered by the US department of Justice
B) Prohibits witholding jobs or promotions becuase of either customer preferences for salespeople of a particular race, or sex or presumed differences in turnover rates
Vicon Pharmaceuticals spends considerable effort testing and interviewing candidates for their sales positions, determining which candidates have the traits and characteristics needed for success. Vicon has developed ________________ to use in choosing sales reps. A) Corporate visions B) Selection criteria C) Character references D) Performance indicators E) Industry guidleines
B) Selection criteria
The theories of Maslow, Alderfer and Herzberg: A) Are examples of other motivation theories that differ from expectancy theory by emphasizing the human element B) Suggest the greater a salesperson's satisfaction with attainment of low-order rewards, the higher the valence of increased attainment of higher-order rewards C) Can be used to explain why closer supervision can have a positive impact on the magnitude and accuracy of both expectancy estimates and instrumentality perceptions D) Can be used to explain the changes a salesperson experiences as he or she progresses down the sales career path E) Are useful in conjunction with leadership theories to explain what personal and environmental variables motivate an individual to become a successful leader
B) Suggest the greater a salesperson's satisfaction with attainment of low-order rewards, the higher the valence of increased attainment of higher-order rewards
Roger's company uses a combination salary compensation plan. The incentive portion of the plan will likely be small if A) All of the salespeople want it that way B) The compnay's products are largely presold through advertising C) The salary component is also small D) Selling skills is an important component to overall success E) All of the above
B) The company's products are largely presold through advertising
Which of the following statements about a straight salary compensation plan is true? A) Straight salary compensation is more commonly used with experienced salespeople than with the new sales recruits B) The major limitation of straight salary compensation is that financial rewards are not tied directly to any specific aspect of job performance C) Straight salary compensation plans do not give sales managers the flexibility they have with commission pland D) Straight salary compensation plans are most useful when management wants to motivate its salespeople to achieve short-run sales volume increases E) Straight salary compensation is inappropriate
B) The major limitation of straight salary compensation is that financial rewards are not tied directly to any specific aspect of job performance
Tristan us accessing the relationship between variations in personal characteristics of central salespeople and variations in their performance. He will use this information in selecting criteria for new sales referrals Tristan assumes: A) All salespeople are equal B) There is a cause and effect relationship between characteristics and performance C) Only high-performing salespeople will apply for the jobs D) There will be no significant difference in performance among his current salespeople E) There will be no significant difference in personal characteristics among the people who apply for the position
B) There is a cause and effect relationship between characteristics and performance
Which of the following statements about the expectancy theory and its components is true? A) Valence for performance is the perceived desirability of receiving more of a particular reward B) Valence for rewards considers the value of both extrinsic and intrinsic rewards C) Expectancy theory is the only theory that completely explains the motivation process D) Instrumentality is the perceived linkage b/w increased effort on some task such as developing sales presentations and improved performance E) Valence for performance determines a salesperson's motivation to expand on a given task
B) Valence for rewards considers the value of both extrinsic and intrinsic rewards
Ideally, sales training for new recruits will A. Assess the satisfaction needs of the new people B. Instill, in a relatively short period of time, a vast amount of knowledge C. Focus, almost exclusively, on the company's new products D. Create competition between experienced and new sales people E. All of the above
B. Instill, in a relatively short period of time, a vast amount of knowledge
A well-designed sales training program begins with: A. The development of a job description for the sales position B. A sales training analysis C. Determining the training objectives D. The establishment of a control group that will not undergo training E. The development of an evaluation system that will monitor the efficiency of each step of the training process
B. Sales training analysis
Research indicates that a salesperson's ______________ will more accurately perceive the linkages between effort and performance than the salesperson A) Family B) Coworkers C) Supervisor D) Vice President for marketing E) All of the above
C) Supervisor
The five keys for effective on-the-job informal training include: A. Teaming, lecturing, customer interaction, mentoring, peer-to-peer communication B. Teaming, meetings, customer interaction, mentoring, peer-to-peer communication C. Lecturing, coaching, customer interaction, mentoring, peer-to-peer communication D. Teaming, coaching, customer interaction, mentoring, peer-to-peer communication E. Teaming, meetings, customer interaction, mentoring, electronic training
B. Teaming, meetings, customer interaction, mentoring, peer-to-peer communication
The use of outside sources to develop and implement a training program is encouraged only if A. They have the best reviews in the industry B. They meet the objectives of the company C. They change the attitudes of the members of the sales force D. They entertain as well as train E. None of the above
B. They meet the objective of the company
Which of the following aptitudes us most relevant to the success of a person who is hired for a sales position? A) Personal Skills B) Math ability C) Cognitive abilities D) Sales aptitude E) Verbal intelligence
C) Cognitive abilities
The recruitment effort should: A) Encourage everyone who wants a job to apply B) Use communications that rely only the positive aspects of the job to the recruit C) Concentrate on sources that are most likely to produce the kind of people needed to fill the job D) Maximize the number of recruits E) Be used to create an applicant pool for later job openings that may not yet exist
C) Concentrate on sources that are most likely to produce the kind of people needed to fill the job
Primary responsibility for recruiting and selecting new salespeople for a firm is: A) Determined by the indusrty in which the salesperson will sell B) Always resolved by the head of the company's Human resources department C) Dependent upon the size of the sales force and the kind of selling involved D) Dependent upon the number of applicants expected for a job opening E) Determined by federal and discrimination legislation
C) Dependent upon the size of the sales force and the kind of selling involved
A personal history evaluation of exisiting sales force members: A) Is illegal under title VII of the civil rights act B) Indicates which types of personalities work best with specific target markets C) Helps to validate the selection criteria used by the hiring firm D) Determine which types of test are valid discriminators E) Should only look at those characteristics that made a person successful at his or her job
C) Helps to validate the selection criteria used by the hiring firm
Which of the following is NOT an output factor used to evaluate salespeople? A) Number of orders B) Average order size C) Number of calls D) Number of active accounts E) Number of cancelled orders
C) Number of calls
________________________ are management actions that primarily attempt to influence aptitude and personal characteristics A) Interviews and testing B) Aptitude and skill level C) Recruitment and selection policies D) Aptitude and motivation E) Training and supervision
C) Recruitment and selection policies
Which of the following is an example of an environmental characteristic that impacts the magnitude of a salesperson's expectancy estimates? A) The salesperson's overall level of self-esteem B) The salesperson's perceived ability to perform necessary tasks C) Restrictions on product availability due to raw material shortages D) The salesperson's previous sales experience E) None of the above
C) Restrictions on product availability due to raw material shortages
One of the variables affecting sales performance is motivation. What can a sales manager do to influence his sales force's level of motivation? A) Make sure that the company only recruits highly motivated individuals to salespeople B) Set up extensive and thorough training programs for all salespeople C) Set up a compensation and reward system that directly satisfies the needs of the members of the sales force D) Set up a management hierarchy based on wide spans of control E) Do any or all of the above
C) Set up a compensation and reward system that directly satisfies the needs of the members of the sales force
The three primary methods of compensating salespeople are: A) Commissions, bonuses and expense accounts B) Draws, prerequisites and contests C) Straight salary, straight commision and combination plans D) Straight nonfinancial incentives, bonuses and contests E) Straight commissions, straight contests and variable beenfits
C) Straight salary, straight commision and combination plans
The sales expense ratio combines salespeople's ______ and __________ A) Outputs; behaviors B) Effectiveness; attribution C) Bias; objectivity D) Inputs; results E) Effort; expense
D) Inputs; results
The instruction, "Do not permit your evaluation of one factor to influence your evaluation of another, will prevent _____________, from affecting a performance measurement rating form. A) Organizational use influences B) A lack of outcome focus C) The halo effect D) The central tendency effect E) Interpersonal bias
C) The Halo effect
As the technology and customers become more sophisticated, A) Sales managers hire younger workers B) Sales managers hire people with technical backgrounds C) The quality of the presentation must get better D) Industrial buyers are leaving the industry E) Interpersonal skills are becoming less important
C) The quality of the presentation must get better
Anauat finds his top salespeople hold reasonably consistent views concerning which activities are most important but his low-performing salespeople do not have similar views. Arnaut could consider A) Less restrictive supervision B) Eliminating time allocation schedules C) Using the high performing salespeople as a model for others D) Hiring only experienced salespeople E) Recruiting inexperienced salespeople that can be trained from the beginning to have accurate expectancy perceptions
C) Using the high performing salespeople as a model for others
Without a detailed up-to-date job description, a sales manager will have difficulty deciding A) When to hire people B) Which external resource people need to be involved C) What kind of personnel are needed D) How to construct a job analysis E) How to position the job relative to competing opportunities
C) What kind of personnel are needed
After determining who will participate in selecting new salespeople, the next decision is: A) Selling salary parameters B) Whether the job description needs to be updated C) Who has the authority to make hiring decisions D) Where to find the job applicants E) Which selection tools will be used
C) Who has the authority to make hiring decisions
Recruiters know that ______________________ enhance(s) the firm's ability to recruit and retain salespeople. A. Role-playing B. Off-the-job training C. Highly regarded sales training programs D. Sales training costs E. All of the above
C. Highly regarded sales training programs
In analyzing sales training needs, Toni knows that by reducing turnover rates she can A. Increase the size of the sales force B. Offer alternative electronic bill paying systems to her staff C. Improve customer continuity D. Increase training costs E. None of the above
C. Improve customer continutity
The content of a sales training program for new salespeople is affected by: A. Budgetary limitations B. Industry standards and organizational culture C. Needs and the aptitudes of the recruits D. Top management prejudices E. Industry standards and complexity of product(s) being sold
C. Needs and the aptitudes of the recruits
Which of the following describes a disadvantage associated with classroom training? A. Interaction with other salespeople B. The ability to use audiovisual materials C. The cost and time requirements D. Standardization of the training materials E. Use of executive time
C. The cost and time requirements
Most sales managers recognize that with regard to experienced sales personnel A. Little effort is needed since they are experienced B. Market dynamics allow these salespeople opportunities to control their sale techniques C. Training is a never-ending D. Product lines rarely change so experienced salespeople rarely need to change E. Continually train each other minimizing the need for formal training
C. Training is never-ending process
The chances that a salesperson will quit or be fired in their first five years are: A) 1 in 100 B) 90 out of 100 C) Almost 100 percent D) 50 out of 100 E) Almost zero percent
D) 50 out of 100
An extreme view of financial rewards argues that: A) Linking pay to performance can have a negative effect on motivation B) Employees become less interested in what they are doing C) Extrinsic motivation undermines intrinsic motivation D) All of the above E) None of the above
D) All of the above
Which of the following is a characteristic of a highly motivated salesperson? A) Takes initiative B) Expands effort C) Is persistant D) All of the above E) None of the above
D) All of the above
Because of the cost and time involved in recruiting and evaluating candidates for sales positions, the goal should be to: A) Maximize the number of canidates B) Attract only external canidates C) Attract only internal canidates D) Attract a few good canidates E) Choose only canidates who live near the home office
D) Attract a few good canidates
Which of the following statements about the external sources for job recruiting is true? A) Salespeople are poor sources B) Ethical issues are not important when finding the right recruit for the job C) Advertising is a very selective method for attracting job applicants D) Colleges are a common source of recruits for firms that require salespeople with sound mental abilities or technical backgrounds E) Employment agencies are typically used for hiring experienced salespeople to sell highly technical and very complex products
D) Colleges are a common source of recruits for firms that require salespeople with sound mental abilities or technical backgrounds
Which of the following statements about methods of measuring a salesperson's performance is true? A) Number of days worked X calls per day is used to determine a salesperson's optimum territory size B) Non-selling activities are hard to measure because the data must be collected from current and potential customers C) A salesperson who makes 30 calls (20 planned and 10 unplanned) and collects 24 orders has a batting average of .8 and a planned call ratio of .2 D) Days worked = call rate X average order size = sales E) Account share is a key measure for companies that rely on team selling
D) Days worked = call rate X average order size = sales
When asked "what type of sales representatice has a tougher time make sales"? sales managers most frequently stated, salespeople who A) Speak too fast B) Have a heavy accent C) Are older D) Dress sloppily E) Are overweight
D) Dress sloppily
The potentially most useful approach to defining sales aptitude and evaluting a person's potential is to: A) Gain all the demographic information possible from the job canidate B) Establish the person's aptitude and if and where any training is needed for a general sales position C) Match the salesperson in terms of demographics, personality and attitude with the customer he or she will be calling on D) First determine the kinds of tasks involved in a specific sales job E) Rely on managerial opinion and experience in the selection process
D) First determine the kinds of tasks involved in a specific sales job
The less salespeople believe they have internal control over their life, the A) Greater they enjoy management B) Lower their performance anxiety C) Higher their performance plateau D) Lower their magnitude of instrumentality estimates E) More they will demand in salary
D) Lower their magnitude of instrumentality estimates
Which of the following is NOT one of the personality types in the Sales Management Ennegram personality tool? A) Achiever B) Team Player C) Perfectionist D) Non-conformist E) Ethusiast
D) Non-conformist
______ is behavior evaluated in terms of its contribution to the goals of the organization A) Attribution B) Retribution C) Bias D) Performance E) Selling
D) Performance
The primary objective of a sales contest is to: A) Encourage the development of a long-term emphasis on non-selling activities B) Adjust differences in territory potential C) Satisfy salespeople's security needs D) Stimulate additional effort targeted at achieving specific short-term goals E) Reward experience and competence
D) Stimulate additional effort targeted at achieving specific short-term goals
In 360-degree sales performance feedback, which of the following people would NOT be included? A) The customer B) The sales team C) The sales manager D) The competitors E) The delivery personnel
D) The competitors
Warren is deciding what proportion of his salespeople's compensation should be incentive pay. He should base his decision on A) The financial needs of his salespeople B) When the company wants to expand C) Which salespeople he wants to retain D) The degree of relationship selling involved in the job E) Who his sales people call on
D) The degree of relationship selling involved in the job
Which of the following personal charactersitics is the best predictor of sales success? A) The salesperson's sex B) The salesperson's ethnic background C) The result of the salesperson's intelligence test D) The salesperson's personal history and family background E) Results of sales aptitude test
D) The salesperson's personal history and family background
Which of the following is NOT typically included in a job description for a sales job? A) The mental and physical demands of the job B) The nature of the products to be sold and the type of customers to be called on C) The specific tasks and responsibilities to be carried out D) The size of the sales force and existing salary structure E) The environmental pressures and constraints the might influence how the job is performed
D) The size of the sales force and existing sales structure
When the firm considers the sales force a training ground for sales and marketing managers, ____________________ may participate in the recruiting process to ensure new salespeople have management potential. A) Recruiting specialists B) Production managers C) Marketing consultants D) Top-level managers E) Vice-president of the finance department
D) Top-level management
When the firm considers the sales force a training ground for sales and marketing managers, ____________________ may participate in the recruiting process to ensure new salespeople have management potential. A) Recruiting specialists B) Production managers C) Marketing consultants D) Top-level managers E) Vice-president of the finance department
D) Top-level managers
One way to describe attempts to improve the accuracy of expectancy estimates of salespeople in: A) Ceteris paribus B) The peter principle C) All's fair in love and war D) Work smarter not harder E) Run to a round house; they can't corner you there
D) Work smarter not harder
Nicole is part of a recruiting and selection team for her company's sales force. After conducting a job analysis, her next step will be to A) Determine salary parameters B) Develop a statement of job qualifications C) Determine how many job applicants it needs to make a suitable job pool D) Write a job description E) Conduct interviews
D) Write a job description
To get the most out of each training dollar, researchers recommend managers should A. Train the right people for the right jobs B. Focus on the highest potential personnel C. Identify those that can benefit most from training D. All of the above E. None of the above
D. All of the above
Sales training on ethical and legal issues will most likely: A. Improve sales performance B. Reduce company turnover C. Improve customer knowledge D. Reduce legal costs E. All of the above
D. Reduce legal costs
Which of the following statements about sales training is true? A. When the human resources department is determining training needs, only the field sales managers need to be contacted because they work in such close proximity with the sales force B. Attitudinal studies should never be used to determine content of a sales training program C. On average, top management is more supportive of sales training activities than any other group in an organization D. Setting specific, realistic and measurable objectives adds credibility to the sales training program E. When profits are down, sales training programs are typically one of the last areas to find their funding reduced
D. Setting specific, realistic and measurable objectives adds credibility to the sales training program
When appraisals of salespeople __________________ job satisfaction increases. A) Provide clear criteria B) Meet the approval of salespeople C) Are perceived as fair D) Used in determining rewards E) All of the above
E) All of the above
Which of the following is a good external source for finding job recruits? A) Customers B) Current salespeople C) Educational institutions D) Employment agencies E) All of the above
E) All of the above
Which of the following statements describes a disadavantage inherent in the straight commission compensation plan? A) It give sales reps little financial security B) It provides sales managers with minimal control over their sales forces C) It can cause sales reps to provide inadequate service to smaller accounts D) It makes selling expenses less predicatable E) All of the above statements describe disadvantages inherent in the straight commission compensation plan
E) All of the above statements describe disadvantages inherent in the straight commission compensation plan
Long Enterprises makes and sells x-ray equipment. It needs to hire three new salespeople with specific qualifications and abilities. The company decided to have a company __________ participate in the hiring process with the sales manager. A) Determine salary parameters B) Develop a statement of job qualifications C) Determine how many job applicants it needs to make a suitable job pool D) Write a job description E) Conduct a job analysis
E) Conduct a job analysis
In order to generate interest and enthusiasm for a sales contest, companies should: A) Launch the contest with fanfare advertising for it B) Recognize and publicize the winners after the contest C) Give each salesperson frequent feedback on his or her progress D) Have an exciting theme to build enthusiasm E) Do all of the above
E) Do all of the above
To avoid or at least minimize, potential problems associated with using intelligence, aptitude and personality tests as selection criteria, sales managers should: A) Only test applicants on the abilities and traits that have been determined relevant for the specific job B) Conduct empirical studies to ensure that the tests are valid predictors of the applicant's future performances C) Use built-in consistency checks D) Assume that test scores are only one input in the selection decision E) Do all of the above
E) Do all of the above
The four stages that make up the sales career path are: A) Exploration, establishment, plateauing, and disenfranchisement B) Entry-level growth, plateauing and termination C) Exploration, growth, maintenance and attrition D) Exploration, growth, maturity and disengagement E) Exploration, establishment, maintenance and disengagement
E) Exploration, establishment, maintenance and disengagement
Which of the following questions CANNOT be legally asked during a job interview? A) Do you have a college degree? B) How long have you worked for your previous employer? C) What characteristics do you have that you think make you suited for a job in sales? D) What kind of extracurricular activities did you participate in while in school? E) Hold old are you?
E) How old are you?
One of the variables affecting sales performance is organizational and environmental factors. What can a sales manager do to incorporate this in their sales management strategy? A) Design recruitment and selection policies B) Improve training and supervision' C) Reduce supervisory pressure D) Institute competitive rewards systems E) Organize logical and effective territory designs
E) Organize logical and effective territory designs
Historically, commissions have been based on___________, but it is becoming more popular to base commissions on________________. A) Straight salary; profit B) Expenses; volumes C) Sales volume; expense account draws D) Contests; volume E) Sales volume; profitability
E) Sales volume; profitability
Interpersonal bias, lack of an outcome focus and the halo effect are all problems encountered with: A) Marketing audits B) Cost/profitability analysis C) Performance measures based on a salesperson's service record D) The BARS system E) Subjective performance ratings
E) Subjective performance ratings
Allen is a senior manager in a technology company. He knows his salespeople need constant training but also knows the company's training goals face significant obstacles including A. Top management not dedicated to sales training B. Lack of buy-in from salespeople C. Salespeople's lack of understanding of training objectives D. Salespeople's lack of connection between training and specific tasks E. All of the above
E. All of the above
Warren and Dawn are developing a measurement system for the sales training they are about to implement. When developing the measurement system, they will address the question of A. What do we want to measure? B. When do we want to measure? C. How do we do it? D. What measuring tools are available? E. All of the above
E. All of the above
When developing a sales training program, sales managers must consider: A. Who should be trained B. Whether the training should be on-the-job or formal C. What should be the primary emphasis in the training program D. How should the training process be structured E. All of the above
E. All of the above
Will Presley sells management training classes to entrepreneurs and Fortune 1000 companies. Last quarter his sales were very disappointing. When asked, he admitted that his poor performance was directly related to his wife having a new baby. He had not the time to devote to sales that he should have. As a result of Will's poor performance in the last quarter, which of the following is likely to occur. A. His expectancy estimates will be higher and his instrumentality estimate will remain the same B. His instrumentality estimates will be lower and his expectancy estimates will remain the same C. His expectancy estimates for the next quarter will be lower D. Neither her expectancy nor instrumentality estimates will change E. His expectancy estimates for the next quarter will be higher
E. His expectancy estimates for the next quarter will be higher
Another name for on-the-job training is A. Videoconferencing B. Internet classroom method C. Case studies D. Role playing E. Learning by doing
E. Learning by doing
In most sales organizations, the total compensation comprises several components, A) All focused on either sales volume or gross profit margin B) Each coordinated to minimize bonuses while maximizing sales C) Each designed to achieve the same objective D) Each desinged to achieve a different objective E) All of the above
Each designed to achieve a different objective
Studies of sales force compensation indicate A) Straight commissions works best B) Straight salary plus bonuses is most effective C) Everything from salary to commissions to various nonfinancial factors motivate salespeople D) Carefully designed sales compensation plans requires years to develop but once designed will work indefinitely E) When people want to work the compensation plan does not matter
Everything from salary to commission to various non financial factors motivate salespeople
Bonuses are most always tied to A) Commissions B) Draws C) Quotas D) Benefits E) Expense accounts
Quotas
Which of the following statements about the stages in the sales career path is true? A) Salespeople in the exploration stage would typically have-high valences for higher-order rewards and higher expectancies than salespeople at other stages B) Salespeople in the establishment stage have the highest valence for promotion and recognition C) The point at which a salesperson would be resigned to remaining in sales would be in the establishment stage D) Job performance is typically poot in the establishment stage E) Personal commitment to the job is usually highest in the exploration stage
Salespeople in the establishment stage have the highest valence for promotion and recognition
