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    1. Suzette Renolidi has complained that expense accounts are not handled in a fair and equitable basis. You are the Sales Executive and are reviewing the data. Are you concerned? Why or why not?

    2. Are you concerned about the performance evaluations that have not been completed? Are there any patterns of discrimination against female employees?

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    https://brainmass.com/business/sales-revenue/sales-manager-treating-people-fairly-160135

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    1. Suzette Renolidi has complained that expense accounts are not handled in a fair and equitable basis. You are the Sales Executive and are reviewing the data. Are you concerned? Why or why not?

    Here are the averages of expense accounts. The first column is the company's average, the second column is Suzette's.

    1998 average: $1,727 Suzette's total $1,800
    1999 average: $1,833 Suzette's total $1,875
    2000 average: $1,891 Suzette's total $1,820
    2001 average: $2,124 Suzette's total $1,830
    2002 average: $2,127 Suzette's total $1,790
    2003 average: $2,338 Suzette's total $1,933
    2004 average: $2,435 Suzette's total $1,905

    7 Year average: $2,067 Suzette's 7 year average: $1,850

    Using the figures above, Suzette's averages are less than the company's which may indicate that Suzette's expense account does not commesurate with the others' expense reports; however, there are others in the company that do not average as high as Suzette and there are others' averages that are considerably higher (Tim hart, Brett Moore, Larry Green, and Jeff Birdest). This would concern me simply because the higher expense accounts are all for the male sales people. They average over $2,100 per month each and higher, whereas the women (Suzette, Shari Swagger, Felicia Abler, Kathy Levenhagen, and Ilise Rieboldt) all are under $2,000 per month. Care must be taken so that there is not an indication of discrimination in the area of the expense accounts where men are getting more to spend than the women. Expense accounts should be based upon the amount of accounts held by each sales person in order for that sales person to be able to work with their clients effectively; however, this information is not given here, so I am unable to realistically predict whether or not the manager really has cause for concern. For instance, if the male's had more clients, then they would need more money; however, if it were the reverse, I would be extremely concerned.

    2. Are you concerned about the performance evaluations that have not been completed? Are there any patterns of discrimination against female employees?

    Women's missed appraisals over the past 7 years:

    Suzette: 3
    Shari: 1
    Felicia: 3
    Kathy: 4
    Kim: 1

    Men's missed appraisals over the past 7 years:

    Stuart: 0
    Alvin: 1
    Ted: 1
    Brett: 0
    Mark: 1
    Bob: 0
    Jeff: 1
    Larry: 0
    Chris: 3
    Mike: 0
    Jeff: 0
    Cliff: 0

    In regards to the performance appraisals, there is great need for concern. There is definitely a pattern where women are missing their appraisals more often than men. For example, Suzette has missed three performance appraisals (2nd 1998, 1st 2002 and 2nd 2003); Chris Brackett (assuming a male) has missed three as well (2nd 1999, 2nd 2002, and 1st 2004). However, that is the closest it gets to being fair. On average, the women miss 2 performance appraisals; however, the men's average is less than 1 (0.58). If any of the women wanted to make an issue out of this, they certainly would have grounds for investigation.

    This content was COPIED from BrainMass.com - View the original, and get the already-completed solution here!

    © BrainMass Inc. brainmass.com October 5, 2022, 2:36 am ad1c9bdddf>
    https://brainmass.com/business/sales-revenue/sales-manager-treating-people-fairly-160135

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