This study aimed to determine the success factors in personal sales in a wealthy market environment. For this purpose, a quasi-experimental design was formulated and the Swiss automotive market was selected. This market has some peculiarities in comparison to other markets, such as generally wealthy customers who demand fuel-efficient cars with significant horse power in the higher price range. Videos of personal sales conversations were produced and shown to the study participants for evaluation. The sales took place in the automotive sector, but the results can be transferred to other sectors. The theoretical concept of personal sales is introduced, sales theories, techniques and strategies are discussed. The different types of communication are introduced and explained. As a result, a factor analysis is conducted in order to interpret the results. The paper provides then conclusions by discussing and construing the results. Theoretical and managerial contributions and possible limitations are derived.
Mirroring the increasing percentage of women in the professional workforce, the number of females in sales has dramatically risen in recent years. The growth of gender diversity within the world of B-to-B buying and selling requires an examination of potential gender effects associated with interpersonal communications. The latter influences perceptions of authenticity, which in turn, influence sales effectiveness. The current study uses an international sample to review interpersonal communication drivers that are associated with buyer perceptions of salesperson authenticity. Gender differences associated with the processing of body language and the spoken word are particularly examined. Results indicate that, in high-involvement sales situations, female perceptions of salesperson authenticity are highly influenced by salesperson body language. Male perceptions, conversely, are more heavily influenced by the spoken word. Implications for sales training are provided.
Humanitarian workers operate in complex environments with various challenges and demanding working conditions. These challenges put aid workers in a range of risks and under the pressure. However, human resources are crucial for success of humanitarian operations in general. At the same time, each humanitarian operation is reliant on logistics and logistics activities are always connected with logistic staff. Understanding what motivates logisticians to join the humanitarian sector is essential information for humanitarian organizations and for recruiters within. Also, knowing which factors influence motivation and job satisfaction of humanitarian logisticians could help the organizations to struggle with the extremely turnover they have to face. Up to this moment, needed skills and the performance of humanitarian logisticians were examined. Also, the motivators of humanitarian workers are covered in previous research. Therefore, the additional aim of this research is to extend the knowledge about the human resources in humanitarian sector as well.
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