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  1. Surveys
  2. 2005
  3. April
  4. S
  5. Sales Manager Questionnaire
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You are invited to participate in my Dissertation survey "Comparing the perceptions of managers and sales people towards work motivators and demotivators". It will take approximately 10 minutes to complete the questionnaire.

Your participation in this study is completely voluntary. There are no risks associated with this project. However, if you feel uncomfortable answering any questions, you can withdraw from the survey at any point. Your survey responses will be stricly confidential and data from this research will be reported only in the aggregate. If you have questions at any time about the survey, you may contact Patrick Egan at +353 87 916 5998 or by email at the email address [email protected] This Dissertation will be completed in part fulfilment for the award of Masters in Business Studies to the Dublin Business School, in conjunction with the Liverpool John Moores University.

Thank you very much for your time and support. Please start with the survey now by clicking on the Continue button below.
 
 
To which age group do you belong
Please select the relevant age category, by ticking the box beside it
 
25 or less 26 - 36 37 - 58 58 or over
 
 

Please state your current job title
Sales Manager Sales Representative
 
 
Gender
 
Male Female
 
 
Nationality
 
American Japanese German Irish British Other
 
 
Renumeration
Please tick box
20 - 30k 30 - 40k 40 - 50k 50 - 60k 60k+ Prefer not to say
 
 
What % of salary is bonus based
Please tick
0-5% 6-10% 11-15% 16-20% 21-25% more than 25%
 
 
Number of years in current job
Please tick
0-1 1-3 3-5 5-10 10 or more
 
 
Number of different companies you have worked for in a sales capacity
Please tick
1 2 3 4 5 or more
 
 
Indicate on a scale of 1-4 if the statement on the left are typical of what would motivate you (if your a sales representative) or your sales people (if your a sales manager).

My sales representatives are motivated by:
NOT EFFECTIVE MOTIVATOR SOME WHAT EFFECTIVE MOTIVATOR EFFECTIVE MOTIVATOR VERY EFFECTIVE Motivator
A clear understanding of the areas of my responsibility
Clearly defined work objectives
Desire to achieve
Exclusive territory
Career opportunities in the Forklift Industry
Self development opportunities
Skills training
Additional duties or responsibilities
Incentive trips at home
Incentive trips abroad
NOT EFFECTIVE MOTIVATOR SOME WHAT EFFECTIVE MOTIVATOR EFFECTIVE MOTIVATOR VERY EFFECTIVE Motivator
Team-building
Teamwork approach to territory work
Social gatherings with colleagues
Sales meetings
Positive corporate culture
Awareness of personal contributions assisting organisational goals
Competition with colleagues
Involvement in target setting
Involvement with marketing campaigns (i.e. your option sought)
Appraisal/performance feedback
NOT EFFECTIVE MOTIVATOR SOME WHAT EFFECTIVE MOTIVATOR EFFECTIVE MOTIVATOR VERY EFFECTIVE Motivator
Formal recognition of effort/success
Informal recognition of effort/success (verbal thank you)
Meeting Management expectations
Being well informed of company developments
One to one field visits by Sales Manager
Guidance by peer group
Guidance by Management
Strong products
Annual incentive payments
Quaterly incentive payment
NOT EFFECTIVE MOTIVATOR SOME WHAT EFFECTIVE MOTIVATOR EFFECTIVE MOTIVATOR VERY EFFECTIVE Motivator
Share options
Awards for achievement over short-term
High renumeration relative to the industry norm
Model of Company car
Job title
Development of good customer relationships
Working on my own initiative
Doing work i enjoy
 
 
 
 
   
 
 
Indicate on a scale of 1-4 if the statement on the left demotivates you (if your a sales representative) or your sales people (if your a sales manager), select one tick box for each statement, if a second box is ticked in error, tick it again to clear the box.

The following cause my sales representatives to lose motivation:
NOT A CAUSE OF POOR MOTIVATION COULD CAUSE SOME LACK OF MOTIVATION LIKELY TO CAUSE POOR MOTIVATION DEFINITELY CAUSES POOR MOTIVATION
Weekend work
Working long hours
Personal problems
Fear of failure
Negative corporate culture
High unreasonable targets
Additional responsibilities
Poor promotional prospects
Poor comparative data versus competitors
Small incentive payments relative to the industry norm
NOT A CAUSE OF POOR MOTIVATION COULD CAUSE SOME LACK OF MOTIVATION LIKELY TO CAUSE POOR MOTIVATION DEFINITELY CAUSES POOR MOTIVATION
Low remuneration relative to the industry norm
Lack of recognition of achievements
Lack of access to management
Lack of consultation from management
High level of supervision
Low level of supervision
Routine/repetitive work
Lack of respect form customers
Administrative work
Call reports via IT
NOT A CAUSE OF POOR MOTIVATION COULD CAUSE SOME LACK OF MOTIVATION LIKELY TO CAUSE POOR MOTIVATION DEFINITELY CAUSES POOR MOTIVATION
Delay in receiving sales results
Poor support from work colleagues
Constant Change
Unproductive Meetings
Internal Politics
Unclear Expectations
Withholding of Information
 
 
 
 
   
 
Please contact [email protected] if you have any questions regarding this survey.
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