Question 1

Individuals may be less forthright in giving performance feedback if they believe it will have damaging consequences.

Accepted Answer

A) True 
 B)False

Question 2

Salesperson satisfaction with customers is just one of the general areas of job satisfaction that is measured by the INDSALES scale.

Accepted Answer

A) True 
 B)False

Question 3

The salesperson's professional development should be considered in any comprehensive assessment of salesperson performance.

Accepted Answer

A) True 
 B)False

Question 4

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

Accepted Answer

A)  graphic rating/checklist method 
B)  ranking method 
C)  management by objectives (MBO) 
D)  behaviorally anchored rating scale (BARS) 
E)  team-evaluation consensus 
A)  graphic rating/checklist method 
B)  ranking method 
C)  management by objectives (MBO) 
D)  behaviorally anchored rating scale (BARS) 
E)  team-evaluation consensus

Question 5

Which of the following is not considered professional development criteria?

Accepted Answer

A)  communication skills 
B)  product knowledge 
C)  attitude 
D)  selling skills 
E)  number of customer complaints 
A)  communication skills 
B)  product knowledge 
C)  attitude 
D)  selling skills 
E)  number of customer complaints

Question 6

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

Accepted Answer

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. 
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.

Question 7

The more a salesperson performance-evaluation system is behavior-based than outcome-based, the more committed to the sales organization salespeople will be.

Accepted Answer

A) True 
 B)False

Question 8

The majority of sales organizations evaluate salesperson performance:

Accepted Answer

A)  on a semiannual basis. 
B)  on a quarterly basis. 
C)  on a monthly basis. 
D)  on an annual basis. 
E)  once every two years. 
A)  on a semiannual basis. 
B)  on a quarterly basis. 
C)  on a monthly basis. 
D)  on an annual basis. 
E)  once every two years.

Question 9

"Number of orders secured" is a profitability criterion.

Accepted Answer

A) True 
 B)False

Question 10

Limited research shows that behavior-based control appears to be used under all the following conditions except

Accepted Answer

A)  the selling environment is uncertain. 
B)  the salesforce is large. 
C)  outputs and the cost of measuring them are inadequate. 
D)  products are less complex. 
E)  salespeople are more educated. 
A)  the selling environment is uncertain. 
B)  the salesforce is large. 
C)  outputs and the cost of measuring them are inadequate. 
D)  products are less complex. 
E)  salespeople are more educated.

Question 11

The results of salesperson-performance evaluations can be used to identify criteria that can be used to recruit and select salespeople in the future.

Accepted Answer

A) True 
 B)False

Question 12

Some research suggests that greater control leads to higher levels of salesperson job satisfaction, organizational commitment and job performance, and lower levels of role stress.

Accepted Answer

A) True 
 B)False

Question 13

Sales managers should not rely exclusively on 360-degree feedback when evaluating salespeople.

Accepted Answer

A) True 
 B)False

Question 14

The characteristic "job relatedness" means that the performance evaluation method should be designed to meet the needs of each specific sales organization.

Accepted Answer

A) True 
 B)False

Question 15

Performance evaluations for the purpose of determining compensation and special rewards should focus on

Accepted Answer

A)  activities and results related to the salesperson's current job and situation. 
B)  criteria related to potential effectiveness as a sales manager. 
C)  obtaining information for effective human resource planning. 
D)  determining the future aspirations of the salesperson and appropriate career-development activities. 
E)  measuring the salesperson's job satisfaction. 
A)  activities and results related to the salesperson's current job and situation. 
B)  criteria related to potential effectiveness as a sales manager. 
C)  obtaining information for effective human resource planning. 
D)  determining the future aspirations of the salesperson and appropriate career-development activities. 
E)  measuring the salesperson's job satisfaction.

Question 16

The following is an excerpt from this type of performance evaluation method:
Delivers what he or she promises on time.
Almost Never 1 2 3 4 5 Almost Always NA

Accepted Answer

A)  graphic rating/checklist method. 
B)  ranking methods. 
C)  management by objectives (MBO) 
D)  behaviorally anchored rating scales (BARS). 
E)  assessment-center method. 
A)  graphic rating/checklist method. 
B)  ranking methods. 
C)  management by objectives (MBO) 
D)  behaviorally anchored rating scales (BARS). 
E)  assessment-center method.

Question 17

Performance management involves performance assessment from multiple raters.

Accepted Answer

A) True 
 B)False

Question 18

Most firms generally use only one source of information in evaluating salesperson performance.

Accepted Answer

A) True 
 B)False

Question 19

Using 360-degree feedback tends to make employees feel valued and thus they tend to stay with the organization for a longer period of time.

Accepted Answer

A) True 
 B)False

Question 20

The commitment and support of top management has significant support as a key determinant of a team's achievement.

Accepted Answer

A) True 
 B)False

Individuals may be less forthright in giving performance feedback if they believe it will have damaging consequences.

Salesperson satisfaction with customers is just one of the general areas of job satisfaction that is measured by the INDSALES scale.

The salesperson's professional development should be considered in any comprehensive assessment of salesperson performance.

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

Which of the following is not considered professional development criteria?

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

The more a salesperson performance-evaluation system is behavior-based than outcome-based, the more committed to the sales organization salespeople will be.

The majority of sales organizations evaluate salesperson performance:

"Number of orders secured" is a profitability criterion.

Limited research shows that behavior-based control appears to be used under all the following conditions except

The results of salesperson-performance evaluations can be used to identify criteria that can be used to recruit and select salespeople in the future.

Some research suggests that greater control leads to higher levels of salesperson job satisfaction, organizational commitment and job performance, and lower levels of role stress.

Sales managers should not rely exclusively on 360-degree feedback when evaluating salespeople.

The characteristic "job relatedness" means that the performance evaluation method should be designed to meet the needs of each specific sales organization.

Performance evaluations for the purpose of determining compensation and special rewards should focus on

The following is an excerpt from this type of performance evaluation method: Delivers what he or she promises on time. Almost Never 1 2 3 4 5 Almost Always NA

Performance management involves performance assessment from multiple raters.

Most firms generally use only one source of information in evaluating salesperson performance.

Using 360-degree feedback tends to make employees feel valued and thus they tend to stay with the organization for a longer period of time.

The commitment and support of top management has significant support as a key determinant of a team's achievement.

Overview of Personal Selling

Organizational Strategies and the Sales Function

Sales Organization Structure and Salesforce Deployment

Acquiring Sales Talent: Recruitment and Selection

Continual Development of the Salesforce:

Sales Leadership, Management, and Supervision

Motivation and Reward System Management

Evaluating the Effectiveness of the Organization

Developing Forecasts

Filters

Exam 9: Evaluating the Performance of Salespeople

Individuals may be less forthright in giving performance feedback if they believe it will have damaging consequences.

Salesperson satisfaction with customers is just one of the general areas of job satisfaction that is measured by the INDSALES scale.

The salesperson's professional development should be considered in any comprehensive assessment of salesperson performance.

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

Which of the following is not considered professional development criteria?

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

The more a salesperson performance-evaluation system is behavior-based than outcome-based, the more committed to the sales organization salespeople will be.

The majority of sales organizations evaluate salesperson performance:

"Number of orders secured" is a profitability criterion.

Limited research shows that behavior-based control appears to be used under all the following conditions except

The results of salesperson-performance evaluations can be used to identify criteria that can be used to recruit and select salespeople in the future.

Some research suggests that greater control leads to higher levels of salesperson job satisfaction, organizational commitment and job performance, and lower levels of role stress.

Sales managers should not rely exclusively on 360-degree feedback when evaluating salespeople.

The characteristic "job relatedness" means that the performance evaluation method should be designed to meet the needs of each specific sales organization.

Performance evaluations for the purpose of determining compensation and special rewards should focus on

The following is an excerpt from this type of performance evaluation method: Delivers what he or she promises on time. Almost Never 1 2 3 4 5 Almost Always NA

Performance management involves performance assessment from multiple raters.

Most firms generally use only one source of information in evaluating salesperson performance.

Using 360-degree feedback tends to make employees feel valued and thus they tend to stay with the organization for a longer period of time.

The commitment and support of top management has significant support as a key determinant of a team's achievement.

Overview of Personal Selling

Organizational Strategies and the Sales Function

Sales Organization Structure and Salesforce Deployment

Acquiring Sales Talent: Recruitment and Selection

Continual Development of the Salesforce:

Sales Leadership, Management, and Supervision

Motivation and Reward System Management

Evaluating the Effectiveness of the Organization

Developing Forecasts

Filters