What is the rationale for having sales force objectives, and how are they developed?
What will be an ideal response?
To manage a sales force effectively, sales managers must develop sales objectives. Sales objectives tell salespeople what they are expected to accomplish during a specified time period. They give the sales force direction and purpose and serve as standards for evaluating and controlling the performance of sales personnel. Sales objectives should be stated in precise, measurable terms; specify the time period and geographic areas involved; and be achievable.Sales objectives are usually developed for both the total sales force and individual salespeople. Objectives for the entire force are normally stated in terms of sales volume, market share, or profit. Volume objectives refer to dollar or unit sales. When sales goals are stated in terms of market share, they usually call for an increase in the proportion of the firm's sales relative to the total number of products sold by all businesses in that industry. When sales objectives are based on profit, they are generally stated in terms of dollar amounts or return on investment. Sales objectives, or quotas, for individual salespeople are commonly stated in terms of dollar or unit sales volume. Other bases used for individual sales objectives include average order size, average number of calls per time period, and ratio of orders to calls.
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________ means developing a marketing strategy aimed at influencing how a particular market segment perceives a good or service in comparison to the competition
A) Concentrated targeting B) Positioning C) Benefit segmentation D) Mass customization E) Customization
Describe the link, if one exists, between employee engagement and organizational performance.
What will be an ideal response?
What portion of the ideas for new products, refinements, and extensions ever gets to the production stage?
A. About one-third B. At least half C. The majority D. Only a few E. About two-thirds
In the context of selection tests, which of the following is a difference between specific ability tests and work sample tests?
a. Unlike specific ability tests, work sample tests measure the extent to which an applicant possesses different kinds of job-related behavioral dimensions. b. Specific ability tests measure aptitude for doing a particular task well, whereas work sample tests require applicants to perform tasks that are actually done on the job. c. Unlike work sample tests, specific ability tests directly measure job applicants' capability to do a job. d. Specific ability tests are also called performance tests, whereas work sample tests are also called aptitude tests.