Dissertations / Theses on the topic 'Sales personnel Training of Australia'
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1
Wilson, Phillip H. "A Model of Salespeople's Training Attitudes and Related Outcomes." Thesis, University of North Texas, 1999. https://digital.library.unt.edu/ark:/67531/metadc935559/.
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Today many selling organizations are reexamining and revising their philosophy for managing salespeople because of increase costs of hiring and maintaining a sales force. More than everm management is looking for ways to assist salespeople in becoming more productive and effective faster. One avenue for enhancing salespersons' performance is through improved sales training practices. improved sales training practices should help salespeople view training, and how sales training transcends to the job environment. Considering the need for greater understanding concerning salespeople's perceptions of sales training and assuming the influence of those perceptions on job performance and other outcomes, this study develops and executes an analysis of several proposed relationships among personal characteristics, job related characteristics, perceived training needs, sales training variables, and related outcomes. The program of research identifies and evaluates salespeople's attitudes toward sales training and specifies influences of those training perceptions on salesperson' behaviors and general attitudes. As well, a relationship between salespeople's transfer of training materials, their use, and individual performance are evaluated.
2
Drengler, Eric. "Evaluation of a manufacturer's sales representative training program." Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009drenglere.pdf.
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Goehring, Daniel Lynn. "A quest for sales." CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/1996.
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This paper is to evaluate the sales program at Arrowhead Credit Union, and make recommendations for enhancing and improving it. This paper provide guidance and direction to assist the Arrowhead Credit Unions transition to a sales focused organization.
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Neilson, George A. "Expatriate selection, training, family issues and repatriation putting theory into best practice for expatriate success in Australia, Singapore and Malaysia." Thesis, Curtin University, 2002. http://hdl.handle.net/20.500.11937/274.
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For both large and small companies involved in the internationalisation of world-wide markets, the successful management of expatriate assignment is an important part of overseas commercial activities.This investigation was concerned with expatriate management in fifty, multinational and international organisations in Australia, Singapore and Malaysia to contribute to the enhancement of success and reduction of failure of expatriate assignments.Data was collected to heighten the awareness of practitioners and academics to the value of dealing differently with expatriates. In forecasting the value of expatriates and the importance of global trade in the future, it was shown that the most successful companies are those able to identify and select an ample number of appropriate international managers. Where suitable candidates for relocation are not selected, higher than normal turnover occurs.The unique Australasian models developed and tested in this thesis are a direct response to the results of current research and encourage current practice to be less static. resulting in the rate of expatriate failure being reduced substantially.
5
Neilson, George A. "Expatriate selection, training, family issues and repatriation putting theory into best practice for expatriate success in Australia, Singapore and Malaysia." Curtin University of Technology, School of Management, 2002. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=13387.
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For both large and small companies involved in the internationalisation of world-wide markets, the successful management of expatriate assignment is an important part of overseas commercial activities.This investigation was concerned with expatriate management in fifty, multinational and international organisations in Australia, Singapore and Malaysia to contribute to the enhancement of success and reduction of failure of expatriate assignments.Data was collected to heighten the awareness of practitioners and academics to the value of dealing differently with expatriates. In forecasting the value of expatriates and the importance of global trade in the future, it was shown that the most successful companies are those able to identify and select an ample number of appropriate international managers. Where suitable candidates for relocation are not selected, higher than normal turnover occurs.The unique Australasian models developed and tested in this thesis are a direct response to the results of current research and encourage current practice to be less static. resulting in the rate of expatriate failure being reduced substantially.
6
McLaughlan, Anthony Charles. "An overview of dental assistant utilisation (DAU) and recommendations for the establishment of an undergraduate DAU programme in Australia." University of Sydney, 1992. http://hdl.handle.net/2123/4413.
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Master of Dental SurgeryAt the present time in Australia (1992) there exists no undergraduate training for dental students in auxiliary utilisation. The result of this is that new dental graduates have no understanding of the concept of practicing sit-down four-handed dentistry in a comfortable and efficient manner. This compares with the United States of America (USA) where, since 1961, every dental student receives formal instruction in Dental Assistant Utilisation (DAU) and, since 1973, Training in Expanded Auxiliary Management. In this treatise the history and development of “four-handed dentistry” is presented along with a literature review of the fundamental principles of DAU. The intial pilot programmes and the subsequent federally funded national DAU programme in the USA are analysed. Four undergraduate DAU programmes from the USA and the current graduate continuing education DAU programme at Westmead Hospital Dental Clinical School are examined. Finally, guidelines for the establishment and operation of a DAU programme are outlined. The aim of this treatise therefore, is to provide the necessary information for a thorough understanding of the fundamentals and philosophy of Dental Assistant Utilisation. This information is presented in the hope that at some stage in the future training in assistant utilisation would become an integral and important part of the undergraduate dental curriculum in Australia. The purpose of this would be to fill a major void that currently exists in the undergraduate training of dental students in auxiliary utilisation.
7
Boyce, G. R. "Training and educating the strategic corporal." Quantico, VA : Marine Corps Command and Staff College, 2008. http://handle.dtic.mil/100.2/ADA490789.
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Ngwenya, Bigboy. "Causes and effects of physical injuries to Prison Officers employed in a high risk and high need offender management environment in Western Australia." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2012. https://ro.ecu.edu.au/theses/492.
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Prison Officers (POs) involved in high need offender management frequently face risks that could affect their health, safety and wellbeing. Several studies have shown that direct client centred violence, inadequate management systems and the general nature of prison environments are major factors impacting on the well being of POs (Fisher & Gunnison, 2001; Kiekbusch, Price, & Theis, 2003; Mitchell, Mackenzie, Styve, & Gover, 2000).There is limited literature on causes and effects of physical injuries on this group of law enforcements officers. This is the first study conducted in Western Australia (WA) that investigated the causes and effects of physical injuries to POs and the impacts thereof on these individuals and the Department of Corrective Services (DCS) as an organisation. The study aimed to provide a recent credible data source which may influence policy decisions and procedures in WA corrective institutions. The study cohort of 146 POs completed a questionnaire that included variables, such as health and fitness, job demands, support and constraints to ascertain the causes and effects of physical injuries among this high risk cohort of workers. The age range of POs included in the study cohort (N = 146) was 21 - 71 years. In addition, all Department of Correctional Services (DCS) physical injuries databases from 2008 to 2010 were analysed and managers and employee welfare services staff completed a questionnaire. The results indicated that there is a positive relationship between current employment status and work related physical injuries as measured over the last two years. The major causes of physical injuries were from slips trips and falls and hitting objects with part of the body or against objects during the process of managing non compliant prisoners. Variables such as physical fitness, job demands, lack of recognition by society, and fear of blood borne infections were significant predictors of physical injuries amongst POs. However, a number of other risk factors, including age and body mass index (BMI), were not related to the prevalence of physical injuries. There are a number of recommendations from the study that can be implemented. These include formation of accident/incident investigation work groups to conduct and analyse incidents and propose long term preventive and corrective measures. In order to improve ways of dealing with mentally ill prisoners and the training curriculum of POs should include management of mentally ill prisoners in a prison setting. In dealing with the aging population affecting the Australian workforce, DCS should develop plans to attract young POs for succession planning. Comprehensive safe physical training and maintenance programs in prisons may benefit the POs in dealing with prisoners. Areas for future research may include; the role of mental health services in reducing physical harm in prisons and minimising the causes and effects of physical injuries to the prison frontline workforce.
9
Brereton, John. "An evaluation of introducing advanced airway skills in the Western Australian Ambulance Service." University of Western Australia. Emergency Medicine Discipline Group, 2004. http://theses.library.uwa.edu.au/adt-WU2005.0065.
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[Truncated abstract] Objective: To investigate the demographics, success rate of application, nature and frequency of complication and the survival outcome of patients receiving advanced airway management in the pre-hospital setting. Design: Prospective observational cohort study. Participants: Patients who were attended to by St. John Ambulance Paramedics in the Perth Metropolitan area and selected regional areas within Western Australia. The patients were unconscious, unresponsive with no gag reflex and where application of an advanced airway would improve ventilation. Methods: Ambulance Paramedics received mannequin training within the classroom environment on the techniques for the application of the Endo-Tracheal Tube and the Laryngeal Mask Airway. The indication for the application of an advanced airway was any patient whose ventilation may be improved by intubation. These patients would be either deeply unconscious and areflexic, long term transport, severely injured (especially head injured) or cardiac arrest patients. Results: ... Paramedic assessment demonstrated that 14 (7.4%) 3 patients had an improvement in outcome. Of the 14 patients, 5 (2.7%) cardiac arrest patients survived to discharge from hospital compared to a 2.1 % survival rate for all cardiac arrest cases attended by the WAAS in 2002. Conclusion: Ambulance Paramedics can successfully apply an advanced airway apparatus in the pre-hospital environment. There was no statistical significance to demonstrate whether the introduction of advanced airway skills was beneficial or detrimental to patient survival outcome.
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Wajnryb, Ruth. "The pragmatics of feedback a study of mitigation in the supervisory discourse of TESOL teacher educators /." Phd thesis, Australia : Macquarie University, 1994. http://hdl.handle.net/1959.14/23100.
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Thesis (PhD)--Macquarie University, School of Education, 1994.Includes bibliography.
Introduction ; The research question and the professional context of the inquiry -- Literature review: substantive survey -- Literature review: methodological survey -- Research method -- The prgamatics of feedback -- An ethnographic portrait of supervision -- Perceptions of mitigation -- Conclusion.
This research project investigates the language of supervisory conferences. A grounded theory approach is taken to the analysis of data drawn from teacher educators in TESOL (Teaching of English to Speakers of Other Languages) in their feedback discussions with teachers following observed lessons.--Supervisory talk is investigated within a linguistic framework of politeness theory: while the supervisory role includes the obligation of criticism, the act of criticism is constrained by the face-to-face encounter of the supervisory conference. A central construct is the notion of fragility: the supervisory conference-an event which is equated with the talk that achieves it - is considered to be inherently fragile. The aim of the project is to investigate the language so as to uncover the source of the fragility.--Findings suggest that the perceived tension derives from a tug-of-war of essential elements: while the supervisory position affords discoursal power (the right to raise and pursue topics, take long turns, drive the discourse etc), the fa-threatening nature of the event obliges supervisors to resort to social/strategic skills to protect the teacher's face, as well as their own. The textualisation of this restraint takes the form of linguistic mitigation - devices rooted in syntax and semantics that allow supervisors to undercut the force of their own assertions. Mitigation is posited as the means by which supervisors resolve the clash-of-goals that is central to their role. However, mitigation is risky because it may interfere with message clarity.-- The product of the grounded study is a typology of utterance-level mitigation. The typology has three macro-categories (syntactic, semantic and indirectness) and fourteen sub-categories.-- The study was triangulated through an ethnographic investigation of supervisory concerns about feedback; and through an experiment designed to gauge teachers' perceptions of variously mitigated supervisory language. Findings from both studies corroborate the central tenet by contributing images of supervision that support the clash-of-goals thesis.--The projected applied outcome is in supervisor training where, it is suggested, strategic training delivered in a framework of politeness theory would reduce the unwitting dependence on mitigation and hence the risk of message distortion.--Suggestions for further research conclude the study.
Mode of access: World Wide Web.
413 leaves
11
Goddard, Richard C. "Burnout in case managers working with unemployed individuals." Thesis, Queensland University of Technology, 2001. https://eprints.qut.edu.au/36644/1/36644_Digitised%20Thesis.pdf.
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This research program on burnout and work environment perceptions in personnel working directly with unemployed individuals in Australia is reported in three studies. Using a survey methodology and taking a quantitative approach, burnout was investigated using the Maslach Burnout Inventory (MBI; Maslach & Jackson, 1986) on two occasions, before and after the privatisation of Australia's employment services industry (Job Network). The most widely accepted survey instrument measuring burnout (Lee & Ashforth, 1996), the MBI defines this stress related syndrome in terms of three subscales, Emotional Exhaustion, Depersonalisation and Personal Accomplishment. Perceptions of the work environment experienced by employment service staff were concurrently surveyed using the Real form of the Work Environment Scale (Moos, 1994). Heeding advice of researchers from the job stress area (e.g., Mccrae, 1990), this program of research also concurrently investigated the personality trait Neuroticism, the disposition to perceive and report negative experiences.
In 1995, burnout in two groups of public sector personnel engaged in assisting individuals experiencing unemployment were compared. Staff employing a case management style of service delivery and staff engaging in an over-the-counter production-line style of service were surveyed and their responses on the MBI, the WES and the Neuroticism subscale of the revised short form edition of the Eysenck Personality Questionnare (EPQR/ s; Eysenck & Eysenck, 1991) compared. As hypothesised, case managers reported significantly higher burnout scores on all three subscales of the MBI, and perceptions of higher work pressure. The personality trait Neuroticism was found to account for significant variance in the burnout scores of the public sector respondents.
The second study was conducted in 1999 after the full privatisation of the Australian employment services industry. At this time (T1 ), burnout in case managers throughout Australia was investigated with a postal survey which sampled 86 case managers from 38 different private sector organisations providing case management services to the long-term unemployed. The same respondents were surveyed again after six months (T2}. Study 2 demonstrated that case manager burnout levels in the new Job Network were significant. The design also allowed for the prediction of future burnout (T2) from personality and work environment data collected at an earlier time (T1) to be correctly modelled. As hypothesised Neuroticism was a significant predictor of all three MBI subscales both at T1 and T2.
In what amounts to a comparison of public and private sector personnel, the third study compared the burnout levels and work environment perceptions of case managers surveyed in 1995 with the responses of case managers surveyed in 1999. Case managers from the public and private sector reported similar high levels of Emotional Exhaustion and Depersonalisation. Private sector case managers also reported significantly higher mean Personal Accomplishment scores, corresponding to a lower mean burnout level, and significantly higher levels of involvement and commitment to their work than public sector case managers.
The results of these studies addressed a significant gap in the burnout literature which had hitherto failed to report investigations into employment service personnel, and highlighted the importance of considering the personality trait of Neuroticism in future burnout research. Results were discussed in the contexts of the evaluation of the current Job Network and the process model of burnout (Leiter, 1993).
12
"A research on effectiveness of formal sales training programs in Hong Kong." Chinese University of Hong Kong, 1991. http://library.cuhk.edu.hk/record=b5886654.
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by Chung Chi-keung, Ivan and Tang Kwok-chu, Desmond.Thesis (M.B.A.)--Chinese University of Hong Kong, 1991.
Bibliography: leaf 97.
ABSTRACT --- p.ii
ACKNOWLEDGEMENTS --- p.iii
TABLE OF CONTENTS --- p.iv
CHAPTER
Chapter I. --- INTRODUCTION --- p.1
Background of Research --- p.1
Objectives and Scope of Study --- p.5
The Research Design Details --- p.6
Chapter II. --- METHODOLOGY --- p.8
Survey on Sales Technique Concepts --- p.8
Structured/Unstructured Interview --- p.9
Chapter III. --- SURVEY ON SALES TECHNIQUE CONCEPTS --- p.10
Selling Philosophy --- p.11
Selling Process --- p.13
Communication Skills --- p.15
Objection Handling Skills --- p.17
Time Management Skills --- p.19
Call Planning Skills --- p.19
Presentation Skills --- p.20
Relationship/Trust Building Skills --- p.22
Closing Skills --- p.24
Chapter IV. --- UNSTRUCTURED AND STRUCTURED INTERVIEWS --- p.26
Results and Discussions --- p.28
Background of Respondents and Training courses attended --- p.28
Selling Cycles --- p.32
Selling Skills --- p.34
Questioning Skill --- p.35
Listening Skill --- p.36
Objection Handling Skill --- p.38
Time Management Skill --- p.39
Call Planning Skill --- p.40
Presentation Skill --- p.41
Solution Selling Skill --- p.43
Relationship/Trust Building Skill --- p.43
Deal Closing Skill --- p.45
Patience and Tolerance --- p.46
Negotiation Skill --- p.46
Price Manipulation Skill --- p.46
Sales Training vs Sales Commission --- p.47
Reasons To Attend Sales Trainings --- p.49
Are Sales Trainings Effective to Improve Sales Performance ？ --- p.51
Suggested Improvements for Sales Training --- p.54
Chapter V. --- CONCLUSION --- p.56
Selling Cycles --- p.56
Selling Skills --- p.57
Sales Commission --- p.60
Reasons to Attend Sales Trainings --- p.61
Objectives of the Survey --- p.62
Chapter VI. --- LIMITATION OF THE STUDY AND SUGGESTIONS --- p.65
Limitation of the Study --- p.65
Suggestions for Further Study . --- p.66
APPENDICES --- p.68
Chapter APPENDIX 1: --- LIST OF SALES TRAINING PROGRAMS INCLUDED IN SURVEY OF SALES TECHNIQUE CONCEPTS --- p.68
Chapter APPENDIX 2: --- INTERVIEW GUIDE --- p.73
Chapter APPENDIX 3: --- QUESTIONNAIRE --- p.77
Chapter APPENDIX 4: --- DEMOGRAPHIC INFORMATION OF RESPONDENTS --- p.81
Chapter APPENDIX 5: --- DETAILED DATA: SELLING SKILLS INTRODUCED IN SALES TRAININGS --- p.83
Chapter APPENDIX 6: --- DETAILED DATA: UNDERSTANDING TO THE SELLING SKILLS MADE DIFFERENT BY THE SALES TRAININGS --- p.86
Chapter APPENDIX 7: --- DETAILED DATA: EFFECTIVENESS OF THE SELLING SKILLS TO IMPROVE SALES PERFORMANCE --- p.90
Chapter APPENDIX 8: --- DETAILED DISTRIBUTION OF THE SUM OF RATINGS ON EFFECTIVENESS OF SELLING SKILLS BY RESPONDENTS --- p.94
Chapter APPENDIX 9: --- DETAILED DATA: IMPROVEMENT NEEDED FOR SALES TRAININGS --- p.95
BIBLIOGRAPHY --- p.97
13
Farrell, Seonaid. "A meta-analytic review of the effectiveness of personnel selection procedures and training interventions in sales occupations." Thesis, 1999. http://hdl.handle.net/2429/9694.
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Applied research on the effectiveness of personnel selection procedures and training interventions in sales
occupations was examined by meta-analytic techniques. The literature review included 170 predictorcriterion
effect sizes of selection procedures, and 12 effect sizes of training interventions. On average,
composite-domain selection assessments predicted salesperson performance (multiple R = .59, p < .05),
while the effects of single domain selection assessments and training interventions (r = .27, p > .05; r= .16,
p > .05, respectively) were not statistically significant. Among the personnel selection procedures,
subjective ratings of performance were predicted by personality assessments (r = .20, p < .05),
biographical information inventories (r = .20, p < .05), and cognitive ability (r = .32, p < .05). While
objective measures of performance were predicted by special purpose sales assessments (r = .49, p < .05).
An analysis of the utility of selection procedures and training interventions based on the average effect sizes
found in the present study revealed substantial dollar value gains to the company from the use of personnel
selection procedures and training interventions in sales occupations.
14
Huang, Jen-Pang, and 黃任邦. "Sales Representative product knowledge through training and transfer of personnel after the performance of marketing as an sample - Pharmaceutical company." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/25078767804046826784.
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碩士義守大學
管理學院碩士班
98
Since the implementation of the National Health Insurance policy in Taiwan, the pharmaceutical market is facing several revolutions. Such as the structuring changes of traditional channel and also the operation methods. To be precisely, the professional expertise in medical field need to consider and response the changes caused by the macro environment aspects. Thus, the experts need to focus on the way to double or triple the value with the customers, the method to defeat competitors and the most of all, to maximize the market demand with the rivals. Thus, this study will be expected to come out with the analysis and suggestion for the future of this industry based from the performances of training program and the evaluation of the knowledge transferring of pharmaceutical marketing staffs. Therefore, for the survey, 150 copies were distributed during the term for February to March in 2010 post service and on the sight survey. 112 copies in total were recovered, which makes the effective sample rate comes to 73.7%. The raw numbers will be practiced by the analysis software SPPS in terms of descriptive statistics, factor analysis, reliability, validity analysis, T test, and variance analysis. Based on the result of the survey, the “factors of education training impact” can categorized into three aspects, the “marketing skills”, “working attitude” and “working habits”. Nonetheless, the “knowledge transferring result” can be break into four dimensions, as “knowledge accumulation factor”, “knowledge integration factor”, knowledge growth factor” and lastly, the “knowledge transmission factor”. Lastly, several suggestions to the Pharmaceutical Company and field relative sales team will be raised based on the result. Regarding to the suggestion to the industry; first will be the recognition of education and training. Secondly, is to emphasis on product knowledge and impact sharing among partners. Thirdly, it will be focusing on the impact after increasing the knowledge level. Fourth, is about creating a forward moving working atmosphere. Fifth, is to establish a structure and guide line under justice, open and fairness. Sixth, is to enforce the team work spirit. Regarding to the ideas to the sales activity staffs, the first will be enhancing the self knowledge. Second will be adaption to e-business environment and the last is to improve personal skills and strengths.
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Liu, Mei-Hui, and 劉美慧. "The Training Management Statuses of Sales Personnel in ISO 9000-Certified Life Insurance Companies and Their Gaps to Meet ISO 10015 Guidelines." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/03372306284034847332.
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Ku, Wen-Ming, and 古文銘. "A study on competency analysis and training plan for expatriate personnel: A case on expatriate sales manager to Vietnam of an insurance company." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/c3v2rk.
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碩士國立政治大學
行政管理碩士學程
106
With the growing global competition and internationalization of world market, Taiwanese companies establish subsidiaries overseas in order to gain a competitive advantage in the international market. It results a large increase in the demand for overseas expatriates. Differing from past study on expatriates merely in the manufacturing industry, which is small number and in high-level executive positions, this study focuses on insurance sales manager who has close interaction with the people in host country, and on the company which has high volume of expatriates. The purpose of this study is to help the enterprise to explore the proper expatriate managers by constructing the competency model of the insurance expatriate sales managers, and to develop the training plan for expatriate sales managers. This study adopts an in-depth interview method and selects five expatriate sales managers and one expatriate human resource manager and one training manager to conduct the interviews. After summarizing and analyzing the interview content, the study finds expatriate sales managers require common core competency, professional competency, managerial competency, and cross-cultural competency. The training courses for expatriate sales managers are designed according to the required competencies. The practice of each course is referred to training objectives and content. Finally, the study discusses its research limitations, and proposes suggestions for practical practice and future research.
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MacLean, Douglas. "The experience of transition : an analysis of the transition from the Australian Defence Forces to civilian life." Phd thesis, 1990. http://hdl.handle.net/1885/110245.
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Change is a significant feature of modern day living, and how
individuals adapt to change is itself a legitimate field of
research. Where, however, the ostensible change is dramatic,
the personal and economic costs of the failure to adapt can be
especially high. This study investigates the factors which may
impede or facilitate the duration and intensity of the
transition to civilian life, made by a large number of men
(N=962) who, after serving a minimum of six years (mean = 19.7
years), left the Australian Defence Forces during the years
1981, 1982 and 1983.
Five areas or aspects of change within this transition were
identified. These were the securing of congenial employment;
the sorting out of finances and obtaining suitable
accommodation; the settling of the family and the self into the
civilian environment.
Blocks of variables (factors) which were considered to have an
effect, for better or for worse, on the transition were
regressed separately on variables concerned with the duration
of the transition in each of the five areas of change above, on
the perceived intensity of the transition process, and on the
degree of felt comfort in present work and civilian roles.
These factors included (1) prior socialisation and residual
socialisation effects; (2) intentional changes made
contiguously with the transition and the impact of life events
on individuals during the transition; (3) the potential of
social support in ameliorating the effects of the transition;
(4) physical and psychological health; (5) personality factors,
including coping mechanisms, self esteem, self image and locus
of control; and (6) work related variables. There was support for the hypotheses that suggested that too much change, whether volitional or as a result of life events
prolonged and intensified the transition and reduced the degree
of comfort in civilian life. Social support, contrary to
expectations, was associated with a longer time to complete
transition tasks and with an intensification of the transition
process. The suggestion that social support acts as a buffer
against stress was not accepted. Physical health variables
played little role in affecting the course or the outcomes of
the transition. It was shown that transitions are stressful,
and that poor self esteem and poor self image are associated
with higher levels of stress, a more prolonged and intense
transition and decreased comfort in civilian roles. There were
a number of barriers identified in facilitating the entry into
civilian work.
Major findings concluded that those respondents who missed the
life in the armed forces, who perceived that the shift into
civilian life incurred tremendous losses took a great deal
longer to complete the transition, experienced the transition
more acutely and found it difficult to be comfortable in
civilian roles. Those respondents who believed t.'1.at the
transition was out of their control, who were unable or failed
to accept the challenges and opportunities offered by their
transition experienced considerable problems in making the
transition.
A mere general model of transition is sketched out. The
implications of the model, the limitations of the research,
issues and directions of future research conclude the final
chapter.
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Morgado, José Pedro Pimentão. "Plano de marketing para o lançamento do "The game of sales": app de formação de forças de vendas utilizando jogos informáticos." Master's thesis, 2018. http://hdl.handle.net/10071/18650.
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O tema a desenvolver nesta Tese é a elaboração de um Plano de Marketing para
o lançamento da App "The Game of Sales" para a Formação Continua de Força de
Vendas, utilizando jogos informáticos.
O objetivo é que este Plano seja eficaz para tornar o lançamento de um novo
modelo de aprendizagem um sucesso, através de um serviço versátil e aplicável a
empresas que tenham Profissionais de Vendas.
Será identificada a problemática da investigação que consiste na procura de
informação acerca da melhor solução para desenvolver o Plano de Marketing e das
vantagens deste tipo de ferramenta para os seus utilizadores e empresas,
Na revisão da literatura serão abordados conceitos teóricos do Marketing de
Produtos e Serviços, Plano de Marketing, Força de Vendas e a sua Formação e a
Gamificação na Formação, e que são importantes para contextualização do projeto,
apoiam na resolução das problemática da investigação e facilitam a compreensão dos
leitores.
Depois da revisão da literatura, será feita uma análise à Situação Atual de
Marketing, suportados também por questionários submetidos a Profissionais de Vendas
do respetivo sector e a Decisores de aquisição de Formação de vários sectores, cujos
resultados serão apresentados de forma perceber o seu processo de decisão de compra.
Numa fase seguinte será apresentada a componente estratégica assim como a
tática, onde serão propostas as melhores ações do Marketing Mix para o Serviço "The
Game of Sales".
Para finalizar, será apresentada a implementação do marketing mix proposto,
assim como as conclusões e limitações do presente estudo.The theme to be developed in this thesis is the elaboration of a Marketing Plan for the launching of "The Game of Sales" App, for Sales Force Formation, using computer games. The goal of this Marketing Plan is to be effective and successful in the launch of a new learning model through a versatile service useful to companies that have Sales Professionals. Will be identified the research main problem that is find information about the best solution to develop the Marketing Plan and the advantages of this type of tool for users and companies. The review of the literature will approach theoretical concepts of Marketing of Products and Services, Marketing Plan and its phases, Sales Force and its Training, focusing on the Gamification in Training, which are important and useful for contextualizing the project, their support in the resolution of research problems and help readers understanding. After the review of the literature, is utterly necessary an analysis of the Current Marketing Situation, also suported by surveys submitted to Sales Professionals of the sector under study, and to Training acquisition Decision-makers of other sectors, whose results will be presented and interpretated. In a next phase, the strategical component will be presented and also the tactical component through the Marketing mix for the Service "The Game of Sales". To conclude, the implementation of the Marketing mix, as well as the conclusions and limitations of the present study, will be presented.
19
Hamilton, Margaret. "Everything old is new again : a contemporary history of the establishment of the Centrelink Virtual College." Phd thesis, 2007. http://hdl.handle.net/1885/149866.
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