Question 1

The results of salesperson performance evaluations can be used to help salespeople set career goals.

Accepted Answer

A) True 
 B)False

Question 2

The more a salesperson performance-evaluation system is behavior-based than outcome-based, the less salespeople's job satisfaction will be.

Accepted Answer

A) True 
 B)False

Question 3

The need to address profitability criteria in salesperson performance evaluation is especially important in periods of slow sales growth and high competitive pressure.

Accepted Answer

A) True 
 B)False

Question 4

Standardization, as a characteristic of salesperson performance evaluation methods, can be defined as

Accepted Answer

A)  the need for the measurement instruments and evaluation process to be similar throughout the sales organization. 
B)  the ability of the measure to provide accurate assessments of the criteria they are intended to measure. 
C)  the ability of the measure to meet the needs of the sales organization. 
D)  the need for the measures to be stable over time and exhibit internal consistency. 
E)  the need for both sales managers and salespeople to understand the entire performance-appraisal process and to be able to implement the process in a reasonable amount of time. 
A)  the need for the measurement instruments and evaluation process to be similar throughout the sales organization. 
B)  the ability of the measure to provide accurate assessments of the criteria they are intended to measure. 
C)  the ability of the measure to meet the needs of the sales organization. 
D)  the need for the measures to be stable over time and exhibit internal consistency. 
E)  the need for both sales managers and salespeople to understand the entire performance-appraisal process and to be able to implement the process in a reasonable amount of time.

Question 5

Which of the following is NOT a behavioral criterion used in salesperson evaluation?

Accepted Answer

A)  number of demonstrations conducted 
B)  number of required reports submitted 
C)  number of customer calls 
D)  sales volume in dollars 
E)  number of customer complaints 
A)  number of demonstrations conducted 
B)  number of required reports submitted 
C)  number of customer calls 
D)  sales volume in dollars 
E)  number of customer complaints

Question 6

Once the absolute and relative performance of each salesperson has been determined, this information provides the basis for reward disbursements, special recognition, promotions, etc.

Accepted Answer

A) True 
 B)False

Question 7

The graphic rating/checklist evaluation method is popular in many sales organizations.

Accepted Answer

A) True 
 B)False

Question 8

Performance evaluation methods should be designed to meet the needs of each specific sales organization.

Accepted Answer

A) True 
 B)False

Question 9

An outcome-based perspective for evaluating and controlling salespeople incorporates subjective assessments of salesperson characteristics and behaviors.

Accepted Answer

A) True 
 B)False

Question 10

A salesperson performance evaluation based solely on results criteria helps show that the salesperson with the highest level of sales is the best performer in generating sales.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following statements regarding the use of professional development criteria in salesperson evaluation is false?

Accepted Answer

A)  Salespeople that are developing professionally are increasing their chances of successful performance over the long run. 
B)  Salespeople have little control over the development of personal characteristics related to success in their selling situation. 
C)  Professional-development criteria introduce a long-term perspective into the salesperson performance-evaluation process. 
D)  Improving selling skills is an example of a professional development criterion. 
E)  Many sales organizations incorporate multiple professional development criteria into their salesperson performance evaluations. 
A)  Salespeople that are developing professionally are increasing their chances of successful performance over the long run. 
B)  Salespeople have little control over the development of personal characteristics related to success in their selling situation. 
C)  Professional-development criteria introduce a long-term perspective into the salesperson performance-evaluation process. 
D)  Improving selling skills is an example of a professional development criterion. 
E)  Many sales organizations incorporate multiple professional development criteria into their salesperson performance evaluations.

Question 12

Because the typical salesperson job is multidimensional, any comprehensive assessment of salesperson performance must include multiple criteria.

Accepted Answer

A) True 
 B)False

Question 13

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:

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 14

It is not necessary to evaluate individual team members when evaluating team performance.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following statements regarding the use of outcome-based and behavior-based perspectives in the evaluation of salesperson performance is false?

Accepted Answer

A)  A review of current practice indicates a tendency toward a behavior-based perspective. 
B)  Most sales organizations operate somewhere between the two extreme positions. 
C)  The relative emphasis on outcome-based and behavior-based measures depends upon environmental, firm, and salesperson considerations. 
D)  A salesperson's performance on post-sale service is considered a behavior-based measure. 
E)  Unethical activities that produce immediate sales may result from a totally outcome- based perspective. 
A)  A review of current practice indicates a tendency toward a behavior-based perspective. 
B)  Most sales organizations operate somewhere between the two extreme positions. 
C)  The relative emphasis on outcome-based and behavior-based measures depends upon environmental, firm, and salesperson considerations. 
D)  A salesperson's performance on post-sale service is considered a behavior-based measure. 
E)  Unethical activities that produce immediate sales may result from a totally outcome- based perspective.

Question 16

The information obtained from the ranking method can be translated into graphic rating/checklist form, but the graphic rating/checklist information cannot be transformed into rankings.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following statements concerning performance management is false?

Accepted Answer

A)  Salespeople are compensated on the value of their contributions to the organization's success. 
B)  Salespeople assume responsibility for their careers. 
C)  Sales managers act as partners in the performance appraisal process. 
D)  Its goal is ultimately to improve organizational performance by finding new and better ways to satisfy customers. 
E)  Sales managers create development plans for salespeople to follow. 
A)  Salespeople are compensated on the value of their contributions to the organization's success. 
B)  Salespeople assume responsibility for their careers. 
C)  Sales managers act as partners in the performance appraisal process. 
D)  Its goal is ultimately to improve organizational performance by finding new and better ways to satisfy customers. 
E)  Sales managers create development plans for salespeople to follow.

Question 18

The development of a BARS approach to salesperson performance evaluation is an iterative process that actively incorporates members of the salesforce.

Accepted Answer

A) True 
 B)False

Question 19

Most sales organizations evaluate salesperson performance on a quarterly basis.

Accepted Answer

A) True 
 B)False

Question 20

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

Accepted Answer

A)  no direct 
B)  a positive 
C)  very little 
D)  a negative 
E)  a parallel 
A)  no direct 
B)  a positive 
C)  very little 
D)  a negative 
E)  a parallel

The results of salesperson performance evaluations can be used to help salespeople set career goals.

The more a salesperson performance-evaluation system is behavior-based than outcome-based, the less salespeople's job satisfaction will be.

The need to address profitability criteria in salesperson performance evaluation is especially important in periods of slow sales growth and high competitive pressure.

Standardization, as a characteristic of salesperson performance evaluation methods, can be defined as

Which of the following is NOT a behavioral criterion used in salesperson evaluation?

Once the absolute and relative performance of each salesperson has been determined, this information provides the basis for reward disbursements, special recognition, promotions, etc.

The graphic rating/checklist evaluation method is popular in many sales organizations.

Performance evaluation methods should be designed to meet the needs of each specific sales organization.

An outcome-based perspective for evaluating and controlling salespeople incorporates subjective assessments of salesperson characteristics and behaviors.

A salesperson performance evaluation based solely on results criteria helps show that the salesperson with the highest level of sales is the best performer in generating sales.

Which of the following statements regarding the use of professional development criteria in salesperson evaluation is false?

Because the typical salesperson job is multidimensional, any comprehensive assessment of salesperson performance must include multiple criteria.

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:

It is not necessary to evaluate individual team members when evaluating team performance.

Which of the following statements regarding the use of outcome-based and behavior-based perspectives in the evaluation of salesperson performance is false?

The information obtained from the ranking method can be translated into graphic rating/checklist form, but the graphic rating/checklist information cannot be transformed into rankings.

Which of the following statements concerning performance management is false?

The development of a BARS approach to salesperson performance evaluation is an iterative process that actively incorporates members of the salesforce.

Most sales organizations evaluate salesperson performance on a quarterly basis.

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

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

The results of salesperson performance evaluations can be used to help salespeople set career goals.

The more a salesperson performance-evaluation system is behavior-based than outcome-based, the less salespeople's job satisfaction will be.

The need to address profitability criteria in salesperson performance evaluation is especially important in periods of slow sales growth and high competitive pressure.

Standardization, as a characteristic of salesperson performance evaluation methods, can be defined as

Which of the following is NOT a behavioral criterion used in salesperson evaluation?

Once the absolute and relative performance of each salesperson has been determined, this information provides the basis for reward disbursements, special recognition, promotions, etc.

The graphic rating/checklist evaluation method is popular in many sales organizations.

Performance evaluation methods should be designed to meet the needs of each specific sales organization.

An outcome-based perspective for evaluating and controlling salespeople incorporates subjective assessments of salesperson characteristics and behaviors.

A salesperson performance evaluation based solely on results criteria helps show that the salesperson with the highest level of sales is the best performer in generating sales.

Which of the following statements regarding the use of professional development criteria in salesperson evaluation is false?

Because the typical salesperson job is multidimensional, any comprehensive assessment of salesperson performance must include multiple criteria.

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:

It is not necessary to evaluate individual team members when evaluating team performance.

Which of the following statements regarding the use of outcome-based and behavior-based perspectives in the evaluation of salesperson performance is false?

The information obtained from the ranking method can be translated into graphic rating/checklist form, but the graphic rating/checklist information cannot be transformed into rankings.

Which of the following statements concerning performance management is false?

The development of a BARS approach to salesperson performance evaluation is an iterative process that actively incorporates members of the salesforce.

Most sales organizations evaluate salesperson performance on a quarterly basis.

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

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