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47 Cards in this Set
- Front
- Back
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Define Perceived Role Conflict.
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Happens when a salesperson thinks that the role demands by 2+ of his role partners are incompatible.
Therefore he can't satisfy them all at the same time. |
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Name the 5 Factors of a Salesperson's Performance.
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1- Role perceptions
2- Aptitude 3- Skill level 4- Motivation 5- Personal/Organizational/ Environmental variables |
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What are the 3 Dimensions of Role Perceptions?
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1- Perceived role conflict
2- Perceived role ambiguity 3- Role inaccuracy |
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Define Perceived Role Ambiguity.
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Happens when a salesperson thinks he does not have enough information to perform a job right.
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Define Role Inaccuracy.
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Degree to which a salesperson's perceptions of the demands of his role partners are not right.
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Define Motivation.
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How much effort a SP wants to put into each task associated with the job.
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An SP's motivation to put effort into a task is a function of their... (2)
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1- Expectancies
2- Valences for performance |
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Define Valences for Performance.
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An SP's perception of the desirability of improving performance.
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Define Instrumentalities.
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An SP's belief that improved performance will result in rewards.
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Define Valences for Rewards.
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An SP's perception of the desirability getting bigger and better rewards due to better performance.
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An SP's Valence for performance is a function of their... (2)
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1- Instrumentalities
2- Valences for rewards |
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What are the 2 ways that Organizational, Environmental and Personal Factors influence Sales Performance?
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1- Facilitating performance
2- Influencing performance |
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Define Magnitude of Expectancies.
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Expectancy based on the ability to control the performance needed.
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Define Accuracy of Expectancies.
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Based on a person's understanding of the link between effort and achievement.
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Define Accuracy of Instrumentalities.
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Based on the clear perception of the relationship between:
- improvement - achievement - rewards |
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Define Magnitude of Instrumentalities.
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Estimate of the value of a company's compensation plan.
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Define Job Satisfaction.
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The parts of the job that SPs find rewarding and satisfying.
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Define Extrinsic Satisfaction.
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Based on extrinsic rewards.
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Define Intrinsic Satisfaction.
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Based on intrinsic rewards.
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Name the 7 Dimensions of Job Satisfaction.
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1- The job itself
2- Pay 3- Company policies and support 4- Supervision 5- Co-workers 6- Promotion and advancement 7- Customers |
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What are the 3 Stages of a Salesperson's Role?
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1- Role partners communicate expectations
2- SP develop perceptions 3- SP convert perception to behaviors |
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Name 5 factors that Affect the Salesperson's Role.
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1- Boundary position
2- The remote sales force 3- Interaction with many people 4- Selling in a team 5- Innovative role |
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Define Salary.
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A fixed sum of money paid at regular intervals.
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Define Commission.
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A payment based on short-term results.
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Define Bonus.
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A payment made due to an achievement or exceeding performance expectations.
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Name the 3 Reasons for Salary.
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1- Motivation on non-selling activities
2- Adjust for differences in territory potential 3- Reward experience and competence. |
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Name the 2 Reasons for Commissions.
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1- Motivates a high selling effort
2- Encourages sales success |
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Name the 3 Reasons for Bonuses.
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1- Directs effort towards objectives
2- Gives more rewards to top seller 3- Encourages sales success |
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What is the Main Reason for Having Sales Contests?
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Makes sales team put more effort into short term objectives.
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Name the 2 Reasons for Benefits.
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1- Satisfies SP's security needs
2- Match offers of competition |
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Name:
3 Situations Where a Straight Salary is Useful. 4 Advantages 3 Disadvantages |
Useful:
1- New sales rep 2- New sales territories 3- When sales rep has to do non-selling activities. Advantages 1- Max security 2- Control over reps 3- Easy to give 4- Predictable expenses Disadvantages 1- No incentive 2- Requires close supervision 3- Selling expenses always stay the same (even during sales declines) |
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Name:
3 Situations that a Straight Commission is Useful. 3 Advantages 4 Disadvantages |
1- Aggressive selling
2- Minimal non-selling tasks 3- When firm can't closely control sales team. Advantages 1- Max incentive 2- Managers can encourage sales team 3- Selling expenses relate directly to resources. Disadvantages 1- Little security 2- Little control over reps 3- Reps may perform badly 4- Selling costs not predictable |
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Name:
2 Situations that a Combination of Salary and Commission are Useful. 4 Advantages 2 Disadvantages |
1- Similar sales territories
2- Incentive and control Advantages 1- Some security 2- Some incentive 3- Selling expenses vary 4- Mgr has control over non-selling stuff Disadvantages 1- Selling expenses less predictable 2- Difficult to give out |
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What are 5 factors that are part of the Equation that Influences Performance?
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1- Compensation
2- Training 3- Mgt. practices 4- Structure 5- People |
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Define Behavior.
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What ppl do.
Task they put effort into. |
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Define Performance.
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Behavior evaluated by contributions to goals of the company.
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Name 2 Performance Evaluation Measures.
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1- Objective
2- Subjective |
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Define Objective Measures.
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Show stats the sales manager gather from company data.
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Define Subjective Measures.
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Relying on personal evaluations by the sales manager and others.
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What are the Output Components that are used to Evaluate Salespeople.
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1- Orders
2- Accounts |
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What are the Input Components that are used to Evaluate Salespeople.
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1- Calls
2- Time utilization 3- Expenses 4- Non-selling activities |
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What do Ratios do?
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Its a combination of an SP's input and output to give insight and help evaluate SPs.
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Name 3 Ratio Measures.
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1- Expense ratios
2- Account development and servicing ratios 3- Call activity and productivity ratios |
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Name 5 Typical Attributes on Appraisal Forms.
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1- Sales results
2- Job knowledge 3- Management of territory 4- Customer and company relations 5- Personal characteristics |
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Name 7 Ways to Avoid Errors in Performance Evaluation.
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1- Read attribute definition
2- Don't overrate 3- Be objective 4- Don't let your eval of one factor influence any other 5- Base rating on observed performance 6- Rate SP on success or failure 7- Have good reasons |
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What are the BARS Systems?
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Behaviorally anchored rating scale.
Concentrates on the criteria the individual can control. |
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Explain a 360 Degree Performance Feedback.
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Integrates feedback from customers, team members, manager and the sales person.
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