Rick Johnson trains his company's sales force to target the consumer
He repeatedly asks his team to bear in mind the fact that it is the sales team's responsibility to rouse the consumer's interest and make the consumer feel that he or she needs the product. A true salesman is one who can convert an indifferent consumer walking into the store into a new customer. Johnson believes in the ________ concept.
A) product
B) production
C) selling
D) marketing
E) social responsibility
C
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In a purely customer-focused environment, service measurement is typically in terms of ________.
A. employee turnover B. potential sales C. the number of products manufactured D. the number of customer complaints
Discipline is best defined as
A. the process of learning about an individual's personal problem and helping him or her resolve the issue. B. an action taken by a supervisor to prevent employees from breaking rules. C. an approach to counseling which involves a supervisor primarily playing the role of a listener. D. a deliberate refusal on the part of an employee to carry out his or her supervisor's directions.
A company has two products: A1 and B2. It uses activity-based costing and has prepared the following analysis showing budgeted cost and activity for each of its three activity cost pools: Budgeted ActivityActivity Cost PoolBudgeted CostProduct A1Product B2Activity 1$48,000 1,200 4,800 Activity 2$63,000 2,240 4,760 Activity 3$80,000 7,200 800 Annual production and sales level of Product A1 is 8,480 units, and the annual production and sales level of Product B2 is 22,310 units. What is the approximate overhead cost per unit of Product B2 under activity-based costing?
A. $12.00 B. $10.00 C. $9.00 D. $4.00 E. $8.00
Answer the following statements true (T) or false (F)
1. Both grievants and supervisors involved in grievances are more likely to leave their jobs (either quit or be fired) than those who are not involved in grievances. 2. An arbitrator that specializes in hearing grievance disputes is called an interest arbitrator. 3. The rate at which employees file grievances against their employer is almost completely a function of how strong the union is. 4. Unions usually give up rights to strike over grievances in exchange for a final and binding arbitration clause. 5. After having signed a contract with a binding arbitration clause in it, an employer is legally bound to accept an arbitrator's decision on a particular issue even if they disagree with that decision.