Aspiration Testing of Financial Sales Associates

Abstract

THE AIMS OF THE PAPER

The basic purpose of my research effort is the construction of a personality profile for financial sales associates via the Aspiration Index questionnaire facilitating the selection of the best candidates for sales personnel in the financial and insurance sector of the national economy.

METHODOLOGY

The inquiry focused on the personal features of financial sales associates working in banks, insurance companies, residential savings, financial consultancy firms, factor and leasing firms, savings banks, and stock brokerages. I opted for the on-line version of the questionnaires. Instead of random sampling I followed the snowball principle as actual sample members recruited future participants for the sampling process. The collected data was analyzed and evaluated by excel and SPSS programs. The average and the deviation of the sample was established from various aspects along with the use of frequency and distribution ratios. I relied on the One Sample T-Test.

MOST IMPORTANT RESULTS

Based upon the scores achieved in the Aspiration questionnaire by financial sales associates a statistically justifiable difference can be discerned from the standardized values in the following dimensions: Financial success, Popularity, Image, Personal growth, Affiliation and Physical health. The responses in the Affiliation dimension do not show statistically justifiable differences. In case of women the dimension of Community feeling and for men such aspirations as Affiliation and Physical health do not show substantial and statistically justifiable digression from the standard average values and the results of men and women forming the sample respectively. However, in the rest of the aspirations significant digressions can be noticed.

RECOMMENDATIONS

The selection process of financial sales associates should take into consideration the results of the Aspiration tests, with special emphasis on the extrinsic aspirations. Higher than average scores in such extrinsic values as Financial success, Popularity, and Image should be necessary but not sufficient conditions for selection or hiring. Positive intrinsic aspirations include Personal growth, Affiliation, and Physical health for women, while in case of men the Personal growth and Community feeling objectives can be found desirable.