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Campus: Level: Module Name: Student’s Name: Issued on: Actual Submission Date: Bangalore PCL I SOSS Arjun Krishnadas Stream: Year/Semester Assignment Type: Assessor’s Name: Reqd. Submission Date: Submitted to : Higher Level Skills Students are expected to develop the following skills in this assignment: • • • Cognitive skills of critical thinking, analysis and synthesis. Effective use of communication and information technology for business applications. Effective self-management in terms of planning, motivation, initiative and enterprise. 06 - 09 - 10 Mrs. Kannika Marketing PLC I Weekly Assignment
Certificate by the Student: Plagiarism is a serious College offence. I certify that this is my own work. I have referenced all relevant materials. ________________________ (Student’s Name/Signatures) EXPECTED OUTCOMES Assessment Criteria – To achieve each Achieved outcome a student must demonstrate the (Y/N) ability to : Understand the basic concepts of culture and how these are instrumental in influencing consumer behaviors in the decision - making process.
Understanding the role of culture in consumer behaviour and acknowledging the critical role it plays in formulating effective marketing strategies.
As discussed before Sales is a field which needs a lot of attention and mainly co-ordination. The current condition of the market is that there are lots of options and the customers are . Present and communicate appropriate findings. What is the major role of Sales Organization? The case study mentions the various aspects of Sales and how Sales is done in various companies. lateral and creative thinking.Assignment Grading Summary (To be filled by the Assessor) Grades Grade Descriptors A Pass grade is achieved by meeting all the requirements defined. Use critical reflection to evaluate own work and justify valid conclusions. Select/design and apply appropriate methods/techniques. Achieved Yes/No (Y / N) P M1 M2 M3 D1 D2 D3 OVERALL ASSESSMENT GRADE: TUTOR’S COMMENTS ON ASSIGNMENT: SUGGESTED MAKE UP PLAN (applicable in case the student is asked to re-do the assignment) REVISED ASSESSMENT GRADE TUTOR’S COMMENT ON REVISED WORK (IF ANY) Date: Assessor’s Name / Signatures: Q 1. Ability to anticipate and solve complex tasks in relation to the assignment. Identify and apply strategies to find appropriate solutions. Demonstrate convergent.
educated. 3. The competition is in such a manner that the prices are being compromised with offers and gifts. the Sales happened in the previous year. There are many companies that provide umpteen options for the customers and the customers find it difficult to choose amongst the best. In fact. it caused a lot of trouble. Structure and process alignment are where most organizations fail in their attempts to maximize go-to-market efforts. The organization structure and processes must be aligned to the strategy in order to achieve meaningful. 2. Both have distinct roles to play and responsibilities to fulfil toward the achievement of the sales objectives of the organization. long-term benefits. So in such a condition. These are the methods by which the company’s take decisions about a product. Targets Achieved. Milestones met. That means. at other times he may have to face the customer's rejection. Revenue generated. Sales – Connection with all the Departments in a Company. While they develop great strategies. Lets take the example of buying a new laptop. they often try to fit an existing structure and process to the new strategy and ultimately fail to realize any benefits. Sales is one field that has connection with all the other departments in a company. the sales . What differentiates a successful company from a not-sosuccessful one is its sales force. the life of a salesperson is certainly not an easy one. it is very important that the Sales organization should be re-engineered. it is the only field that has thins. At times he may clinch a deal and close a sale. Thus. The Strategic Planning team of a company starts their meeting checking the revenue generated in the previous year. A sales person's professional life is characterized by various highs and lows. The checks happen based on: 1. The sales manager who occupies a middlelevel position in an organization satisfies the demands and expectations of not only those above him and those whom he is supervising. When a Sales Structure becomes inefficient. The sales force of a company comprises the sales managers and the sales personnel.
an advocate. a coordinator and scheduler. policies related to the product. Further. These include the responsibility of hiring. recruiter. a service provider. sales development. a traveller.sales development and sales maintenance. These include people who belong to the organization as well those who are external to it. a sales manager also plays a variety of roles . conducting sales meetings. and allocate scarce resources. salespersons often tend to ignore the more difficult of the two tasks. but also various other groups of people. sales forecaster. an information-gatherer and reporter. budget manager. and policies related to the pricing of the product. In addition to playing a variety of roles in sales management. that is. . a customer-ego builder. salespersons perform two entirely different tasks . As a part of the selling process. The likelihood of a salesperson making a sale to a customer is higher if he or she shares some characteristics with the customer. Likewise.planner. The product related policies determine the products and product lines the company should be involved in. and communicator. setting targets for sales people and tracking the results. a problem-definer. motivating. policies related to the distribution aspects. the operations and functioning of a sales organization is governed by certain policies. The interaction between a buyer and a seller comprises a buyer-seller dyad. making it tough for salespeople. a salesperson too has his own set of responsibilities to fulfil. market analyst. which fall in the sphere of sales as well as marketing management. These tasks require different skill sets and different approaches. providing leads and sales support. The sales-related policies that have an impact on the sales achieved by an organization fall into three categories. The effectiveness of communication between the salesperson and the customer during the sales process decides the success of the sales call. leader. Like a sales manager. organizing the sales effort. a sales manager also has a set of responsibilities to fulfil.persons. namely. As most companies require the same salesperson to carry out both tasks simultaneously. and whether to add or drop a particular product or product line. coaching. controller. He has to play the role of a persuader. The sales manager has several functions to perform. training. The salesperson's job is also a demanding one. a display arranger for the wholesaler or the retailer.
Development of the Sales Activities over the centuary. .Q 2. In todays economy. The Sales people in various company’s follow different methods to meet their targets. the revenue generated in the company is a crucial thing that is to be monitored on weekly basis. Methods adopted are: - Daily reviews Weekly reviews Daily Commitments Weekly Commitments Monthly Targets.
The first level of interviewing is a two to five minute telephone screening interview that helps you determine if the applicant is someone you think should be invited to the second. Such reports surface the natural motivational variables needed to be successful within a given company and a given position. You can do this through interviews. . Interviewing . Determine the important things you want to discern from vocal patterns and answers to one to two key questions. This will save you time by not reviewing wrong applicants applications. more in-depth interview. you are ready to draft a “magnetic” employment ad which will attract people of like strengths and repel people who do not have the strengths you desire. Develop a profile of the competency. listens well. competencies and character traits possessed by your winners and when worded properly tends to attract excellent applicants and repel poor applicants.The first step toward gaining a sales force is right hiring. direct. logical. clear. on-job observation. character. patient. it is recommended that you conduct two levels of interviewing.Methods adopted by the current company’s. Some examples of positive traits that can be assessed during a phone interview are calm. It applies to all positions in your company if you the best customer-satisfying people possible. open. friendly.After receiving. reviewing and prioritizing the applications received from your employment ad. and motivational factors for one or two of your star sales performers. mentally quick. relaxed.Once you have an accurate profile of the competencies. Recruiting . vital. indirect. and warm. genuine. The language of the employment ad is focused on the key motivational traits. Some examples of negative traits are unfriendly. The concept of profiling your top performers and then profiling your top applicants to determine if they are the right “fit” for your company applies not only to your sales positions. character traits and motivational strengths needed to fill your sales positions excellently. and surveys that generate modern computerized reports for employers. Profiling .
your products and services. not what they would do. use a consensus process to determine your top one or two candidates. and what results did you achieve as a result of your planning efforts? The goal is to get the prospective employee to tell you and your interview team their stories about what they actually did.Once your second level interviews are completed for your top applicants. character and motivational variables. Getting everything up front and clear is critical to new sales person’s smooth transition and assimilation into your company’s sales team. unique factors about your company’s culture.Once profiled and selected. tense. not what they would do theoretically! Form an interview team of four to six people representing departments who will be interfacing and working with your new sales person. It also gives you the opportunity to assess the sales person’s telephone selling capabilities. impatient. closed. An example this kind of question design related to the competency of “planning” is. insincere. all members of the interview team and the people in the departments they represent tend to have a stake in helping the new employee succeed. the new sales person needs to receive a solid orientation to your company. gruff. Most sales begin with a phone contact. scattered. .inattentive. what steps did you take in planning it. and hurried. A person who can’t sell themselves on the phone will not be able to sell your products on the phone. harsh. “What is the toughest planning effort you have ever undertaken. slow to grasp. your company’s governing operating values. and clear. Guiding . When consensus is used to determine who gets the nod to join the company. Selecting . competency and motivation. Develop a set of key interview questions related to things you want to know about the person’s character. lethargic. Make sure these questions are likely to surface what the person has done. The second interview surfaces what the applicant can do in terms of expressed competencies. fuzzy. written performance expectations. It is at this point you need to invest in having your top candidates profiled as to motivation to determine their relative match with your star sales persons and their fit for your company culture.
addressing prospect’s personal costs. Leadership and supervision of the sales force has proven over and over again to be the most important factor in developing and retaining stellar. he or she needs and deserves to be supported by excellent supervision.Once your new sales person is engaged in the selling process. Engage your new sales person in role playing and have them demonstrate the sales processes they use to gain and retain customers. summarizing the gap and its consequences. investigating the gap. using follow up question focused on Features-Advantages-Benefits. orchestrating a flowing presentation. The goal is for the sales manager and sales team leader and the sales person to actively collaborate and cooperative in gaining “super vision” or insights into what is effective and what can be strengthened in the sales process. and showing gratitude. Don’t grab the lead and begin selling! Let them do the selling. use and refine their sales skills. Supervising . skills and attitudes your new sales person already possesses and those that they need to receive training and coaching to acquire. Have they mastered and demonstrate the fundamental.Training . lay out a realistic training and coaching schedule that will allow your new sales people to master and apply the sales competencies needed to successfully sell your particular products and services to your particular types of customers.Assess and determine the knowledge. conducting a firm closing. The ideal supervision process is collaborative and focuses on gaining insights into what optimum performance looks like. optimally producing sales persons who master. Stick to observing and taking a few notes to use as reference points during your follow through conference. Once their growth and development needs are established. . Monitoring – This is the first set of key skills you need as a sales managers in order to effectively develop and supervise your sales people. relationship-building selling skills which include facilitating the bridge from marketing to sales by identifying core benefits. focusing the prospect back on the deal. Go into the field and observe each of your sales people regularly.
I believe it is wise and effective to promote peer coaching among your sales team members. coaching to an objective. active listening. and modelling. monitoring and adjusting. supportive and cooperative way. Affirm their correct insights and then move on to providing them with corrective feedback and skills coaching in a collaborative. observing. The follow through conference to the observation should take place as soon as possible. The goal is developing the most effective sales people possible and gaining and retaining loyal customers and a solid call to close ration. task analysis. Q 3. promoting retention. Recent innovations in Sales techniques. Mentoring . reflective interviewing. Ideally right after leaving the customer’s place of business. Now you have them! Ten key steps in a stellar sales force development plan that will bring your sales people and your company the rich rewards of more easily and quickly gaining and retaining more loyal customers. The key skills for coaching are effective interpersonal communication.Conferring – This is the second set of key skills you need as a sales manager in order to effectively develop a stellar sales force. During the conference. A few methods that are used are: - Cold Calling Funneling Prospecting Tele Calling . satisfied customers. the coaching process needs to be first modelled and used by the sales manager as he or she engages in the role of Sales Force Leader. In initiating peer coaching.This is the third set of key skills you need as a sales manager in order to help your sales people develop and apply the skills they need to gain and retain loyal. encourage the new sales person to describe what they did that they think facilitated the sales process and what they would do differently to facilitate it better in the future.
Prospecting: Prospecting is a separate function from sales such as marketing is distinct from sales but closely linked. More unusually these days. At the bottom of the funnel. Funnelling: At the top of the funnel you have "unqualified prospects" – the very many people who you think might need your product or service. you have people who have received delivery of your product or service and have paid for it. and more traditionally in the case of consumer door-to-door selling as 'door-knocking'. Only after this process is complete. Prospecting is simply discarding all the unqualified leads and retaining the "Valid". Cold calling is an important stage and technique in the selling process. Cold calling is also known as canvassing. Others may have needs which other competitors are better-placed to satisfy.Cold Calling: Cold calling typically refers to the first telephone call made to a prospective customer. cold calling can also refer to calling face-to-face for the first time without an appointment at commercial premises or households. telephone canvassing. many sales and delivery steps later. Cold calling abilities are also useful in many aspects of business and work communications outside of sales activities and the selling function. . many of your unqualified prospects may have existing suppliers with whom they're very satisfied. telephone prospecting. The metaphor of the funnel is used because people drop away at each stage of a long sales process: For example. but to whom you've never spoken. should the selling begin. prospecting. The job of prospecting is to find qualified leads that may buy your product.