Question 1

Salespeople should be asked to prepare a self-evaluation prior to the formal performance evaluation.

Accepted Answer

A) True 
 B)False

Question 2

Unlike sales and cost analyses, the objective measures of performance have no disadvantages.

Accepted Answer

A) True 
 B)False

Question 3

In attribution theory, how is performance measured?

Accepted Answer

Performance = (Abili

Question 4

What is the difference between a cost per call ratio and an order per call ratio?

Accepted Answer

A cost per call ration is the

Question 5

Total costs divided by number of calls equals ""hit ratio.""

Accepted Answer

A) True 
 B)False

Question 6

Many objective measures of performance evaluation focus on the efforts sales representatives expend rather than the results of those efforts.

Accepted Answer

A) True 
 B)False

Question 7

A salesperson's hit ratio or batting average is the:

Accepted Answer

A)  Number of new accounts/total number of accounts 
B)  Sales dollar volume/total sales volume in dollars 
C)  Number of orders/total number of sales 
D)  Total costs/number of calls 
E)  Number of new accounts/total number of accounts. 
A)  Number of new accounts/total number of accounts 
B)  Sales dollar volume/total sales volume in dollars 
C)  Number of orders/total number of sales 
D)  Total costs/number of calls 
E)  Number of new accounts/total number of accounts.

Question 8

What objective measures of performance are used in evaluating salespeople?

Accepted Answer

Objective measures reflect statistics th

Question 9

In 360-degree sales performance feedback, which of the following people would NOT be included?

Accepted Answer

A)  The customer 
B)  The sales team 
C)  The sales manager 
D)  The competitors 
E)  The delivery personnel 
A)  The customer 
B)  The sales team 
C)  The sales manager 
D)  The competitors 
E)  The delivery personnel

Question 10

(Days Worked) x (Calls per Day) provides a direct measure of:

Accepted Answer

A)  Inequities in territory potential 
B)  A salesperson's level motivation 
C)  Inequities in territory size 
D)  The extent of customer contact 
E)  A salesperson's aptitude 
A)  Inequities in territory potential 
B)  A salesperson's level motivation 
C)  Inequities in territory size 
D)  The extent of customer contact 
E)  A salesperson's aptitude

Question 11

A BARS system focuses on:

Accepted Answer

A)  A full range of factors that affect any employee's performance 
B)  A few critical success factors 
C)  Only objective performance indexes 
D)  The one critical incident that separates successful salespeople from unsuccessful ones 
E)  Only those factors that motivate employees 
A)  A full range of factors that affect any employee's performance 
B)  A few critical success factors 
C)  Only objective performance indexes 
D)  The one critical incident that separates successful salespeople from unsuccessful ones 
E)  Only those factors that motivate employees

Question 12

How is a salesperson's hit rate measured?

Accepted Answer

Hit rate is the numb

Question 13

360-degree performance feedback focuses on those sources of sales performance measures that can be observed most closely, within a 360-degree radius.

Accepted Answer

A) True 
 B)False

Question 14

A review of a salesperson's evaluations shows that the average score given, on a 7-point scale, was 4.5 with a variance of 1.0. This indicates that the appraiser may have been adversely affected by:

Accepted Answer

A)  The central tendency effect 
B)  The halo effect 
C)  Organizational use influence 
D)  Leniency 
E)  An interpersonal bias 
A)  The central tendency effect 
B)  The halo effect 
C)  Organizational use influence 
D)  Leniency 
E)  An interpersonal bias

Question 15

What are the common instructions given to sales managers using evaluation forms?

Accepted Answer

Read the definitions of each trait thoro

Question 16

What are some of the subjective measures used in sales performance analysis and how are they typically used?

Accepted Answer

Some subjective measures include job kno

Question 17

What are the most commonly used attributes in evaluating salespeople's performance?

Accepted Answer

Sales results, job knowledge,

Question 18

Which of the following is NOT a commonly evaluated subjective attribute used in merit rating forms?

Accepted Answer

A)  Customer and company relations 
B)  Job knowledge 
C)  Sales results 
D)  Dependability 
E)  Resourcefulness 
A)  Customer and company relations 
B)  Job knowledge 
C)  Sales results 
D)  Dependability 
E)  Resourcefulness

Question 19

What three factors could cause a salesperson to fall below quota?

Accepted Answer

The salesperson, the

Question 20

The customer relationship management philosophy embraces the idea that the customer is a customer of:

Accepted Answer

A)  The sales representative 
B)  The sales team 
C)  The sales manager 
D)  The company 
E)  The customer 
A)  The sales representative 
B)  The sales team 
C)  The sales manager 
D)  The company 
E)  The customer

Salespeople should be asked to prepare a self-evaluation prior to the formal performance evaluation.

Unlike sales and cost analyses, the objective measures of performance have no disadvantages.

In attribution theory, how is performance measured?

What is the difference between a cost per call ratio and an order per call ratio?

Total costs divided by number of calls equals ""hit ratio.""

Many objective measures of performance evaluation focus on the efforts sales representatives expend rather than the results of those efforts.

A salesperson's hit ratio or batting average is the:

What objective measures of performance are used in evaluating salespeople?

In 360-degree sales performance feedback, which of the following people would NOT be included?

(Days Worked) x (Calls per Day) provides a direct measure of:

A BARS system focuses on:

How is a salesperson's hit rate measured?

360-degree performance feedback focuses on those sources of sales performance measures that can be observed most closely, within a 360-degree radius.

A review of a salesperson's evaluations shows that the average score given, on a 7-point scale, was 4.5 with a variance of 1.0. This indicates that the appraiser may have been adversely affected by:

What are the common instructions given to sales managers using evaluation forms?

What are some of the subjective measures used in sales performance analysis and how are they typically used?

What are the most commonly used attributes in evaluating salespeople's performance?

Which of the following is NOT a commonly evaluated subjective attribute used in merit rating forms?

What three factors could cause a salesperson to fall below quota?

The customer relationship management philosophy embraces the idea that the customer is a customer of:

Introduction to Sales Management in the Twenty-First Century

The Process of Selling and Buying

Linking Strategies and the Sales Role in the Era of Customer Relationship Management

Organizing the Sales Effort

The Strategic Role of Information in Sales Management Comprehensive Cases for Part One

Salesperson Performance: Behavior, Role Perceptions, and Satisfaction

Salesperson Performance: Motivating the Sales Force

Personal Characteristics and Sales Aptitude: Criteria for Selecting Salespeople

Sales Force Recruitment and Selection

Sales Training: Objectives, Techniques, and Evaluation

Salesperson Compensation and Incentives Comprehensive Cases for Part Two

Cost Analysis

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Exam 13: Evaluating Salesperson Performance

Salespeople should be asked to prepare a self-evaluation prior to the formal performance evaluation.

Unlike sales and cost analyses, the objective measures of performance have no disadvantages.

In attribution theory, how is performance measured?

What is the difference between a cost per call ratio and an order per call ratio?

Total costs divided by number of calls equals ""hit ratio.""

Many objective measures of performance evaluation focus on the efforts sales representatives expend rather than the results of those efforts.

A salesperson's hit ratio or batting average is the:

What objective measures of performance are used in evaluating salespeople?

In 360-degree sales performance feedback, which of the following people would NOT be included?

(Days Worked) x (Calls per Day) provides a direct measure of:

A BARS system focuses on:

How is a salesperson's hit rate measured?

360-degree performance feedback focuses on those sources of sales performance measures that can be observed most closely, within a 360-degree radius.

A review of a salesperson's evaluations shows that the average score given, on a 7-point scale, was 4.5 with a variance of 1.0. This indicates that the appraiser may have been adversely affected by:

What are the common instructions given to sales managers using evaluation forms?

What are some of the subjective measures used in sales performance analysis and how are they typically used?

What are the most commonly used attributes in evaluating salespeople's performance?

Which of the following is NOT a commonly evaluated subjective attribute used in merit rating forms?

What three factors could cause a salesperson to fall below quota?

The customer relationship management philosophy embraces the idea that the customer is a customer of:

Introduction to Sales Management in the Twenty-First Century

The Process of Selling and Buying

Linking Strategies and the Sales Role in the Era of Customer Relationship Management

Organizing the Sales Effort

The Strategic Role of Information in Sales Management Comprehensive Cases for Part One

Salesperson Performance: Behavior, Role Perceptions, and Satisfaction

Salesperson Performance: Motivating the Sales Force

Personal Characteristics and Sales Aptitude: Criteria for Selecting Salespeople

Sales Force Recruitment and Selection

Sales Training: Objectives, Techniques, and Evaluation

Salesperson Compensation and Incentives Comprehensive Cases for Part Two

Cost Analysis

Filters