ROLE OF EMPLOYEE ENGAGEMENT & MENTORING OF SALES PERSONNEL(part 14)

A significant difference found in the engagement levels of employees with and without mentors would indicate that investing in a large, self-directed mentoring process is a low cost, high impact way to foster employee engagement, while improving morale, retention and productivity at the business unit or organizational level. (Triple Creek, 2010). Thus, mentoring relationship may have a significant effect on employee engagement in sales management . This was the main area of research focus in this study

RESEARCH METHODOLOGY

Information for the paper was collected using both primary and secondary data sources.

Sample and Measures

170 sales / marketing employees in the age group of 20 – 61 years from Mumbai region were surveyed. The survey was conducted by distributing 100 hard copies of the questionnaire as well as soft copies. The sample was not restricted to any industry or company.

Questionnaire Background

The questionnaire developed was based on Robinson’s model of the drivers of employee engagement. The drivers identified by the model are: Training, development & career, immediate management, performance appraisal, communication, equal opportunities & fair treatment, pay & benefits, health & safety, cooperation, family friendliness, job satisfaction. Sample questionnaires from the internet which included Gallup’s 12 point questionnaire and a questionnaire developed by Scarlett Surveys also helped in framing the statements used in the questionnaire.

Representative APR 391%

Let's say you want to borrow $100 for two week. Lender can charge you $15 for borrowing $100 for two weeks. You will need to return $115 to the lender at the end of 2 weeks. The cost of the $100 loan is a $15 finance charge and an annual percentage rate of 391 percent. If you decide to roll over the loan for another two weeks, lender can charge you another $15. If you roll-over the loan three times, the finance charge would climb to $60 to borrow the $100.

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