CALIFORNIA CREDIT

LIFE INSURANCE
GROUP
GROUP MEMBERS

MUHAMMAD ALI ASIM

BISMA AMJAD
HAMZA AMANULLAH
HAIDER ALI KHOKHAR

Introduction
CCLI

was established in 1961 with its office in Los Angeles

It
1.
2.
3.
4.
5.
6.
7.

deals with all kind of insurances including

Health
Automobile,
Professional liability,
Pension
Retirement,
Commercial packages
Related financial services

.In

1994 it decided to opened another office in southeastern region of United States

Case Facts
CCLI

has 15 regional offices and 230 sales

representatives.

Area

sales managers typically supervise 15 people.

CCLI

requires 2 performance evaluations each year.

Sales

reps receive a 3% commissions on sales in

addition to their base salaries

The

total bonus is distributed equally among the

sales reps. this added an average of $1750 to each
sales reps income.

Qualitative Statements

Bradford

selected to be a area sales manager on

the basis of strong interpersonal skills

Area

sales manager have hiring authority and can

set base salaries with approval from CCLI

The

sales reps work independently and do not

need day-to-day supervision

Promotional

opportunities were limited and

turnover was low among the area sales managers

 Area

sales can recognize excellent

performance by increasing
1. Basic Salary
2. Modifying sales territory to cover
better account

Problems
Sexual

Discrimination:
Female sales reps were not given the
equal opportunities to make sales.
Sexual

Harassment:
Caused low motivation in the female
sales reps.
No appropriate actions were taken to
overcome on it

Contd..
Poor

promotional Activities:
Promotions were limited and
turnover rate among sales manager
was low
Unfair Distribution of Bonuses:
Bonuses didnt reflect the sales

volume
No proper ground was made to set
the bonuses

Contd..
Poor

Design of Sales Quotas:

No analysis was done to set that Quota
Discriminatory

territory:
Renoldi asked to change her territory for
better sales outcomes but manager refused
Travelling

Issues:
No proper guidelines of the travel purposes
for female sales rep
Rising family managing issues

Contd..
Poor

Managerial Support:
No support was given to female
sales reps so causing issues
regarding Motivation
Authority Delegation:
No proper authority was given

to
female as in management wanted
females sales rep to remain low

Contd..
Lack

of Awareness regarding Policies:

Women had no idea about policies even they
wanted to know
Females

sales reps felt embarrassment when

customers asked about policies

No

Proper training:
No adequate training was given to women
like how to treat clients proposing them with
different gifts

Cycle of Discrimination
Bradford Thinks Women
should be a minimal part
of the workforce

Male Employees look

at women as
liabilities

Women are
discriminated and
dissatisfaction
increases

Recommendations
Territory

design: Females should be

given areas with high female-centric
sales potential
Female dissatisfaction is particularly
high towards supervisor (41.24% v/s
59.91% male). Bradford should be
put on probation.
If Bradford is not found to change
ways, he should be fired.

Recommendations
(contd.)
For

many female employees

Percentage to Quota ratio is higher
than males (Exhibit 1) so they should
be appraised accordingly.
Training the male sales force after a
TNA
Employing an Evaluations Options
Matrix

Analyzing Training Needs of

the Sales Force

Evaluations Options Matrix