Industrial marketing education: Practitioner's views

A study of industrial marketing practitioner perspectives on industrial marketing education was conducted. Attitudes toward the educational process, definition of skills, continuing education, practitioner assistance in education and topic importance were queried. In general it was found that practitioners are favorably disposed toward industrial marketing education, are willing to assist in the educational process and have distinct perceptions on the nature of the educational process and how it should be carried out.     

Increase salespeople's prestige with a new title

The public tends to view sales occupations as relatively low in prestige. The authors present the findings of their study that alternative job titles enhance the prestige awarded sales occupations and suggest how sales titles should be changed.     

Industrial salesforce satisfaction and performance with Herzberg's theory

Sales managers are seeking answers to facilitate the salesforce motivational process. This study empirically tested one of the most prominant motivational theories, which, some authorities consider the leading work formulated on the idea that satisfaction leads to performance. This study found no support for Herzberg's dichotomy or the correlation between satisfaction and performance.     

Measuring the industrial firm's image

This article addresses the auditing of the firm's current marketing position. The corporate image of a medium-sized industrial manufacturing company is analyzed to determine how the company is perceived in the market by its own management and by its existing and potential customers relative to competition.     

Evaluating and comparing salesmen's performance

The measurement and evaluation of the performance of salesmen is complicated in most firms by the situational, environmental, and personal variables involved. This complexity is further increased when management attempts performance comparisons among several salesmen or among an entire sales force. Territorial differences, multiplicity of products, and differences in backgrounds among salesmen are just a few of the factors of variability that compound management's performance measurement and evaluation tasks.In spite of these difficulties, the management process requires that the performance of salesmen be measured and compared to predetermined standards. Subjective judgements have frequently taken the place of objective analysis, particularly as to the overall or composite performance of salesmen, because of the difficulties sales managers encounter in the determination of composite measures of performance. Many have discussed the determination and use of objectives or quotas for salesmen, and some have been concerned with the development of composite measures of salesmen performance. However, most have suggested methods that require quantitative skills not possessed by many sales managers and salesmen. The application of computers to the quantitative methods that have been suggested does alleviate the computational problem but not the equally important understanding requirement. Sales personnel, particularly field managers and their salesmen, should thoroughly understand and accept the methods by which standards of sales performance are determined, in addition to the standards or quotas themselves if they are to accept evaluation against these standards [1].The purpose of this article is to discuss the various determinants of salesmen's performance and to present a practical analytical method for calculating and evaluating the overall performance of salesmen that will permit cross-comparison among all members of the sales force irrespective of differences in assignments and objectives. A hypothetical example is then presented utilizing a tabular analysis format equally appropriate for use by home office analysts or by field sales managers and their salesmen.     

Purchasing's role in computer buying: A comparative study

The sale of Electronic Data Processing (EDP) equipment represents a large and growing market both in number of dollars and products. This article analyzes the purchaser's perceived role in the EDP acquisition process from both public and private sector perspectives. Major public and private sector purchasing differences are discussed in terms of their implications for improving EDP marketing success. Differences discussed include: purchaser influence in the EDP decision process, necessity of seller-buyer interface, method of purchase, and purchasing's organization structure for buying EDP equipment.     

Effective selling approaches to buyers' objections

Approaches for responding to an industrial buyer's indecision and price objections were uncovered. When an industrial buyer refuses to make a purchase decision or objects to price, an effective salesperson will seek understanding of the buyer's indecision, consciously look for common underlying objections, address the buyer's specific concern, and establish a decision deadline for the buyer.     

Purchasing agent's influence in the buying process

As in previous studies the role of the purchasing agent can here been seen to vary throughout the buying process. The results both support and reject previous findings. This study finds that while purchasing agents are heavily involved in some buying stages, such as the selection of an order routine as suggested by previous studies, they may not be heavily involved in such other buying stages as post-sale performance feedback. This is contrary to previous findings. This study was conducted in the commercial construction industry.     

Industrial sales management in the 1980s

This article offers suggestions for sales management in the 1980s. Experts believe that energy and other resources will decline, government regulation will increase, and increased attention will be given to social responsibility. Several recommendations for dealing with these anticipated pressures are presented.     

Managing a capital equipment business's market share

Several factors are investigated as possible contributors to market share for capital equipment business: product quality, service quality, a business's image for quality, and marketing communications. Cross-lagged correlations with PIMS data imply that product quality and image for quality influence market share, marketing communication influences image, and service quality results from all of these sources of influence.     

Compensation plans that link management and salesman's objectives

In many companies, sales management pursues several objectives through the sales force compensation scheme, some of them qualitative and long-run. On the other hand, salesmen within the same sales force are likely to display heterogeneous preference patterns for compensation formulae. In this frequent occurrence, a jointly optimal compensation plan is not likely to be found (or even to exist), and a sales manager can only hope to find one of the best possible compromises between management's and salesmen's objectives. This paper proposes a seven-step procedure for finding such a compromise. An actual application is reported, and operational procedures are discussed.     

Organizational Obstacles to Innovation: A Formulation of the Problem

A large corporation is a complex social system that seems to take on a life of its own quite apart from the purpose for which it is intended. When one of the purposes of the organization is innovation, the social system can produce obstacles that are not easy to overcome. In this article, Professor Volney Stefflre provides a refreshing look at the problems of keeping an organization innovative enough so that it can survive and thrive in a changing environment. Professor Stefflre's view is an unusual and creative one. It comes partly from his many years of working with a variety of manufacturers as they attempted to adapt to their changing environments through innovation. It also comes from his background in psycho-linguistics—the area, he says, where psychology and anthropology meet. It may not be surprising then that his article includes a brief look at empires and civilizations as part of the support for his thesis. This article is adapted from one of the chapters of Professor Stefflre's new book: Developing and Implementing Marketing Strategies . New York: Praeger Publishers Inc., 1985.     

Industrial buyer complaining behavior

Many areas of household consumer behavior research were extended to study organizational buyer behavior in the recent years. However, one exception is the buyer dissatisfaction and complaining behavior area. This article discusses the various conceptual aspects of organizational buyer complaining behavior. A model of buyer complaining behavior is proposed and some theoretical portulates are formulated for additional research.     

Evaluate the sales force as a business

High interest rates are posing serious problems for all business organizations and impact more heavily on those in the industrial sector. Cash flow difficulties result directly from high interest rates, which in turn produce pressure on the sales force: credit terms are tightened; customers are pushed to pay their bills more promptly; and, shipments are delayed because of reduced inventories. This set of difficult circumstances, however, provides an opportunity for management to achieve a long desired objective—making the efforts of the sales force more congruent with the profit and ROI goals of the enterprise.This article outlines the structure of a training program, consisting of seven sessions, that introduces business performance criteria to sales territory management.     

Industrial buying behavior in Brazil

Many firms in less developed countries (LDCs) make little use of available information when they are considering investing in new production technology. A very small number of alternative suppliers are generally considered and supplier evaluation is often perfunctory. A number of questions concerning the information on alternative suppliers are raised and answers were sought in a field study carried out in Brazil. The factors that influence the degree of search by managers for information on alternatives included the relative cost of the equipment, the familiarity of the buyer with the technology, the cost of acquiring the information, the available resources of the company, and the buyer's expectations concerning quality and price, Implications for industrial marketing in LDCs are discussed and suggestions are made concerning the assistance that LDC governments can provide to firms that import production technology from the industrialized countries.     

Estimating potential for aftermarket requirements

This article will focus mainly on utility electric plant maintenance with particular emphasis on steam (nonnuclear) turbine-generator maintenance. Our objective has been to identify and examine relationships between the target market and other recorded key operating parameters that would be useful for future forecasting of trends in the target market.     

Industrial product adoption in a technology push industry

Studies of the industrial adoption of innovatious have frequently concluded that managerial attitudes are a crucial determinant of adoption behavior. However, these studies have usually offered hypotheses rather than rigorous tests. Equally important, these studies have not specified the characteristics of those managers whose attitudes exert a particularly strong influence on the firm's adoption policy.     

Marketing executives' perceptions of equitable salary increases

Employees' perceptions of fair and equitable salary increases is the subject of this article. Factors hypothesized to be the major determinants of the “perceived amount of pay that should be received” in Lawler's model of pay satisfaction are employed as predictor variables in a multiple regression equation context to explain the observed variation in executives' perceptions of fair and equitable salary increases. A national sample of industrial marketing executives were surveyed. A significant relationship was observed between employees perceptions of fair and equitable salary increases and a number of perceived personal job input and job demands related variables, current salary and wage history, and perceived non-monetary outcomes which are theorized in Lawler's model to be among the major determinants of the perceived amount of pay that should be received.