ASHWORTH BM410.1.

1 Online Exam 5_05

ASHWORTH BM410.1.1 Online Exam 5_05

Question

Part 1 of 2 -

Question 1 of 40 2

ASHWORTH BM410.1.1 Online Exam 5_05

Question

Part 1 of 2 -

Question 1 of 40 2.5/ 2.5 Points

Managers who rush through the hiring process and assume that
they can fix any problems with a candidate during the training process:

A. have never gone through the process of

attempting to train subpar employees.

B. may find that the problems cannot be

corrected and the hire is a mistake.

C. will have to fire that employee eventually

for incompetence.

D. should not be in a managerial position with

the company.

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Question 2 of 40 2.5/ 2.5 Points

The organization of a company's sales force is most heavily

influenced by:

A. the price customers are willing to pay for

the product.

B. the marketing department.

C. the goals of the entire organization.

D. the metrics set by the sales department

Question 3 of 40 2.5/ 2.5 Points

All of the following are elements that are likely to appear

in a job description EXCEPT:

A. The age of the ideal candidate

B. The products or services the employee will be

selling

C. The tasks and responsibilities of the job

D. The relationship between the employee and

others in the organization

Question 4 of 40 2.5/ 2.5 Points

What is a way to qualify applicants coming from newspaper

advertisements?

A. Provide specific information about the job

duties and personal characteristics needed so that applicants will qualify
themselves.

B. Ignore all resumes sent in without cover

letters.

C. Specify in the advertisement that only

qualified applicants should send in resumes.
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 D. Place the ads in as many newspapers as
possible so you will receive as many applications as possible.

Question 5 of 40 2.5/ 2.5 Points

The turnover rate for salespeople is:

A. approximately the same as the turnover rate

for employees as a whole.

B. slightly higher than the turnover rate for

employees as a whole.

C. much higher than the turnover rate for

employees as a whole.

D.
slightly lower than the turnover rate for employees as a whole.

Question 6 of 40 2.5/ 2.5 Points

After an applicant has accepted a position with a hiring

company, what is the purpose of sending the new hire employee handbooks and
company-branded materials such as pens and apparel and having current employees
make contact with the new hire?

A. To let the new hire know the company has a

budget for branded materials

B. To build commitment in the new hire

C. To show the new hire how he or she will be

expected to treat valued customers

D. to ask the new hire to do a sample

presentation on the product the first day of work

Question 7 of 40 2.5/ 2.5 Points

A job analysis is an analysis of the:

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A. job market in the company's industry.

B.
duties, behaviors, and activities of a person in a sales position.

C. employees in the same job function within a

company, comparing their performances.

D. ways a given job in a company could be made

more efficient.

Question 8 of 40 2.5/ 2.5 Points

What is the guiding idea behind the way companies structure

their sales forces?

A. The sales force should support the marketing

department and its goals.

B. Buyers will be more satisfied if they can

purchase what, when, and the way they want to.

C. A happy salesperson will sell more for the

company, so maximizing sales staff satisfaction is key.

D. Fewer channels cause fewer complications, so

choosing the simplest organizational structure is best.

Question 9 of 40 2.5/ 2.5 Points

A break-even analysis is a calculation that helps sales

managers figure out:

A. whether it is more cost-effective to hire

in-house salespeople or independent sales agents.

B. the monthly commissions they pay to

salespeople.

C. which products have the highest margins for

the company.

D. how to structure the sales force for maximum

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efficiency.

Question 10 of 40 2.5/ 2.5 Points

What is one way a company can encourage its employees to

refer their friends who are excellent candidates for sales positions?

A. Give extra vacation time to employees who

give the names of qualified friends and family members.

B. Offer a bonus to employees whose friends are

hired and stay for at least a year.

C. Encourage employees to invite friends and

family members to company events.

D. Ask employees to mention the company to

career development offices at the colleges or universities they attended.

Question 11 of 40 2.5/ 2.5 Points

What is the first step in the process of selecting a

candidate for a sales position?

A. Giving the candidate tests

B. Interviewing the candidate personally

C. Checking the candidate's background

information

D. Having the candidate fill out an application

form

Question 12 of 40 2.5/ 2.5 Points

Changes in demographics mean that companies that want to

attract and retain excellent candidates will need to institute corporate
policies that:

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 A. provide flexibility and support for
nontraditional families and older workers.

B. support Spanish-speaking salespeople.

C. require a higher percentage of new hires to

be non-Anglo people.

D. pay more into Social Security and FICA as the

population gets older.

Question 13 of 40 2.5/ 2.5 Points

In general, the more specialized the selling:

A. the more customers each salesperson will

have.

B. the shorter the sales process will take.

C. the fewer salespeople one manager can manage.

D. the less time each sale will take.

Question 14 of 40 2.5/ 2.5 Points

A geographical sales structure:

A. organizes the sales force according to where

salespeople live.

B. organizes the sales force in teams of

salespeople, each representing different regions.

C. organizes sales territories by customer

account.

D. organizes sales territories by physical areas

of the world.

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Question 15 of 40 2.5/ 2.5 Points

One of the biggest issues companies who use computerized

sales must deal with in relation to their customers is:

A. avoiding sending salespeople to call on them

in person.

B. making sure that the email messages they send

to customers are not experienced as spam.

C. making products that appeal to customers who

prefer to do business by computer.

D. convincing salespeople to give their customer

records to be inputted to computers.

Question 16 of 40 2.5/ 2.5 Points

In a line organization reporting structure, the main

disadvantage is that:

A. decision making is shared equally among all

the management levels.

B. salespeople are competing with each other for

customers.

C. salespeople have no idea who their managers

report to.

D. salespeople have little leeway to make

on-the-spot decisions to keep customers happy.

Question 17 of 40 2.5/ 2.5 Points

If a company is not finding enough applicants for sales

positions, it is likely that:

A. the company is not a leader in the industry.

B. the company needs to offer more training for

new hires.
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 C. the company has not analyzed the job
effectively enough.

D. the sources the company is using is a bad

fit.

Question 18 of 40 2.5/ 2.5 Points

A product sales structure assigns salespeople:

A. by geographical area.

B. by size of the customer.

C. according to product lines or divisions.

D. according to seniority.

Question 19 of 40 0.0/ 2.5 Points

The workload method of calculating the number of salespeople

a company needs to hire:

A. asks salespeople to perform duties

traditionally performed by other job functions.

B. is logical in theory, but is impractical to

calculate and implement.

C. uses computations that are too difficult to

be practical.

D. takes into account the various duties of

salespeople as well as the company's goals.

Question 20 of 40 2.5/ 2.5 Points

According to economic theory, sales managers should hire as

many salespeople as possible:

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A. until the market is saturated.

B. until the salespeople feel too much

competition in the workplace and become dissatisfied.

C. as long as each salesperson sells more than

he or she costs the company.

D. as long as the salespeople are willing to

work for the wages offered.

Part 2 of 2 -

Question 21 of 40 2.5/ 2.5 Points

At what time would an entire sales force, including both new

hires and long-term employees, need training?

A. At the beginning of the fiscal year

B. At the end of a quarter with decreased sales

C. When a new product is rolled out

D. When a new sales manager is hired

Question 22 of 40 2.5/ 2.5 Points

Companies that ask new hires to do on-the-job training, or

shadowing to shadow current sales reps, intend for the new hires to:

A. skip traditional training classes.

B. model the behavior of the experienced

salespeople.

C. memorize everything the current sale rep does

to replicate it perfectly.

D. critique the current rep's performance as

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part of a two-way training assessment.

Question 23 of 40 2.5/ 2.5 Points

Which of the following is NOT one of the four types of

feedback measure used to assess the success of a training program?

A. Reaction

B. Learning

C. Behaviors

D. Appraisal

Question 24 of 40 2.5/ 2.5 Points

Utility analysis is a method of examining the effectiveness

of a training program that is:

A. constantly evolving to yield better

statistical models.

B. not useful in and of itself.

C. an extension of the results-based measures of

assessment.

D. under further study.

Question 25 of 40 2.5/ 2.5 Points

What is a good training method for teaching complex skills

in a face-to-face format?

A. Webinars

B. Role-playing exercises

C. Online self-paced sessions

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D. Instructor-led lectures

Question 26 of 40 0.0/ 2.5 Points

All of the following are training methods that use the

Iinternet EXCEPT:

A. wikis.

B. webinars.

C. video live on demand.

D. podcasts.

Question 27 of 40 2.5/ 2.5 Points

Once it is determined that an employee needs some kind of

training, the manager should write:

A. to the training department to request it.

B. up a disciplinary notice because the employee

was not adequately prepared.

C. back to the human resources department to

follow up with them.

D. an individualized training plan for the

employee.

Question 28 of 40 2.5/ 2.5 Points

In order to be able to develop, execute, and evaluate the

training program, what has to be developed first?

A. The learning objectives for the training

B. The budget for the training

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 C. The list of trainers who will perform the
training

D. The list of attendees who will attend the

training

Question 29 of 40 2.5/ 2.5 Points

Some of the objectives of the training course should

include:

A. memorization.

B. computerized testing.

C. teaching upper-level skills as well as lower-

level skills from the cognitive/knowledge and affective/attitude categories.

D. "hot-seating," or asking students

questions in class to test their knowledge of the material.

Question 30 of 40 2.5/ 2.5 Points

The skills taught in Bloom's affective/attitude categories

could also be described as being:

A. preferences.

B. intellectual options.

C. analytical skills.

D. social and communicative skills.

Question 31 of 40 2.5/ 2.5 Points

What are the three levels of information that need to be

considered when determining training objectives?

A. Organizational, ability, and assessment

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B. Organizational, sales, and ability

C. Organizational, task, and individual

D. Knowledge, task, and skills

Question 32 of 40 2.5/ 2.5 Points

Bloom's cognitive/knowledge categories teach skills that all

have to do with dealing with and processing:

A. information.

B. analysis.

C. intelligence.

D. emotions.

Question 33 of 40 2.5/ 2.5 Points

Instructor-led, in-person training can be flexible and a

good way for trainees to network, but it can also be:

A. delivered on the Iinternet.

B. condensed into podcasts or streaming video.

C. the least expensive option for similar

multiple trainings.

D. boring and expensive to attend.

Question 34 of 40 2.5/ 2.5 Points

What is the most likely reason that companies run training

programs that do not succeed?

A. The company did not set specific objectives

for the programs, so the programs weren't targeted correctly.
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 B. The company could not convince new
salespeople to attend the trainings.

C. The company did not budget enough time and

human capital for the training programs.

D. The company did not budget enough money for

the training programs.

Question 35 of 40 2.5/ 2.5 Points

When salespeople give new technology an honest try but

ultimately reject it, it is usually because:

A. they

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