WGU D105 OA2 (UNITS 5-9) - SALES
MANAGEMENT COMPREHENSIVE
EXAM QUESTIONS AND ANSWERS
1. Which component of Vroom’s Expectancy Theory refers to the salesperson’s perception
that improved performance will lead to a specific reward?
A. Instrumentality
B. Valence
C. Expectancy
D. Reinforcement
Answer: A
Conceptual Explanation: Instrumentality is the belief that higher performance levels will
be noticed and rewarded. Expectancy is the link between effort and performance, while
Valence is the value placed on the reward.
2. In the context of sales recruitment, what is the primary purpose of a ‘Job Analysis’?
A. To set the compensation level for a new hire.
B. To compare the performance of current sales reps.
C. To identify the specific tasks, behaviors, and environment of the role.
,D. To screen out candidates during the initial interview.
Answer: C
Conceptual Explanation: A job analysis is a systematic way to describe the duties and
human requirements of a job, which then informs the job description and job specifications.
3. During the ‘Maintenance’ stage of a salesperson’s career, which of the following is most
likely to be a motivator?
A. Rapid promotion opportunities.
B. Status and recognition within the firm.
C. High-risk commission-only structures.
D. Exploring different career paths outside of sales.
Answer: B
Conceptual Explanation: Salespeople in the maintenance stage are typically focused on
retaining their current position and status, seeking recognition for their expertise rather
than seeking new promotions.
4. Which training evaluation method measures changes in the salesperson’s actual behavior
on the job after training?
A. Reaction criteria
B. Learning criteria
C. Results criteria
, D. Behavioral criteria
Answer: D
Conceptual Explanation: Behavioral criteria assess whether the trainees actually apply
what they learned to their work environment, whereas learning criteria only measure what
they understood during the session.
5. What is the ‘Halo Effect’ in the context of performance appraisals?
A. Using subjective measures instead of objective data.
B. Giving average ratings to all employees to avoid conflict.
C. Rating an employee based only on their most recent performance.
D. Rating a salesperson high on all factors because they excel in one specific area.
Answer: D
Conceptual Explanation: The Halo Effect occurs when a manager allows one positive
attribute to overshadow other areas of performance, leading to an artificially high overall
rating.
6. A ‘Straight Commission’ compensation plan is most effective when:
A. The primary objective is to maximize short-term sales volume.
B. The salesperson must perform many non-selling administrative tasks.
C. Management wants maximum control over the salesperson’s activities.
D. Sales cycles are extremely long and complex.
MANAGEMENT COMPREHENSIVE
EXAM QUESTIONS AND ANSWERS
1. Which component of Vroom’s Expectancy Theory refers to the salesperson’s perception
that improved performance will lead to a specific reward?
A. Instrumentality
B. Valence
C. Expectancy
D. Reinforcement
Answer: A
Conceptual Explanation: Instrumentality is the belief that higher performance levels will
be noticed and rewarded. Expectancy is the link between effort and performance, while
Valence is the value placed on the reward.
2. In the context of sales recruitment, what is the primary purpose of a ‘Job Analysis’?
A. To set the compensation level for a new hire.
B. To compare the performance of current sales reps.
C. To identify the specific tasks, behaviors, and environment of the role.
,D. To screen out candidates during the initial interview.
Answer: C
Conceptual Explanation: A job analysis is a systematic way to describe the duties and
human requirements of a job, which then informs the job description and job specifications.
3. During the ‘Maintenance’ stage of a salesperson’s career, which of the following is most
likely to be a motivator?
A. Rapid promotion opportunities.
B. Status and recognition within the firm.
C. High-risk commission-only structures.
D. Exploring different career paths outside of sales.
Answer: B
Conceptual Explanation: Salespeople in the maintenance stage are typically focused on
retaining their current position and status, seeking recognition for their expertise rather
than seeking new promotions.
4. Which training evaluation method measures changes in the salesperson’s actual behavior
on the job after training?
A. Reaction criteria
B. Learning criteria
C. Results criteria
, D. Behavioral criteria
Answer: D
Conceptual Explanation: Behavioral criteria assess whether the trainees actually apply
what they learned to their work environment, whereas learning criteria only measure what
they understood during the session.
5. What is the ‘Halo Effect’ in the context of performance appraisals?
A. Using subjective measures instead of objective data.
B. Giving average ratings to all employees to avoid conflict.
C. Rating an employee based only on their most recent performance.
D. Rating a salesperson high on all factors because they excel in one specific area.
Answer: D
Conceptual Explanation: The Halo Effect occurs when a manager allows one positive
attribute to overshadow other areas of performance, leading to an artificially high overall
rating.
6. A ‘Straight Commission’ compensation plan is most effective when:
A. The primary objective is to maximize short-term sales volume.
B. The salesperson must perform many non-selling administrative tasks.
C. Management wants maximum control over the salesperson’s activities.
D. Sales cycles are extremely long and complex.
