The sample statement, "Management is progressive," used in the INDSALES scale would be attempting to measure this dimension of job satisfaction:

The sample statement, "Management is progressive," used in the INDSALES scale would be attempting to measure this dimension of job satisfaction:

a. pay.
b. promotion and advancement.
c. customers.
d. company policy and support.
e. the job.















Answer: D

Which of the following statements regarding the use of the scale termed INDSALES is false?

Which of the following statements regarding the use of the scale termed INDSALES is false?

a. It is a scale for evaluating the job satisfaction of salespeople.
b. In using the scale, salespeople indicate their level of agreement with a number of statements concerning their particular sales job.
c. The scale uses statements designed to measure satisfaction in five general areas.
d. The answers salespeople give to the scale statements are summed to form an overall salesperson satisfaction score.
e. Sales managers can view the dimensional scores for each salesperson if they choose.












Answer: C

The dimensions of job satisfaction that the INDSALES scale attempts to measure include all of the following except

The dimensions of job satisfaction that the INDSALES scale attempts to measure include all of the following except

a. company policy and support.
b. the job.
c. customers.
d. fellow workers.
e. competitor sales jobs.














Answer: E

Research results have consistently found ____ relationship between salesperson job satisfaction and turnover.

Research results have consistently found ____ relationship between salesperson job satisfaction and turnover.

a. no direct
b. a positive
c. very little
d. a negative
e. a parallel













Answer: D

The potential cause of salesperson performance problems in meeting profitability quotas might be

The potential cause of salesperson performance problems in meeting profitability quotas might be

a. too little effort.
b. poor account coverage.
c. high selling expenses.
d. high gross margins.
e. poor quality of effort.
















Answer: C

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

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

a. evaluate salespeople against relevant performance criteria.
b. compare salesperson evaluations to identify problem areas.
c. investigate problem areas to identify causes of performance problems.
d. report problem areas to top management.
e. determine sales management actions to eliminate causes of future problems and to solve existing problems.













Answer: D

When attempting to use the diagnostic information provided by salesperson-evaluation methods the major difficulty is in

When attempting to use the diagnostic information provided by salesperson-evaluation methods the major difficulty is in

a. reviewing the performance of each individual salesperson against each relevant criterion.
b. attempting to summarize the results across all salespeople being supervised.
c. isolating the specific causes of low performance.
d. determining which salespeople are not meeting their sales quotas.
e. making determinations as to the levels of performance that must be met to deserve special recognition and rewards.














Answer: C

The initial use of the information provided by the various salesperson performance evaluation methods is

The initial use of the information provided by the various salesperson performance evaluation methods is

a. to identify potential problems in training.
b. to determine the absolute and relative performance of each salesperson.
c. to identify areas where salespeople need to improve for better performance in the future.
d. to use the information to improve the overall operations of the sales organization.
e. to determine which salespeople are eligible for reward disbursements, special recognition, promotions, etc.














Answer: B

Which of the following was not found to most influence a sales team's success?

Which of the following was not found to most influence a sales team's success?

a. start-up support
b. team quotas
c. top management support
d. cross-team communication
e. provision of training














Answer: B

When conducting performance appraisals, which of the following may lead to a discriminatory appraisal lawsuit?

When conducting performance appraisals, which of the following may lead to a discriminatory appraisal lawsuit?

a. Observing salespeople performing their work.
b. Basing the appraisal system on behaviors or results.
c. Conducting reviews at least once a year.
d. Using different rating forms for rating different salespeople.
e. Bringing in a third party for sensitive evaluation meetings.














Answer: D

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."

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."

a. graphic rating/checklist method.
b. ranking method.
c. management by objectives (MBO).
d. behaviorally anchored rating scale (BARS).
e. team-evaluation consensus.













Answer: D

This evaluation procedure uses salespeople to identify important performance results and the critical activities and responses necessary to achieve these results:

This evaluation procedure uses salespeople to identify important performance results and the critical activities and responses necessary to achieve these results:

a. graphic rating/checklist method.
b. team-evaluation consensus.
c. management by objectives (MBO).
d. behaviorally anchored rating scales(BARS).
e. assessment-center method.













Answer: D

Behaviorally anchored rating scales (BARS) are a unique evaluation procedure because they are the only method that

Behaviorally anchored rating scales (BARS) are a unique evaluation procedure because they are the only method that

a. tries to link salesperson behaviors with specific results.
b. tries to link salesperson behaviors with promotability.
c. attempts to correlate sales-training methods with sales results.
d. uses behavior to predict a salesperson's level of motivation.
e. tries to link salesperson attitudes with their performance.















Answer: A

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 mutual setting of well-defined and measurable goals within a specified time period is a concept incorporated into this type of performance evaluation method:

a. graphic rating/checklist method.
b. ranking method.
c. management by objectives (MBO).
d. behaviorally anchored rating scale (BARS).
e. team-evaluation consensus.













Answer: C

The ____ ranks all salespeople according to relative performance on each performance criterion.

The ____ ranks all salespeople according to relative performance on each performance criterion.

a. graphic rating/checklist method
b. ranking method
c. management by objectives (MBO)
d. behaviorally anchored rating scale (BARS)
e. team-evaluation consensus















Answer: B

This method of salesperson performance evaluation has been described as having problems related to the "halo effect":

This method of salesperson performance evaluation has been described as having problems related to the "halo effect":

a. graphic rating/checklist method.
b. ranking methods.
c. management by objectives (MBO).
d. behaviorally anchored rating scales (BARS).
e. assessment center method.










Answer: A

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

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

a. graphic rating/checklist method.
b. ranking methods.
c. management by objectives (MBO)
d. behaviorally anchored rating scales (BARS).
e. assessment-center method.













Answer: A

Which of the following statements regarding the graphic rating/checklist method of performance evaluation is false?

Which of the following statements regarding the graphic rating/checklist method of performance evaluation is false?

a. This method is very popular in many sales organizations.
b. It consists of approaches where salespeople are evaluated using some type of performance evaluation form.
c. This method involves ranking salespeople according to their relative performance on each performance criterion.
d. It was rated poor on the discriminability criterion.
e. With this method, some sales managers tend to give all ratings around the average.












Answer: C

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?

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?

a. It is poor in job relatedness.
b. It is poor in practicality.
c. It is poor in reliability.
d. It is poor in standardization.
e. It is good in comparability.














Answer: D

While other methods of performance evaluation were rated very good on job relatedness and reliability criteria, this method received a poor rating:

While other methods of performance evaluation were rated very good on job relatedness and reliability criteria, this method received a poor rating:

a. graphic rating/checklist method.
b. ranking methods.
c. management by objectives (MBO).
d. behaviorally anchored rating scales (BARS).
e. team-evaluation consensus.















Answer: B