Slide 1

California credit life Insurance Presented byAyesha Rana Nabeel AhmadSadia Anwar Waqar Tariq

Introduction:

CCLI formed in Los Angeles in 1961

15 regional offices, 230 sales representatives and the sale force is about 1/3 female

Product line includes Insurance Retirement programs Commercial packages Related financial services

In 1994, CCLI decided to open an office in the south eastern area

South eastern region came into an reality in 2003

James Bradford selected as a area manager because of his interpersonal skills and sales performance

Problems:Absence of equal opportunities for women

Unjust distribution of bonuses and rewards

Ineffective performance evaluation

Excessive authority lies under the hand of area sales manager

No access to information for women

No acceptance of female representatives by male representatives

Sales representatives were quitting and moving towards competitors

Core problem:Inability of Sales Manager to fairly evaluate the performance of staff

Analysis:

Aspects of case:Claims of Reonldi is right or wrong?(i.e. James is unfair with Reonldi)

Is James doing sexual discrimination or not?(i.e. methods to evaluate sales people are fair or not)

Quota achievement Vs. increments:Renoldi is getting right increment so her claim is wrongRenoldi is being positively evaluated in 2009 with quota achievement of 98.5%Sales PersonTarget AchievedIncrementRenoldi98.5%5%Felica98.7%5.8%Kathy99%5.8%Cleff 98.1%2.7%

Evaluation system:Difference of performance between Renoldi and Cliff = 0.4%Salary Increment difference = 2.7%Target achievedDifference from targetRenoldi98.5%1.5Felica98.7%1.3Kathy99%1Cliff98.1%1.9

Other issues:

Problem is not sexual discrimination, problem is the unjust system

Employees morale is low due to dissatisfaction (e.g. Renoldi telling lie)

Manager has excessive authority to evaluate

Recommendations (cont.):James shouldn't be terminated but should be sent for training

Counseling of males and females can be used to mitigate the differences

Standard operating procedures should be made for evaluation of employees

There should be a regulatory body over sales manager to evaluate his performance of evaluation

Recommendations:There should be representative body for women to represent their concerns

There must be an open communication channel

There must be formal code of conduct to eliminate gender biasness

360 degree evaluation

Conclusion