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Essay / Research Paper Abstract
This 5 page paper examines the managerial grid designed by Blake and Mouton. How it may be used in the sales professions is discussed in depth. Bibliography lists 4 sources.
Page Count:
6 pages (~225 words per page)
File: RT13_SA547grd.rtf
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Unformatted sample text from the term paper:
insurance policies and many remember that door to door salesman of an earlier era. Generally, sales people make money through commission. In a store for example, someone can work and
sell things without commission and draw a simple hourly wage, while in other stores, they may achieve both commission and an hourly wage. The latter is not always preferred, as
sometimes the hourly wage is less than one would get doing much the same thing without commission. It is thus expected that the employee will do well and be rewarded
with commission for sales achievements. Within many offices are sales forces and sales managers. Sales managers often look at their underlings as a team. For example, in a real
estate agency, there are usually goals set for the entire agency as well as for the individual. The agency shares commission with the sales representative, so there is a lot
at stake. Unlike someone working in Sears or P.C. Richard for example, the real estate sales person does not get a salary and usually does not get an advance like
in auto sales. The way in which people are paid does matter in terms of management. Motivation is key here. The real estate sales person who works only for commission
is much more motivated to sell houses than is someone who is working at a store where there is no commission to be made. The latter case might see people
who only do cursory work so that they can keep the job. Some overzealous workers may offer extraordinary help, but that would be much less likely than in a commission-oriented
environment. In managing sales staff, these things matter. How money is handed out directly ties into motivation. After all, people are motivated by money. If they will earn the
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