DO All. :)

1-3

and

a) & b)

I will leave a rating.

magine that you are a part of Roush's executive team, and you are faced with one major question: how important it is to define an ippropriate compensation plan? In writing this up, stay focused and simply do the followingt 1. Why do we pay salespeople? What cause-and-effect relation do you see between compensation and salespeople's behavior? 2. What key behavioral objectives should drive the choice of a sales compensation plan in a business like that of Roush Performance? Please list and prioritize what you see as the key objectives. 3. What were the important sales tasks in this business? What do you consider good (or bad) behavior (in the fleld, at headquarters, across the company)? What specific behavior do you want to change for Roush's salespeople? a) Assume that you change your compensation plan to salary and quota bonus. What do you expect from this change? Be specific - for example, in terms of behavioral change, the ease of implementation, fairness (between salespeople or across departments), etc. b) Why is this compensation plan better than a salary, commission, and quota bonus plan? Defend your arguments