Professional Documents
Culture Documents
Chapter 7
Chapter 7
13
• Everyone
knows
Quotas- advantages? their
quotas in
advance
• Easy to
cascade
corporate
sales goals
through
organizatio
n
• Can
capture
some
territory
14
differences
• Difficult to
set
Quotas-disadvantages? accurately
(especially
for new
products)
• Payout is
hard to
predict-
exceed the
budget or
turnover
• Difficult to
adapt to
changes
through
15
the period
• Executives
who earn
Quotas- disadvantages? less than
their goal
often
complain
about the
fairness of
the setting
procedures
• Good-
performing
executives
may
“coast” if
future
16 quotas are
• When
teamwork
Quotas- when for sure “not”? is
important-
individual
quotas
might be a
problem
• Long
selling
cycle
• rough on
new
executive
s
• if also a
17
high
dollar
• May or
may not
Performance Plans have
quotas
• Measure
performa
nce to a
benchma
rk:
“average
performe
r”
• Relative
payouts
are set in
advance:
• “top
perfor
mer
18 gets
2.5
• May not
work in
Drawbacks to Performance Plans
team-
selling
environme
nts
• No goal -
motivation
al issues
• Executives
doesn’t
know in
advance
what their
payout will
be since
19
they don’t
• Quotas
appear to
Summary have
strong
motivation
al value if
well
implement
ed
• They are
however
difficult to
implement
• Need to
trade-off
the
20
administra
SUMMARY