{"id":90068,"date":"2022-08-23T07:33:11","date_gmt":"2022-08-23T07:33:11","guid":{"rendered":"https:\/\/assignmenttutors.net\/blog\/ashworth-bm410-1-1-online-exam-5_05\/"},"modified":"2022-08-23T07:33:11","modified_gmt":"2022-08-23T07:33:11","slug":"ashworth-bm410-1-1-online-exam-5_05","status":"publish","type":"post","link":"https:\/\/assignmenttutors.net\/blog\/ashworth-bm410-1-1-online-exam-5_05\/","title":{"rendered":"Ashworth bm410.1.1 online exam 5_05"},"content":{"rendered":"
\n

\u00a0\u00a0<\/p>\n

Question<\/p>\n

Question 1 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

Managers who rush through the hiring process and assume that they can fix any problems with a candidate during the training process:<\/p>\n

A.<\/a> have never gone through the process of attempting to train subpar employees.<\/a><\/p>\n

B.<\/a> may find that the problems cannot be corrected and the hire is a mistake.<\/a><\/p>\n

C.<\/a> will have to fire that employee eventually for incompetence.<\/a><\/p>\n

D.<\/a> should not be in a managerial position with the company.<\/a><\/p>\n

Question 2 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

The organization of a company’s sales force is most heavily influenced by:<\/p>\n

A.<\/a> the price customers are willing to pay for the product.<\/a><\/p>\n

B.<\/a> the marketing department.<\/a><\/p>\n

C.<\/a> the goals of the entire organization.<\/a><\/p>\n

D.<\/a> the metrics set by the sales department<\/p>\n

Question 3 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

All of the following are elements that are likely to appear in a job description EXCEPT:<\/p>\n

A.<\/a> The age of the ideal candidate<\/p>\n

B.<\/a> The products or services the employee will be selling<\/p>\n

C.<\/a> The tasks and responsibilities of the job<\/p>\n

D.<\/a> The relationship between the employee and others in the organization<\/p>\n

Question 4 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

What is a way to qualify applicants coming from newspaper advertisements?<\/p>\n

A.<\/a> Provide specific information about the job duties and personal characteristics needed so that applicants will qualify themselves.<\/a><\/p>\n

B.<\/a> Ignore all resumes sent in without cover letters.<\/a><\/p>\n

C.<\/a> Specify in the advertisement that only qualified applicants should send in resumes.<\/a><\/p>\n

D.<\/a> Place the ads in as many newspapers as possible so you will receive as many applications as possible.<\/a><\/p>\n

Question 5 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

The turnover rate for salespeople is:<\/p>\n

A.<\/a> approximately the same as the turnover rate for employees as a whole.<\/a><\/p>\n

B.<\/a> slightly higher than the turnover rate for employees as a whole.<\/a><\/p>\n

C.<\/a> much higher than the turnover rate for employees as a whole.<\/a><\/p>\n

D.<\/a> slightly lower than the turnover rate for employees as a whole.<\/a><\/p>\n

Question 6 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

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?<\/p>\n

A.<\/a> To let the new hire know the company has a budget for branded materials<\/p>\n

B.<\/a> To build commitment in the new hire<\/p>\n

C.<\/a> To show the new hire how he or she will be expected to treat valued customers<\/p>\n

D.<\/a> to ask the new hire to do a sample presentation on the product the first day of work<\/p>\n

Question 7 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

A job analysis is an analysis of the:<\/p>\n

A.<\/a> job market in the company’s industry.<\/a><\/p>\n

B.<\/a> duties, behaviors, and activities of a person in a sales position.<\/a><\/p>\n

C.<\/a> employees in the same job function within a company, comparing their performances.<\/a><\/p>\n

D.<\/a> ways a given job in a company could be made more efficient.<\/a><\/p>\n

Question 8 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

What is the guiding idea behind the way companies structure their sales forces?<\/p>\n

A.<\/a> The sales force should support the marketing department and its goals.<\/a><\/p>\n

B.<\/a> Buyers will be more satisfied if they can purchase what, when, and the way they want to.<\/a><\/p>\n

C.<\/a> A happy salesperson will sell more for the company, so maximizing sales staff satisfaction is key.<\/a><\/p>\n

D.<\/a> Fewer channels cause fewer complications, so choosing the simplest organizational structure is best.<\/a><\/p>\n

Question 9 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

A break-even analysis is a calculation that helps sales managers figure out:<\/p>\n

A.<\/a> whether it is more cost-effective to hire in-house salespeople or independent sales agents.<\/a><\/p>\n

B.<\/a> the monthly commissions they pay to salespeople.<\/a><\/p>\n

C.<\/a> which products have the highest margins for the company.<\/a><\/p>\n

D.<\/a> how to structure the sales force for maximum efficiency.<\/a><\/p>\n

Question 10 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

What is one way a company can encourage its employees to refer their friends who are excellent candidates for sales positions?<\/p>\n

A.<\/a> Give extra vacation time to employees who give the names of qualified friends and family members.<\/a><\/p>\n

B.<\/a> Offer a bonus to employees whose friends are hired and stay for at least a year.<\/a><\/p>\n

C.<\/a> Encourage employees to invite friends and family members to company events.<\/a><\/p>\n

D.<\/a> Ask employees to mention the company to career development offices at the colleges or universities they attended.<\/a><\/p>\n

Question 11 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

What is the first step in the process of selecting a candidate for a sales position?<\/p>\n

A.<\/a> Giving the candidate tests<\/p>\n

B.<\/a> Interviewing the candidate personally<\/p>\n

C.<\/a> Checking the candidate’s background information<\/p>\n

D.<\/a> Having the candidate fill out an application form<\/p>\n

Question 12 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

Changes in demographics mean that companies that want to attract and retain excellent candidates will need to institute corporate policies that:<\/p>\n

A.<\/a> provide flexibility and support for nontraditional families and older workers.<\/a><\/p>\n

B.<\/a> support Spanish-speaking salespeople.<\/a><\/p>\n

C.<\/a> require a higher percentage of new hires to be non-Anglo people.<\/a><\/p>\n

D.<\/a> pay more into Social Security and FICA as the population gets older.<\/a><\/p>\n

Question 13 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

In general, the more specialized the selling:<\/p>\n

A.<\/a> the more customers each salesperson will have.<\/a><\/p>\n

B.<\/a> the shorter the sales process will take.<\/a><\/p>\n

C.<\/a> the fewer salespeople one manager can manage.<\/a><\/p>\n

D.<\/a> the less time each sale will take.<\/a><\/p>\n

Question 14 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

A geographical sales structure:<\/p>\n

A.<\/a> organizes the sales force according to where salespeople live.<\/a><\/p>\n

B.<\/a> organizes the sales force in teams of salespeople, each representing different regions.<\/a><\/p>\n

C.<\/a> organizes sales territories by customer account.<\/a><\/p>\n

D.<\/a> organizes sales territories by physical areas of the world.<\/a><\/p>\n

Question 15 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

One of the biggest issues companies who use computerized sales must deal with in relation to their customers is:<\/p>\n

A.<\/a> avoiding sending salespeople to call on them in person.<\/a><\/p>\n

B.<\/a> making sure that the email messages they send to customers are not experienced as spam.<\/a><\/p>\n

C.<\/a> making products that appeal to customers who prefer to do business by computer.<\/a><\/p>\n

D.<\/a> convincing salespeople to give their customer records to be inputted to computers.<\/a><\/p>\n

Question 16 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

In a line organization reporting structure, the main disadvantage is that:<\/p>\n

A.<\/a> decision making is shared equally among all the management levels.<\/a><\/p>\n

B.<\/a> salespeople are competing with each other for customers.<\/a><\/p>\n

C.<\/a> salespeople have no idea who their managers report to.<\/a><\/p>\n

D.<\/a> salespeople have little leeway to make on-the-spot decisions to keep customers happy.<\/a><\/p>\n

Question 17 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

If a company is not finding enough applicants for sales positions, it is likely that:<\/p>\n

A.<\/a> the company is not a leader in the industry.<\/a><\/p>\n

B.<\/a> the company needs to offer more training for new hires.<\/a><\/p>\n

C.<\/a> the company has not analyzed the job effectively enough.<\/a><\/p>\n

D.<\/a> the sources the company is using is a bad fit.<\/a><\/p>\n

Question 18 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

A product sales structure assigns salespeople:<\/p>\n

A.<\/a> by geographical area.<\/a><\/p>\n

B.<\/a> by size of the customer.<\/a><\/p>\n

C.<\/a> according to product lines or divisions.<\/a><\/p>\n

D.<\/a> according to seniority.<\/a><\/p>\n

Question 19 of 40 0.<\/a>0\/ 2.<\/a>5 Points<\/p>\n

The workload method of calculating the number of salespeople a company needs to hire:<\/p>\n

A.<\/a> asks salespeople to perform duties traditionally performed by other job functions.<\/a><\/p>\n

B.<\/a> is logical in theory, but is impractical to calculate and implement.<\/a><\/p>\n

C.<\/a> uses computations that are too difficult to be practical.<\/a><\/p>\n

D.<\/a> takes into account the various duties of salespeople as well as the company’s goals.<\/a><\/p>\n

Question 20 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

According to economic theory, sales managers should hire as many salespeople as possible:<\/p>\n

A.<\/a> until the market is saturated.<\/a><\/p>\n

B.<\/a> until the salespeople feel too much competition in the workplace and become dissatisfied.<\/a><\/p>\n

C.<\/a> as long as each salesperson sells more than he or she costs the company.<\/a><\/p>\n

D.<\/a> as long as the salespeople are willing to work for the wages offered.<\/a><\/p>\n

Part 2 of 2 –\u00a0<\/p>\n

Question 21 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

At what time would an entire sales force, including both new hires and long-term employees, need training?<\/p>\n

A.<\/a> At the beginning of the fiscal year<\/p>\n

B.<\/a> At the end of a quarter with decreased sales<\/p>\n

C.<\/a> When a new product is rolled out<\/p>\n

D.<\/a> When a new sales manager is hired<\/p>\n

Question 22 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

Companies that ask new hires to do on-the-job training, or shadowing to shadow current sales reps, intend for the new hires to:<\/p>\n

A.<\/a> skip traditional training classes.<\/a><\/p>\n

B.<\/a> model the behavior of the experienced salespeople.<\/a><\/p>\n

C.<\/a> memorize everything the current sale rep does to replicate it perfectly.<\/a><\/p>\n

D.<\/a> critique the current rep’s performance as part of a two-way training assessment.<\/a><\/p>\n

Question 23 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

Which of the following is NOT one of the four types of feedback measure used to assess the success of a training program?<\/p>\n

A.<\/a> Reaction<\/p>\n

B.<\/a> Learning<\/p>\n

C.<\/a> Behaviors<\/p>\n

D.<\/a> Appraisal<\/p>\n

Question 24 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

Utility analysis is a method of examining the effectiveness of a training program that is:<\/p>\n

A.<\/a> constantly evolving to yield better statistical models.<\/a><\/p>\n

B.<\/a> not useful in and of itself.<\/a><\/p>\n

C.<\/a> an extension of the results-based measures of assessment.<\/a><\/p>\n

D.<\/a> under further study.<\/a><\/p>\n

Question 25 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

What is a good training method for teaching complex skills in a face-to-face format?<\/p>\n

A.<\/a> Webinars<\/p>\n

B.<\/a> Role-playing exercises<\/p>\n

C.<\/a> Online self-paced sessions<\/p>\n

D.<\/a> Instructor-led lectures<\/p>\n

Question 26 of 40 0.<\/a>0\/ 2.<\/a>5 Points<\/p>\n

All of the following are training methods that use the Iinternet EXCEPT:<\/p>\n

A.<\/a> wikis.<\/a><\/p>\n

B.<\/a> webinars.<\/a><\/p>\n

C.<\/a> video live on demand.<\/a><\/p>\n

D.<\/a> podcasts.<\/a><\/p>\n

Question 27 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

Once it is determined that an employee needs some kind of training, the manager should write:<\/p>\n

A.<\/a> to the training department to request it.<\/a><\/p>\n

B.<\/a> up a disciplinary notice because the employee was not adequately prepared.<\/a><\/p>\n

C.<\/a> back to the human resources department to follow up with them.<\/a><\/p>\n

D.<\/a> an individualized training plan for the employee.<\/a><\/p>\n

Question 28 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

In order to be able to develop, execute, and evaluate the training program, what has to be developed first?<\/p>\n

A.<\/a> The learning objectives for the training<\/p>\n

B.<\/a> The budget for the training<\/p>\n

C.<\/a> The list of trainers who will perform the training<\/p>\n

D.<\/a> The list of attendees who will attend the training<\/p>\n

Question 29 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

Some of the objectives of the training course should include:<\/p>\n

A.<\/a> memorization.<\/a><\/p>\n

B.<\/a> computerized testing.<\/a><\/p>\n

C.<\/a> teaching upper-level skills as well as lower- level skills from the cognitive\/knowledge and affective\/attitude categories.<\/a><\/p>\n

D.<\/a> “hot-seating,” or asking students questions in class to test their knowledge of the material.<\/a><\/p>\n

Question 30 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

The skills taught in Bloom’s affective\/attitude categories could also be described as being:<\/p>\n

A.<\/a> preferences.<\/a><\/p>\n

B.<\/a> intellectual options.<\/a><\/p>\n

C.<\/a> analytical skills.<\/a><\/p>\n

D.<\/a> social and communicative skills.<\/a><\/p>\n

Question 31 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

What are the three levels of information that need to be considered when determining training objectives?<\/p>\n

A.<\/a> Organizational, ability, and assessment<\/p>\n

B.<\/a> Organizational, sales, and ability<\/p>\n

C.<\/a> Organizational, task, and individual<\/p>\n

D.<\/a> Knowledge, task, and skills<\/p>\n

Question 32 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

Bloom’s cognitive\/knowledge categories teach skills that all have to do with dealing with and processing:<\/p>\n

A.<\/a> information.<\/a><\/p>\n

B.<\/a> analysis.<\/a><\/p>\n

C.<\/a> intelligence.<\/a><\/p>\n

D.<\/a> emotions.<\/a><\/p>\n

Question 33 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

Instructor-led, in-person training can be flexible and a good way for trainees to network, but it can also be:<\/p>\n

A.<\/a> delivered on the Iinternet.<\/a><\/p>\n

B.<\/a> condensed into podcasts or streaming video.<\/a><\/p>\n

C.<\/a> the least expensive option for similar multiple trainings.<\/a><\/p>\n

D.<\/a> boring and expensive to attend.<\/a><\/p>\n

Question 34 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

What is the most likely reason that companies run training programs that do not succeed?<\/p>\n

A.<\/a> The company did not set specific objectives for the programs, so the programs weren’t targeted correctly.<\/a><\/p>\n

B.<\/a> The company could not convince new salespeople to attend the trainings.<\/a><\/p>\n

C.<\/a> The company did not budget enough time and human capital for the training programs.<\/a><\/p>\n

D.<\/a> The company did not budget enough money for the training programs.<\/a><\/p>\n

Question 35 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

When salespeople give new technology an honest try but ultimately reject it, it is usually because:<\/p>\n

A.<\/a> they are too old to learn to use computers.<\/a><\/p>\n

B.<\/a> they are afraid of things they don’t understand.<\/a><\/p>\n

C.<\/a> they will not be penalized for refusing the technology.<\/a><\/p>\n

D.<\/a> the technology is a poor fit for what the salespeople actually need.<\/a><\/p>\n

Question 36 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

In the past, managers did not spend much time training new salespeople on ethics.<\/a> Now, training in ethics:<\/p>\n

A.<\/a> takes longer than training on basic sales techniques.<\/a><\/p>\n

B.<\/a> is more extensive than training on what the product is.<\/a><\/p>\n

C.<\/a> teaches salespeople to promote the ethical practices of the company to customers.<\/a><\/p>\n

D.<\/a> exposes the questionable side of proper sales behavior.<\/a><\/p>\n

Question 37 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

What does “learning transfer” mean?<\/p>\n

A.<\/a> Learning transfer is another phrase for learning objective.<\/a><\/p>\n

B.<\/a> Learning transfer means that what is learned in a training program is retained and then applied in the field.<\/a><\/p>\n

C.<\/a> Learning transfer means that the trainer is able to effectively transfer what is in his or head into the minds of the salespeople in the training.<\/a><\/p>\n

D.<\/a> A learning transfer is a center staffed with trainers and all the equipment needed to run a company’s software and train salespeople on it.<\/a><\/p>\n

Question 38 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

A company that wants to prevent experienced salespeople from leaving the company at key career transition times can:<\/p>\n

A.<\/a> offer a higher commissions than any other salesperson receives.<\/a><\/p>\n

B.<\/a> redistribute sales territories to give the salespeople key accounts.<\/a><\/p>\n

C.<\/a> have individual meetings with each salesperson to try to convince them to stay.<\/a><\/p>\n

D.<\/a> provide upper-level sales training for the salespeople right at those transition times to encourage them to stay.<\/a><\/p>\n

Question 39 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

In order to develop an effective training program for sales employees, companies must first determine:<\/p>\n

A.<\/a> what is the actual need for training.<\/a><\/p>\n

B.<\/a> who will receive the training.<\/a><\/p>\n

C.<\/a> who will conduct the training.<\/a><\/p>\n

D.<\/a> how the training will be delivered.<\/a><\/p>\n

Question 40 of 40 2.<\/a>5\/ 2.<\/a>5 Points<\/p>\n

A training assessment determines:<\/p>\n

A.<\/a> how well the training was conducted.<\/a><\/p>\n

B.<\/a> how well the attendees retained what they learned in the training.<\/a><\/p>\n

C.<\/a> how things could be improved for the next time.<\/a><\/p>\n

D.<\/a> what topics need to be covered in a training program.<\/a><\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

\u00a0\u00a0 Question 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 […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[16],"tags":[],"class_list":["post-90068","post","type-post","status-publish","format-standard","hentry","category-education"],"_links":{"self":[{"href":"https:\/\/assignmenttutors.net\/blog\/wp-json\/wp\/v2\/posts\/90068","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/assignmenttutors.net\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/assignmenttutors.net\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/assignmenttutors.net\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/assignmenttutors.net\/blog\/wp-json\/wp\/v2\/comments?post=90068"}],"version-history":[{"count":0,"href":"https:\/\/assignmenttutors.net\/blog\/wp-json\/wp\/v2\/posts\/90068\/revisions"}],"wp:attachment":[{"href":"https:\/\/assignmenttutors.net\/blog\/wp-json\/wp\/v2\/media?parent=90068"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/assignmenttutors.net\/blog\/wp-json\/wp\/v2\/categories?post=90068"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/assignmenttutors.net\/blog\/wp-json\/wp\/v2\/tags?post=90068"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}