The most serious disadvantage of a straight-salary compensation plan is
a. that it builds little in the way of salesforce loyalty or commitment to the company.
b. that differences in salary levels among sales-people are often a function of seniority on the job instead of true merit.
c. that they offer little financial incentive to perform past a merely acceptable level.
d. the financial burden the firm suffers if the market declines or stagnates.
e. that high-pressure, non-customer-oriented sales techniques are often used to boost total sales.
Answer: C
Sales Management
- The sample statement, "Management is progressive," used in the INDSALES scale would be attempting to measure this dimension of job satisfaction:
- Which of the following statements regarding the use of the scale termed INDSALES is false?
- The dimensions of job satisfaction that the INDSALES scale attempts to measure include all of the following except
- Research results have consistently found ____ relationship between salesperson job satisfaction and turnover.
- The potential cause of salesperson performance problems in meeting profitability quotas might be
- According to the text, all of the following should be done when using performance information to identify potential problems where salespeople need to improve for better performance in the future except
- When attempting to use the diagnostic information provided by salesperson-evaluation methods the major difficulty is in
- The initial use of the information provided by the various salesperson performance evaluation methods is
- Which of the following was not found to most influence a sales team's success?
- When conducting performance appraisals, which of the following may lead to a discriminatory appraisal lawsuit?
- The evaluation method indicated by the following example is the "Set up a scale from 1 to 10 with a rating of 3 suggesting that the salesperson could be expected to half-heartedly contribute to the team effort to accomplish goals."
- This evaluation procedure uses salespeople to identify important performance results and the critical activities and responses necessary to achieve these results:
- Behaviorally anchored rating scales (BARS) are a unique evaluation procedure because they are the only method that
- The mutual setting of well-defined and measurable goals within a specified time period is a concept incorporated into this type of performance evaluation method:
- The ____ ranks all salespeople according to relative performance on each performance criterion.
- This method of salesperson performance evaluation has been described as having problems related to the "halo effect":
- The following is an excerpt from this type of performance evaluation method: Returns customers' calls the same day Almost Never 1 2 3 4 5 Almost Always NA
- Which of the following statements regarding the graphic rating/checklist method of performance evaluation is false?
- Relative to the graphic rating, MBO and BARS performance evaluation methods, which of the following statements is false regarding the ranking method of performance evaluation?
- While other methods of performance evaluation were rated very good on job relatedness and reliability criteria, this method received a poor rating:
- Practicality, as a characteristic of salesperson performance evaluation methods, can be defined as
- Reliability, as a characteristic of salesperson performance evaluation methods, can be defined as
- Discriminability, as a characteristic of salesperson performance evaluation methods, can be defined as
- Standardization, as a characteristic of salesperson performance evaluation methods, can be defined as
- Validity in the salesperson evaluation method is necessary because it ensures that