Which type of criterion assesses improvements in certain characteristics of salespeople that are related to successful performance in the sales job?
Question options:
  

Profitability
 

Productivity
 

Professional development
 

Behavioral
 
Question 2
The more a salesperson performance evaluation system is behavior-based rather than outcome-based,
Question options:
  

the less likely that risk-averse   salespeople will be attracted, nurtured, and retained.
 

the more salespeople will have   reduced levels of intrinsic motivation.
 

the less salespeople identify with   and feel committed to the sales organization.
 

the less the need for using pay as   a control mechanism.
 
Question 3
Which one of the following evaluation procedures uses salespeople to identify important performance results and the critical activities and responses necessary to achieve these results?
Question options:
  

Graphic rating/checklist method
 

Team-evaluation consensus
 

Management by objectives (MBO)
 

Behaviorally anchored rating   scales(BARS)
 
Question 4
The mutual setting of well-defined and measurable goals within a specified time period is a concept incorporated into which type of performance evaluation method?
Question options:
  

Graphic rating/checklist method
 

Ranking method
 

Management by objectives (MBO)
 

Behaviorally anchored rating scale   (BARS)
 
Question 5
Practicality, a characteristic of salesperson performance evaluation methods, can be defined as
Question options:
  

the need for the measurement   instruments and evaluation process to be similar throughout the sales   organization.
 

the ability of the measure to   provide accurate assessments of the criteria they’re intended to measure.
 

the ability of the measure to meet   the needs of the sales organization.
 

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 6
Usefulness, a characteristic of salesperson performance evaluation methods, can be defined as
Question options:
  

the need for the measurement   instruments and evaluation process to be similar throughout the sales   organization.
 

the ability of the measure to   provide accurate assessments of the criteria they’re intended to measure.
 

the ability of the measure to   provide information that is valuable to sales managers in making various   decisions.
 

the need for the measures to be   stable over time and exhibit internal consistency.
 
Question 7
Which of the following statements concerning performance management is false?
Question options:
  

Salespeople are compensated on the   value of their contributions to the
organization’s success.
 

Salespeople assume responsibility   for their careers.
 

Sales managers act as partners in   the performance appraisal process.
 

Sales managers create development   plans for salespeople to follow.
 
Question 8
The initial use of the information provided by the various salesperson performance evaluation methods is
Question options:
  

to identify potential problems in   training.
 

to determine the absolute and   relative performance of each salesperson.
 

to identify areas where   salespeople need to improve for better performance in the future.
 

to use the information to improve   the overall operations of the sales organization.
 
Question 9
The results of salesperson performance evaluations can be used for all of these sales management purposes except to
Question options:
  

identify salespeople that might   need to be terminated and to supply
evidence to support the need   for termination.
 

identify salespeople that might be   promoted.
 

assess the adequacy of a firm’s   sales management process and to provide
direction for improved   performance and prescription for needed changes.
 

ensure that compensation and other   reward disbursements are consistent
with actual salesperson   performance.
 
Question 10
When using a 360-degree feedback system, feedback may be obtained from
Question options:
  

oneself.
 

one’s sales manager.
 

customers or team members.
 

Any or all of the above.
 
Question 11
The dimensions of job satisfaction that the INDSALES scale attempts to measure include all of the following except
Question options:
  

company policy and support.
 

the job.
 

customers.
 

competitor sales jobs.
 
Question 12
A behavior-based perspective to evaluating and controlling salesperson performance
Question options:
  

focuses on objective measures of   results.
 

has very little monitoring or   directing of salespersons by sales managers.
 

incorporates complex and often   subjective assessments of salesperson characteristics.
 

may lead to a focus on short-term   outcomes.
 
Question 13
When attempting to use the diagnostic information provided by salesperson-evaluation methods, the major difficulty is in
Question options:
  

reviewing the performance of each   individual salesperson against each relevant criterion.
 

attempting to summarize the   results across all salespeople being supervised.
 

isolating the specific causes of   low performance.
 

determining which salespeople   aren’t meeting their sales quotas.
 
Question 14
In salesperson evaluations, which one of the following behavioral criterion do most sales organizations focus on?
Question options:
  

Number of demonstrations conducted
 

Number of required reports   submitted
 

Number of customer calls
 

Number of letters/phone calls to   prospects
 
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?
Question options:
  

A review of current practice   indicates a tendency toward a
behavior-based perspective.
 

Most sales organizations operate   somewhere between the two extreme positions.
 

The relative emphasis on   outcome-based and behavior-based measures
depends upon   environmental, firm, and salesperson considerations.
 

A salesperson’s performance on   post-sale service is considered a
behavior-based measure.
 
Question 16
The sample statement, “Management is progressive,” used in the INDSALES scale would be attempting to measure which dimension of job satisfaction?
Question options:
  

Pay
 

Promotion and advancement
 

Customers
 

Company policy and support
 
Question 17
Behaviorally anchored rating scales (BARS) are a unique evaluation procedure because they’re the only method that
Question options:
  

tries to link salesperson   behaviors with specific results.
 

tries to link salesperson   behaviors with promotability.
 

attempts to correlate   sales-training methods with sales results.
 

uses behavior to predict a   salesperson’s level of motivation.
 
Question 18
Which method of salesperson performance evaluation has been described as having problems related to the “halo effect”?
Question options:
  

Graphic rating/checklist method
 

Ranking methods
 

Management by objectives (MBO)
 

Behaviorally anchored rating   scales (BARS).
 
Question 19
All of the following are benefits of a 360-degree feedback system except
Question options:
  

it reduces assessment bias.
 

it detects barriers to success.
 

it eliminates sales manager   involvement.
 

it helps better understand   customer needs.
 
Question 20
Which of the following statements regarding the use of the scale termed INDSALES is false?
Question options:
  

It’s a scale for evaluating the   job satisfaction of salespeople.
 

In using the scale, salespeople   indicate their level of agreement with a
number of statements   concerning their particular sales job.
 

The scale uses statements designed   to measure satisfaction in five
general areas.
 

The answers salespeople give to   the scale statements are summed to form
an overall salesperson   satisfaction score.