The Effect of Goal-Setting on the Performance of Independent Sales Agents in Direct Selling.ppt

Content Introduction Go-Setting Literature Hypotheses Method 5. Result 6. Discussion Introduction Because direct salespeople are not company employees, but rather independent agents, they can take on the product line of more than one direct selling firm. Because of their independence and varying degrees of work commitment, specific quota or objectives are seldom assigned to direct salespeople by their firm. The major purpose of this paper is to determine how goal setting relates to the behavior and performance of these salespersons. To find some ways for further research on goal setting for company salespeople,manufacturers’ representative, and other types of sales agents. Goal-Setting Literature The most widely-quoted and tested theory of goal setting is Locke’s(1968). Research based on the theory, as summarized in Latham and Yukl (1975) and Locke et al. (1981). Indicate that, in general, persons with specific and challenging goals work harder and perform better than those with easy goals,do-your-best goal, or no goals at all Hall and Foster’s finding showed that goals lead to greater effort, but that effort was not related to performance(1977). Hypotheses 1a. Salespeople who set specific goal will devote greater effort to their work than salespeople who set general goals or no goals at all. 1b. Salespeople who set specific goals will devote greater effort to their work than salespeople who set general goals or goals at all. 2a. Salespeople who believe goals are more important to success in their work devote great effort to their work than salespeople who believe goals are less important. 2b. Salespeople who believe goal are important to success in their work will exhibit better performance than salespeople who believe goals are less important. Data Collection * * 直銷通路管理報告 指導教授﹕陳得發教授 學生:王昭雄 學號﹕8941812 中華民國九十一年三月十三日 The Effect of Goal-Setting on the Perfor