Q;1: According to Maslows hierarchy of needs theory and David McClellands acquired needs

theory identify and justify which needs dominate the 5 team members and the team leader.

Answer:

Maslows hierarchy of needs theory:

Team Leader

Melissa
Richardson

Team Members
Alex Hoffman

Belongingness
Needs

Self-actualization
Needs

Highly
Dominating

Moderate to High

Self-esteem
Needs
High

Self-Actualization
Needs
High

Justifications
Richardson had personality more
like an agreeable person. She was
highly dominated by social needs.
In belongingness she preferred
friendly environment and her
acceptance in team and affection as
well. For example she kept thinking
of pizza lunches and ice cream in
Friday afternoons after achieving
sale targets. She also preferred to
build good communication with her
team. When she came at Phoenix
she was expecting a protocol from
her group members and her boss
Campbell. She was so social and
friendly that Ruiz did easily
convince her to take his resume for
higher designation through his good
skill of communication or while
conversing friendly with her.
She was moderate to high in selfactualization because she was
putting her potential to cope with
her job. She had a goal too to
achieve, she wanted to make
phoenix one of the best sales offices
but somehow she distracted from
her goal and instead fulfilling the
requirement of this seat she was
trying to accomplish her goal in
other means like building good
relations with others.
Justifications
Hoffman had conscientiousness personality
type; he had reliability, conformity and
organization. Instead of being social and
friendly he was hard working and put in effort

to achieve his goals.

Hoffman was high at self-esteem
because he was so confident about
what he was doing to get maximum
sales. He had also a dismissive
attitude about others and he was also
egoistic and status conscious because
he do not like to tell any kind of
information unless asked from him.
And he refused so clearly to
Richardson about contacting with
every little mom-and-pop florist as
well.
He was high at self-actualization
because he was using his full potential
to achieve his targets. Being selfactualizer he was self-directed and
was independent and resourceful. He
was highly missioned in himself and
he also enjoys his own company and
feels comfortable being alone.

Social Needs
Gregorio Torres

Moderate

Self-esteem
Needs
Moderate

Justifications
Torres personality traits were more like an
openness to experience person. He liked to
be more creative than following the predecided lines of doing work.
Torres was a relaxed kind of
person. He always talk nicely with
Richardson and quite ready to help
her. For example, in June when
nobody doing his paper works so
she asked Torres to do some of his
colleagues reports for them in
order to meet their deadline.
Richardson also asked him to meet
her and a new big buyer to fulfill
demands of this customer. He also
had good relations in team and he
kept convers them in their Spanish
language.
He is moderate at self-esteem
needs because he was not status
conscious and egoist person but he
wanted recognition through getting
accomplishments by trying new
ideas and was willing to change the
old ways to grape customers

attentions. He was confident about

his new idea for website to manage
customers services.

Social
Needs
Nick Ruiz

Self-esteem
Needs

Moderately Moderately
dominating dominating

Safety and Security

Needs

Selfactualization
Needs
High
dominating

Justifications
Nick was an extraverted person. He
liked to meet new people and was
willing to confront others.
He kept interacting people in
other departments and asking
about their jobs. He also
knew about the product from
his
conversations
with
customers. He also built good
relation with Richardson and
convinced her to take her
resume for sales post.
He was moderate at selfesteem because he wanted to
get recognized through his
ability of having lots of
knowledge. He was confident
about his knowledge which
he took from workers while
visiting greenhouse in his
free times. He was also had
self-confidence.
Nick was high at selfactualization because he was
ready to put each and every
effort to get sales position no
matter whatever it took. His
attitude proved refreshing to
Richardson. He was ready to
use his full potential in work
and in return seek growth,
achievement
and
advancement in his career.
He was so directed, and
resourceful. He was highly
purposed as well.

Justifications

Chelsea Peterson

Sarah Vega

Highly dominating

Physiological
Needs
Highly
dominating

She had a neurotic personality. She was emotionally

unstable and out of control.
She was pessimistic and insecure about her job.
She was nervous all the time. She was unable to
build good relation with her immediate boss and
to build her good impression. She criticized
others in spite of having look on herself as being
unskilled and inexperienced and still thought
herself to be eligible for promotion to sales
position. As she was openly hostile to Richardson
in her first meeting.

Justification
She was moderate at agreeableness personality type. The data given for
Sarah Vega was not enough to judge her personality exactly. She was
not high in any level of Maslows hierarchy except at physiological
level. Because she was so unconcerned with her work, she often came
late and left soon, kept on texting on mobile. She was so careless that
her work was piled on her table but she did not bother to do that. She
off and on went on leaves for different reasons. Her sales were so
uneven. So she just concerned with her basic needs which were fulfilled
from her recent designation and she did not need something more than
that.

McClellands acquired needs theory:

Needs of
Affiliation

Needs of
Achievement

Needs of
Power

Justification

Melissa
Richardson

High

Moderate to
High

low

Richardson had personality

more like an agreeable person.
She was highly dominated by
social needs. She preferred
friendly environment and her
acceptance
in team and
affection as well. For example
she kept thinking of pizza
lunches and ice cream in Friday
afternoons after achieving sale
targets.
She was also moderate to high
in needs of achievement. She
had a goal to make phoenix one
of the best sales offices. But she
was a little misdirected towards
others aspects like building
good relationships with team
members. She lacked to focus
on the requirements of her new
designation and through other
ways she wanted to achieve her
goal.
She was so low in needs of
power. She never thought of
herself being an authoritative
person. As a good leader she
must be moderate in needs of
power instead of no need of
power. The use of power also
needed to reshape and remold
the team into her terms.

Alex
Hoffman

Low

High

High

Hoffman had conscientiousness

personality type. Instead of
being social and friendly he was
hard working and put in effort
to achieve his goals. He was the
top sales man in the company
and he had earned every reward
and perk ColorTech offered. He
achieved his sales goals in any
case even he had to make phone
sales outside his area.
He was so confident about what
he was doing to get maximum
sales. He did not like to tell any
kind of information to others
because he liked himself being
authoritative person. Even he

refused
to
follow
the
Richardsons terms to make
high sales and asked her to deal
himself in his own ways.
He was very low in needs of
affiliation. He was not social
and liked being alone.
Gregorio
Torres

Moderate

Moderate

Low

Torres personality traits were

more like an openness to
experience person. He always
talk nicely with Richardson and
quite ready to help her. He also
had good relations in team and
he kept convers them in their
Spanish language.
His needs of achievement were
moderate because he wanted to
perform
well
but
the
communication method with
customers was going on in the
office did not suit him. He
wanted to achieve sales through
his own idea of website.
He did not want power or to be
authoritative on others directly
but he wanted to be distinctive
from others so he could be
powerful in a different way and
had privileged than others. So
his needs of power were low
because he was just had an idea
and no practical work was going
on.

Nick Ruiz

Moderate

High

Low

Nick was an extraverted person.

He was moderate in needs of
affiliation. He liked to meet new
people. He also built good
relation with Richardson. He
kept interacting people in other
departments and asking about
their jobs.
Nick had high needs of
achievement. He was ready to
put each and every effort to get
sales position. He was ready to
use his full potential in work


Chelsea
Peterson

Low

Low

High

Sarah Vega

Moderate to
low

Low

Low

and in return seek growth,

achievement and advancement
in his career. He was so focused
and ingenious in order to
achieve his goals.
He was low in needs of power
because he did not want to
command on others.
Peterson had a neurotic
personality.
She
was
emotionally unstable. She was
insecure about her job. Her
needs of power were high
because
these
kinds
of
personalities want to be in
power so that they can feel
secure. Same case was with
Peterson that she got insecure
under Richardson and she
wanted to get promoted so that
she could be more secured and
have control on others too. She
also felt more insecure when
she heard about the promotion
of his colleague from the same
designation as she had.
She was so low at needs of
affiliation because she was not
interested in building good
relations with others. And in her
very first meeting with her new
boss she was so argumentative
in her behavior.
She was low at needs of
achievement too because he was
not putting effort in her work to
achieve something she was just
criticizing others. She did not
have some goals to achieve.
She
was
moderate
in
agreeableness personality. She
was just fulfilling her basic
needs from this job. She was
moderate to low in needs of
affiliation/social in the office
with boss and her colleagues.
She was not concerned more
what is going on in the office or
with the office work.
She was low in needs of

achievement. She was not

interested to put special effort to
do her work even her work was
compiling on her table and she
did not bother to complete that.
She did not have some kind of
goal related to her job.
She was so low in power too.
As she did not want growth so
no needs of power were existed
in her.

Q.3) Explain and justify how can Melissa Richardson use the Victor Vrooms expectancy
theory to improve her teams performance, lead them effectively and motivate them?
Answer
The Expectancy theory states that employees motivation is an outcome of how much
an individual wants a reward (Valence), the assessment that the likelihood that the effort will lead
to expected performance (Expectancy) and the belief that the performance will lead to reward
(Instrumentality)

Effort

performance

Rewards

Individual goals

As given in the case study some of the team members cannot put their efforts for better
performance so the following steps should be taken by Melissa Richardson by using victor
Vrooms expectancy theory to improve her team members performance.
1. Alex Hoffman:
As Hoffman was the top salesperson in the company, and he had earned every award
& received every perk ColorTech offered. As a top seller Alex show dismissive attitude
and resistance to sell new stem products. So Melissa Richardson should clearly define
him objectives and the performance necessary to achieve them and also tie performance
to rewards.
2. Gregorio Torres:
Gregorio is account representative; he seems uninterested in discussing his sales
performance. But he has much creative ideas about customer service website. He also
understands product and customer services, so Melissa Richardson can use Pygmalion effect
to motivate and improve his performance.
3. Sarah Vega:
Sarah Vega is an account representative and was new to sales. Sarah Vega is
unfocused and distracted by events outside of the work. She had uneven performance and
often late or absent from the office. So Melissa should persuade her to get training to
improve her job performance and also making her responsible and motivating her by
praising.
4. Chelsea Peterson:
Chelsea is a store merchandiser and has hostile relationship with her boss Melissa. She
is more interested in sales position when opened, but have no experience & skills. However
Melissa can motivate Peterson by telling her that hardworking, capable and a good performer
will lead to sales position. So giving her training and helping her would be best for her.
5. Nick Ruiz:

Nick is also a store merchandiser. He is very enthusiastic & knowledgeable person.

Ruiz had apparently expressed interest in joining the sales team and he is ready for sales
position when open. Melissa can motivate him by making him believe that whatever she
says she will do.
Giving training those who need, using Pygmalion effect, praising rewarding, helping those who
had low performance and making her team to believe her and respect and follow her would
motivate her team.

Q.4) Using the Reinforcement theory of motivation explain and justify which reinforcement
technique(s) Melissa Richardson should use to motivate each of the 5 team members. What
might be the pros and cons of using a particular reinforcement technique for each team
member?
Answer:
Richardson should communicate to the team about the desired behaviors expected from them and
undesired behaviors they should avoid.

Alex Hoffman

Reinforcement

Ways to Motivate

Pros

Cons

Techniques

Positive
reinforcement

As he is the go-getter top

sales person in the company
and has always achieved his
sales targets he should be
motivated by giving him
praise,
promotion,
increased
status
and
increasing the control over
the job which offers
challenge, or bonuses.

Avoidance
Reinforcement

Punishment

Although he was a top sales

person yet he has a
dismissive attitude and used
to ignore Richardson and
never
showed
respect
towards her. He was
unpleasant,
rude
and
argumentative. To increase
the
desired
behavior
Richardson can do so by
setting strong routine rules,
warning him that his
negative behavior will be
documented in his reviews,
reprimanding or nagging
him until he shows the
desired behavior.
As Hoffman deliberately
defies Richardson and
chooses to disobey a direct
order, and not to contribute
his fair share of effort to the
team
Richardson
can
Motivate him to listen to
her
and
follow
her
directions by cutting down
his
incentives,
fining,

He will tend to repeat

the same behavior in
order
to
gain
appreciation & reward
because he is driven
by commissions.
Its the best motivator
that would increase his
productivity
&
performance.
It will build his
confidence.
Will
increase
the
employee morale.

Nagging,
and
reprimanding
may
generate and improve
his work performance
& behavior.

Cutting down the

incentive may correct
his behavior, so here
incentive acts as a
catalyst to change the
behavior
of
the
employee.

Too
much
positive
reinforcement can lead
to fatigue or praise
overload which can
diminish the desired
results and performance
expected
from
the
Hoffman.
Positive reinforcement
that is administered
haphazardly can also
cause problems, as the
employees receive the
same signals no matter
what they do, which
reduces the power of the
signals. In case of
Hoffman he used to
behave as he wants.
It does not encourage
employees to strive
beyond the minimum
levels required.
Creates
a
stressful
environment for the
employee.

More Hostile attitude

towards the manager.
He
will
be
less
motivated when he will
be not receiving any
incentives.
He can quit his job.

taking away the perks.

Gregario Torres
Reinforcement
Techniques
Positive
Reinforcement

Avoidance
Reinforcement

Ways to Motivate

Pros

As he was innovative and

has so many creative ideas
Richardson should motivate
him for that by giving him
praise and appreciating
him, encouraging him,
accepting his idea and
creativity.

As his sales were low

Richardson can motivate
him through avoidance
reinforcement
too
by
pressurizing or nagging him
to achieve his sales targets
in a given time periods and
telling him if he does so he
will receive a reward. And
if
he
continues
to
underperform she can also
punish him.

Cons

Its the best motivator

that would increase his
productivity
&
performance.
It will build his
confidence.
Appreciating
him
would drive him more
towards the success
and will increase the
employee morale.
He will try his best to
achieve
the
sales
targets
and
will
improve
his
performance to seek a
reward.

Appreciating him just on

his ideas can make him
not achieve his sales
target.

This will create a

negative condition in
which he will be
subjected
to
an
unpleasant situation.

Nick Ruiz
Reinforcement
Techniques
Positive
Reinforcement

Ways to Motivate
He was a merchandizer
who is a capable person,
enthusiastic
and
knowledgeable
his
performance was good,
based on the performance
Richardson can motivate
him by giving him a sales
position or rewarding him
on his performance through
bonuses etc.

Pros

He will tend to repeat

the same behavior in
order to gain new
position and growth.
It would increase his
confidence,
productivity, morale &
performance
He can come up with
creative ideas.

Cons

Giving him a sales

position or promoting
him can arise conflicts
among
the
team
members on the basis of
seniority and tenure
issues.

Chelsea Peterson

Reinforcement
Techniques
Positive
reinforcement

Ways to Motivate
Although she has a low
performance and lacked the
skills and experience she can
be motivated by taking
training courses to gain
skills and improve the
performance, and continuous

Pros

Performance
can
increase.
Employee
morale
will increase.
Negative attitude can
end

Cons

Even after taking training

courses she might not be
able to develop the skills
and
increase
the
performance.
she might only do the

motivation
and
encouragement
by
the
manager to work hard can
make her perform well.
Avoidance
Reinforcement

She is a pessimistic person

hostile in behavior and dont
pay attention towards the
direction
given
by
Richardson. So Richardson
can motivate
her
by
reprimanding her to change
her
behavior
and be
cooperative with the team or
also she can nag her to
complete her tasks.

She might change

her hostile behavior
to avoid more severe
consequences
and
punishment.

work just too attain a

reward or perk and when
anything is not given to
her then she wont pay
attention to work
She will tend to exert the
minimum effort necessary
to keep herself out of
trouble.
It does not encourage
employees
to
strive
beyond the minimum
levels required.
If negative reinforcement
involves excessive anger,
or threats, the person
who's responsible for it
could
face
legal
repercussions.

Sarah Vega
Reinforcement
Techniques
Avoidance
Reinforcement

Ways to Motivate
As she was totally nonserious about her work and
used to come late and take
leaves
more
often.
Richardson can motivate
her by reprimanding or
warning her and telling her
to come on time and get
serious about the work.
Having strong rules about
the work timings can make
the employees to come in
time. Also she can warn her
about writing her up and
documenting
lateness
(i.e., give a
negative
response to the employee
no one wants to be written
up), telling her if she
completes her targets and
work overtime within the
five days of the week then
she can get a day off.
Even after warning if she
doesnt come on time and

Pros

She will come on time

and will improve her
performance.

Cons

She will tend to exert the

minimum
effort
necessary to keep herself
out of trouble.
She is least bothered
even after warnings.

Punishment

stays non serious towards

her work then Richardson
can motivate her by
cutting her work hours
(i.e., take
away money/income from
the employee), taking away
$1.00 per minute late from
her paycheck, giving her a
bad work shift or putting
her
on
overtime.
(i.e., give a bad thing to the
employee: a late at night or
when the employee doesnt
want to work, a time when
no customers come in, etc)
or can fire her.

She might change her

attitude and becomes
serious to avoid the
danger of losing job.

Hostile attitude towards

the manager.
Creates
a
stressful
environment for the
employee.

Q.6: What did Melissa Richardson do right when she started her new job? What mistakes
did she make? What might have helped Melissa Richardson get off to a better start?
Richardson did right when she started this job:
When she came and joined the Phoenix office which was headquarter of the ColorTech company,
she did so many things right.
1. When she reached the Phoenix office she took stock of her office and the supplies she
would need, and made a few notes of them.
2. The next that was Saturday she returned to the office to order everything in her office so
that when she will be on work at Monday she could officially start the office.
3. On the Friday when she was near to leave the office, Richardson took a quick tour of the
area where her salespeople worked. Nobody was at work that day and it was only four
oclock except for the receptionist and a few administrative staff. So she got an idea at the
very first day that her team needed to get into shape.
4. On the Saturday when she was arranging her office for the Monday Richardson
assembled some basic information on her team that could be helpful for her to better
understand her team and would be beneficial for the effective communication for
reshaping her team.
5. She was so enthusiastic in doing her work at the new place as a sales manager in Phoenix.
So she didnt waste her time to call for a meeting with her team and to tell them what her
goal was.
6. Then she arranged one on one talk with her each team member for better communication
and after that she made some more notes on her team members about their personalities
and interests.
7. She had been reading leadership books on her own and started to develop her vision and
ways to share with her team.
Richardsons mistakes she made:
As she did lots of good things she also did some mistakes at Phoenix.
1. From the very starting day she got to know that her team is not in shape but she didnt
took any steps to reform their behaviors.
2. The second mistake she did that she arranged a meeting in urgency at the very first day
without informing in advance even after knowing that her team was not in shape and
ordered.
3. She conducted a bad presentation because she could not transfer her goal to her team.

4. Another mistake she did was that she had not noticed the product ready for the customers
was placed in wrong pots. This mistake would mean the team would be charged for
emergency repotting costs as well as discounts offered as compensation for delayed
delivery if they did not act quickly.
5. She did not have we perspective so that her employees could feel that they are on the
same side.
6. Richardson was accused for the gender discrimination at the working place and this was
claimed by Chelsea Peterson, one of her store merchandizers. And this was might be due
to the communication gap between a leader and her team members.
7. She did not get any kind of knowledge about paper work and management issues which
was required for this sales managers seat.
8. When she was given to prepare a quarterly report she took a previous quarterly report as a
reference and then rebuked by her regional manager Campbell for this act. She did not
take information on it because her predecessor was fired from this seat due to falsifying
these reports by using previous data.
9. She was not focused on her goals instead focusing other unimportant work.
10. She did not decide the means to achieve goal in three month time period.
11. She did not have some kind of preparation for contingency situations.
12. She was not democratic at all. She did not have guts to take her member to move with her
to achieve goal.
Some steps which might help Richardson get off to a better start:
1. She should have taken some steps in the start to reshape the team members behavior so
that she could remold them into her interests and for the good of the office reputation at
phoenix.
2. She should inform to the receptionist on Friday for meeting so that receptionist could
convey the message to the members. And consequently all could be at meeting in time. In
this way she might be able to communicate with them in an effective way.
3. If she went through each area which was in her supervision she could save herself and her
team members from extra costs that was charged from repotting in emergency and
discounts offered as compensation for delayed delivery. Because each big-box customers
received plants in plastic pots that showed its unique bar codes for price scanning and
inventory management.
4. After misunderstanding with Chelsea Peterson about job promotion she that this kind of
misunderstanding existed in the environment than it should be clarified at the spot and
should pay equal attention to all the team members, but there was a lack from the

Richardson if she covered it ingeniously she could save herself from accusation on the
gender discrimination.
5. From the start if she kept focused on the goal and decided the way that how to achieve
that goal and assign duty everyone in a more leadership style that definitely help her
towards a better start towards success.
6. If she already understood her job requirements like paper work, management issues and
process covered in the classes then she would be able to better handle paper work
assigned from her regional manager.
7. If she would have an authoritative and leadership attitude with her team members then
she could be able to move to betterment in achieving goals and for her job too.
So she could prove herself a very effective sales manager after performing her role ingeniously.
But in the she pictured the Friday afternoon pizza lunches and ice cream cart celebration she
would sponsor when they exceeded their quarterly sales goals. But as a leader she should have to
do something more right and important then thinking about a treat was reasonable.
Q.7) Critique Melissa Richardsons first meeting. How could she have made a stronger
impact on her team that first day? Recommend some ways which will help Melissa
Richardson build her team effectively?
Answer:
We all know that Richardson first meeting wasnt effective at all firstly her team members were
informed of the meeting just an hour before. She should have informed them early or in advance
like when she visited her office on Friday she could have told the receptionist to inform every
one of the meeting that would held on Monday morning. Because as Campbell wasnt there to
introduce her to the staff. She should have come more prepared with a more detailed speech
instead of short speech that would have made a stronger impact on the members. But due to her
short unproductive speech no one was interested whatever she was saying and she felt a tension
in the air. She should have taken an orientation or should have asked for it. Initial team meetings
are where expectations are set, a feeling process occurs, and opinions get formed. She could have
made a stronger impact on the team if she would have set a supervisory tone, established initial
credibility, clearly communicated confidence in the new position and moreover first meeting is
not about telling your team things its about you asking your team questions and listening so

instead of just speaking and telling she would have made her team members speak and listened
to them and asking them about

The individual and team goals

Most important things for them to achieve this year
Hurdles that would come in their way to achieve their goal
Challenges they are facing
Their expectations and their sales strategies

By doing this she would have made a strong connection with the members because this way she
would have involved them in her speech and discussing goals and if any person didnt have clear
goals for the year, she should have planned on establishing them fairly soon. Its way easier to
manage people if they have clear goals. And knowing each everyone would have helped her to
achieve success.
Recommending ways Richardson can build her team effectively:
As a manager, Richardson is to make her group more productive than it would have been without
her. Focusing her energy from the first day on the things that only she, as a manager, can do. She
is the leader. She is responsible for training and developing her people and for building them into
a team. To build her team effectively and have a positive impact on the team it only takes insight
into three key areas: Alignment, Motivation, and Performance.

Team should have a sales process and set goals, but it works best to align those
organizational goals to the team.

Setting general routine rules and guidelines for the team members would make them
more efficient and effective. For example Richardson didnt say anything to Sarah when she
used to come late there should be strong rules of coming on time and sharing ideas.

Relationship building is the most fundamental element of leadership. Establishing strong

relationships with people enables them to trust and respect you, in turn giving them a reason
to follow your lead.

Inspiring employees to work together to develop solutions to company problems. A

manager who does not promote teamwork develops a staff that is apathetic toward working
together.

Stressing teamwork and cooperation; emphasizing open and candid communication both
ways; and the no surprises rule (if they have problems or Difficulties, they should be brought
to the new managers attention).

Appraising the team as a whole and individually. And reward them in a social format that
brings out the best in them in a way that inspires everyone.

The most important part of her job is to motivate her employees. Start that from day one.
She should find numerous ways to motivate the team members. Give them positive
feedback when she can and negative feedback only when she must.

Placing a high priority on coaching will build confidence and drive production for the
team better and faster than any other single practice.

Give flexibility to team members on how to meet their work goals, encourage employees
to make suggestions and give creative ideas.

Learning how to deal with problem or resentful employees.

Q.8) In your opinion who is at fault for Melissa Richardsons poor performance as a Sales
manager and Team Leader?
Answer:
The team leaders are those who can lead and direct without misuse of their power. They
must be able to inspire others in a direction or greater good. They must be strong enough to stand
firm in decision making and leading others without an egotistical attitude. A great team leader
will encourage others to brain storm and contribute to the whole. They also lead by example and
intelligently. However, with reference to case study Melissa Richardson is not a good team leader
as she did not know how to lead, direct or inspire her team members. For example the behavior
of Alex Hoffman is very rude towards her but she did not take any action. Some as the one of
other team member Sarah Vega who did not pay full attention towards her work and much busy
with her cell phone. She also comes late on work but Melissa didnt do anything for her this type
of behavior.
The sales manager is the person responsible for leading and guiding a team of salespeople.
A sales manager's tasks often include assigning sales territories, setting quotas, mentoring the
members of her sales team, assigning sales training, building a sales plan, and hiring and firing

salespeople. Because a sales manager's compensation is tied to how many sales her team makes,
she's highly motivated to get her salespeople producing. This often leads to a scenario where she
micromanages her sales team, hanging over their shoulders and constantly asking for updates. As
a sales person, Richardson had not been exposed to many of the management issues, paperwork,
and processes covered in the classes of the manager training course. Legal issues related to
human resource had been stressed repeatedly, but Richardson had little confidence in her
understanding of the risks and requirements. One of the other reason of her poor performance as
a sales manager is that her regional manager didnt give her information about the duties and
responsibilities of her new job. Due to all above issues she shows a poor performance as sales
managers.