Models for Sales Management Decisions - Case Study Example

Models for Sales Management Decisions According to Simpson machine tool company sales management seminar discussion held by the three managers, management can be a hard task if not well performed by the responsible people. Jerry kliine is a selling sales manager who is mainly concerned with the organizations sales outcome. She is described as running around with her sales people in order to make their target sales quota. Selling sales managers most of the times are out of the offices because they are supposed to exercise caution and diligence with their customers. Selling sales managers are generally in the forefront with their selling People are implementing new selling techniques mainly to make the selling system running for more productive sales. Selling sales managers like jerry kliine are mainly concerned with the sales out come production but do not care about long-term relationship with their customers. They are mainly concerned with money production through sales. Grace Gallo on the other hand is a maintenance sales manager. These sales managers are concerned with management of their sales people for high sales provision outcome. Grace Gallo is described as being concerned with her sales people performance. Encouraging the sales people can be through giving them sales bonuses and commissions. This makes them to work hard in order to achieve the goal and the target of their managers. These managers make sure that the target is achieved by putting their sales men in pressure for attaining of the target. Paul Swenson according to the case study is a turn around sales manager. These managers take their pert in rejuvenation of the sales force. They are managers who are mainly concerned with the sales turn down. When the sales are declining, the turn around managers are concerned on the best sales techniques to employ in order to improve their sales. They are also concerned with the economy turn down. When a certain commodity of their production is affected by the economy, they are concerned on how to improve and promote their sales. They are generally concerned with the marketing strategy on any trend change, which can affect their marketing but not the commodities prices. They are also concerned with keeping strong customer relations since their sales can be affected any time by their competitors or even by the economy. The performance level of the sale team that jerry kliine heads is very poor. This is mainly because they have to be followed and monitored any time in their field. She says she has to run around with her sales people to help them to make sales presentations. Her sales people need trainings on how to make their sales and to handle customers without supervisions. Grace Gallos’ sales people are very much aggressive on their sales because of the strict measures she has made to them. They are highly motivated to achievement of her goals. They are also highly motivated by commissions and bonuses, which make them more aggressive and ease their sales work. Paul Swenson describes his sales men as opportunistic people. This is to mean that their level of sales performance is poor and hence producing poor performance. He advocates a wish that if they could know to sale on some basis other than prices. He also wishes if they could make good customer relationship for more sales production. Each of them will benefit the managers differently since they are facing different issues. Jerry kliine will have a great knowledge on how to handle her sales people mostly on cultivation of strong customer relation with their customers. This will give her a chance to be in her office in most of the time for better management of the office work. She will also be able to have enough time for paper works in the office. She will also get the sense of long-term customer relations for more sales production. Grace Gallo will also have a great sense on benefits of macro marketing. She will also have a great view on the importance of cultivation of customer relations more than concentrating on the sales outcomes. She will also have enough skills on how to manage her sales people rather than conditioning them for better performance because adding the twenty percent of the new customer turn over with the old one will improve her sales rapidly. Paul Swenson on the other hand will benefit through knowing marketing trends. He will be able to balance the economic crises of the commodities and the profits so as not to experience lose. He will also attain major management skills on cultivation of good customer relations. Selection of new sales managers should mainly be based on academic and performance qualifications. Advertisement should be made for the management post, which needs an employee. This advertisement should generally include the qualifications needed for the applicants. Interested applicants for the position should apply for the position considering the qualifications for the post. Testing of the applicants then follows. This testing starts as an interview test and then proceeds to psychological tests. These tests include personality test, intelligence test, ability test, aptitude test and the emotional intelligence test. All these tests are done to figure out the future performance of the applicants (Albers & Mantrala, 2008). Field observation is the best method one can use to determine the qualities desired for the applicants. One can also put emphasis on background verification of the new applicants to view back the applicant’s performance. This will give a chance to predict on the future performance of the candidate. This also makes somebody as the top executive member of a company to trust the performance of the candidate even before taking up strong part fully in the company’s’ runnings.background verification also shows performance of the new candidate before and hence one can predict on their performance when they will be recruited in the company. Training should be done to the new manager employees. This mainly familiarizes them with the organizations’ missions and visions hence working towards achieving the objectives and goals of the company (Jobber & Lancaster, 2007). This training also makes the employees aware of the rules and regulations and the working conditions for the company and hence working as per the requirements of the company. Training of the new manages will allow them to work easily with no supervision since they will be aware and familiar with what they are supposed to do as their duties. These sales managers should mainly be trained on how to make their move towards achieving the goals and the objectives of the company. They should also have great trainings on the organization culture and the changes they should make to make a forward move towards the goals achievement. Training of the new managers will lead to improved sales skills and hence increase sales. Effective management of sales people by the sales manager definitely leads to more sales outcome and production. The way sales managers treat their sales people has a great impact on the sales outcome. In most cases if the sales managers are harsh and unfriendly to their sales people, the sales outcome will be low since the sales people will have low morale on their work and poor perception towards their work and their boss. Good management skills also will lead to more and good production of sales outcomes. The new sales manages should practice stimulus and response strategy on their sales people to improve on their performance. This will be through awarding them, giving them bonus and training them on prefect sales. References Albers, S., & Mantrala, M. K. (2008). Models for Sales Management Decisions. (B. Wierenga, Ed.)Handbook of Marketing Decision Models, 163-210, 163-210. Springer US. Retrieved from http://www.springerlink.com/index/10.1007/978-0- 387-78213-3 Jobber, D., & Lancaster, G. (2007). Selling and sales management. Business Horizons, 50(3), 185-191. Pearson Education. Retrieved from http://www.sciencedirect.com/science/article/B6W45-4NB7DRV- 4/2/50a43e1be2cb2781713453746ec23691 Munyon, Timothy P., Summers, James K., and Gerald R. Ferris. Team staffing modes in organizations: Strategic considerations on individual and cluster hiring approaches. Human Resource Management Review. 21:3 (2011):228-242. Spiro, 2. 2. Rosann L., Gregory A. Rich, and William J. Stanton. Management of a Sales Force. 12. New York, NY: McGraw-Hill/Irwin, 2008. 49-51. Print. Spiro, Rosann L., Gregory A. Rich, and William J. Stanton (2008), Managementof a Sales Force, 12th Edition, McGraw-Hill Irwin, Boston, pp. 134-137. Strategic Planning." NC Office of State Personnel, n.d. Web. 10 Jul 2011. . ^ Read More