What type of compensation plan makes sense when a position focuses on customer s
ID: 414032 • Letter: W
Question
What type of compensation plan makes sense when a position focuses on customer service and support?
A.Straight bonuses
B.Straight salary
C.Salary plus commission
D.Salary plus bonuses
E.Straight commission
What is a potential negative outcome when a company limits how much salespeople can earn in commissions?
A.Salespeople will demand stock options to compensate.
B.Companies will have to pay bonuses more frequently to motivate employees to sell more.
C.Salespeople will spend more time on administrative duties instead of new accounts.
D.Salespeople will spend more time with proven customers instead of with high-potential customers.
E.Top-performing salespeople may quit selling when they reach their quota.
What is the first factor a company should consider when deciding on annual bonus plans as short-term incentives?
A.Job rankings
B.Eligibility
C.Fund size
D.Discretionary funds
E.Individual awards
What is the major disadvantage of providing team incentives?
A.Team incentives can have demotivating effects.
B.Team incentives make problem solving more difficult.
C.Team incentives require negotiation with some individuals.
D.Team incentives make planning more difficult.
E.Team incentives tie production standards to the amount workers are paid.
Because one of the best ways to achieve engagement by workers is to ensure workers' goals are the same as the organization's goals, the _______ feature of the Scanlon plan focuses on helping employees understand how the business operates.
A.philosophy of cooperation
B.identity
C.sharing of benefits formula
D.involvement system
E.competence
Explanation / Answer
What type of compensation plan makes sense when a position focuses on customer service and support?
D.Salary plus bonuses
Customer service and support required quality of work over quantity. Bonus should depend upon the overall quality of work with respect to the certain level of speed.
What is a potential negative outcome when a company limits how much salespeople can earn in commissions?
E. Top-performing salespeople may quit selling when they reach their quota.
It is very simple to understand, as every human wants to earn maximum but work as minimum as possible. So, once a motivated and performing employee is certain that I can not earn more than this amount no matter what, than at that point he will not generate more client for that rating period or started to postpone the sale contracts for next rating period.
What is the first factor a company should consider when deciding on annual bonus plans as short-term incentives?
B.Eligibility
Eligibility is the main criteria for every incentive plan no matter it is short term or long term. If the person is eligible as per all the decided parameters then only he should get any reward or incentive.
What is the major disadvantage of providing team incentives?
E.Team incentives tie production standards to the amount workers are paid.
Again it is very easy to understand, let us consider an example of group project of 4 staudents. A, B, C, and D are the name of student in particular gruop. Where B and C are good students and prepare almost compelete project on their own, however A was always their when B and C requires any help. But D has not done any thing for the project. But after submission of the project they all get 9 out of 10. Now D gets most as he has not done anything but still get 9, however, B and C could have got a perfect 10 if they had good partners. This is the same thing with team incentive, all the team member got equal irrespective of the individual efforts in the team.
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