Thesis (Ph. D.)--University of Wisconsin--Madison, 1948. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 97-105).

Thesis (Ph. D.)--University of Wisconsin--Madison, 1922. / Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (Ph. D.)--University of Wisconsin, 1961. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 77-78).

Thesis (M.S.)--Rochester Institute of Technology, 1992. / Typescript. Includes bibliographical references (196-198).

Diss.--Freie Universität Berlin, 2005. / Description based on print version record. Includes bibliographical references.

Diss.--Freie Universitat Berlin, 2005. / Includes bibliographical references. Also available in print.

Thesis (Ph. D.)--University of Washington, 2005. / Vita. Includes bibliographical references (leaves 110-115).

The efficiency of motor industry sales people has not changed over the past 20 years, despite a R23.8 billion injection over the past 7 years. Making use of personality traits to identify a suitable employee limits the true nature and potential of an employee candidate. Given that the working environment has evolved into a predominantly teamwork based environment, emphasis has now been placed on the ability individuals have to work within groups, and the dynamics thereof. Three of the main elements that need to be considered are contextual performance, job fit and supervisor fit. There is another element that still needs to be considered, as it directly affects the motivational elements of team work and employee performance, namely psychological contracts. All four elements and their relevance in new motor vehicle sales for entry level brands have been tested in an attempt to create an indicator to increase efficiency from sales people. The methodology used is directly related to determining the greatest relevance each element has in relation to sales performance. In essence, correlations between one and many elements have formed the basis for this research. Three quantitative analysis techniques have been used namely t-test, regression analysis and correlation matrix. A cronbach’s alfa will be used to cross check the results. The data was collected via the respective brands own Area Managers on a standard and anonymous questionnaire (annexure 9.2) designed with the influenced from various research all outlined below in the questionnaire section. A focus group with sales people was run to ensure intended understanding and interpretation of the questions asked in the questionnaire. There were limited results, with only two of the null hypothesis being rejected. Contextual performance resulted in the strongest regression, even though it contained a weak correlation. Person-Organisation fit was statistically significant in both statistical analysis, t-test and regression analysis. The correlation matrix unveiled a strong correlation amongst three of the four dimensions, especially between Person-Organisation fit and psychological contract. In conclusion, statistically the research showed contextual performance and person-organisation fit to be useful in supplementing a conventional interview process, to indicate potential sales performance. In practice, this research has enabled organisations within the motor industry and alike, a more specific method of identifying more effective sales people at the time of interview, than before. / Dissertation (MBA)--University of Pretoria, 2008. / Gordon Institute of Business Science (GIBS) / unrestricted

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