Sentence examples for compensation goals from inspiring English sources

To compensate for the mismatch between pricing and sales force compensation goals, salespeople may offer additional resources such as free training, free freight, and customized products.

Our participants were well aware that prices increase for legitimate reasons and might at times be out-of-sync with their own compensation goals.

Tort compensation goals may be described in rough terms as follows: since people not only value a lump sum of money differently, but place a different value on each subsequent dollar as well, the total impact of an injury may be diminished by an appropriate allocation of its burden.

Beside the expected challenges of starting a business, many refugee advisers need to unlearn bad habits, like pushing products to meet sales and compensation goals.

The compensation goal of contract law can be achieved by requiring the promisor to pay damages or by requiring the promisor to render the promised performance.

Because specific performance is a superior method for achieving the compensation goal, promisees should be able to obtain specific performance on request.

Contract law has two methods of achieving this "compensation goal": requiring the breaching party to pay damages, either to enable the promisee to purchase a substitute performance, or to replace the net gains that the promised performance would have generated; or requiring the breaching party to render the promised performance.

For example, when a large technology firm integrated specialized engineers into its regional sales teams, there were shifts in roles, client coverage, compensation, goal setting, and teamwork.

(25 where a < 0.5; h i  ≥ 0; and i = 1, 2, 3. Setting the limit of the current unbalanced degree in system as μ = ξS d /S L, the compensation goal is to minimize the total MSVC compensation capacity under the premise of meeting current unbalanced degree and power factor requirements.

A questionnaire with subscales assessing selection (goal setting), optimization (internal and external resources) and compensation (maintaining goals) has been developed for use throughout the lifespan to investigate strategies people use to adapt to life circumstances.

It is no small feat to align behaviors, organizational design, compensation, and goals across a firm.