Matching Items (5)
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- All Subjects: Sales
- All Subjects: Digital Marketing
- Creators: Ostrom, Lonnie
- Member of: Barrett, The Honors College Thesis/Creative Project Collection
- Resource Type: Text
- Status: Published
Description
This honors thesis project provides analysis on the barriers to treatment seeking regarding mental health. Research on treatment seeking barriers was done, and then used to create a digital campaign that was run via organic sharing and a boosted Facebook post using custom audiences. The research begins to examine the relationships between stigma and help-seeking regarding mental health. The leading barriers for seeking mental health treatment include both social and self stigma. Social stigma involves fearing judgment from others regarding mental health, and self stigma involves people's negative judgments about having mental health issues themselves. There is a negative cycle between self and social stigma as people's self perceptions often reflect into society, and society's general opinions often influence people's perceptions of themselves. In order to decrease mental health stigma efforts must be made to erase both self and social stigma. Research on consumer psychology showed the effectiveness of targeting people's need for belonging. In order to target people's need for belonging the campaign was designed to show mental health issues as a commonality between people that can be solved, rather than as a negative discrepancy. Research into digital marketing trends showed Facebook as one of the most powerful platforms for reach and audience targeting, so it was chosen as the ideal platform for this campaign. The analysis of barriers to treatment seeking, consumer psychology, and digital marketing culminated in the digital campaign, "Just because you can't see it...doesn't mean it's not there," promoting mental health awareness, which ran for 5 days reaching 9,874 people and getting 5,117 views.
ContributorsCastronova, Naomi Liana (Author) / Ostrom, Lonnie (Thesis director) / Cavanaugh Toft, Carolyn (Committee member) / Giles, Bret (Committee member) / Department of Marketing (Contributor) / Department of Psychology (Contributor) / School of Film, Dance and Theatre (Contributor) / Department of Information Systems (Contributor) / Barrett, The Honors College (Contributor)
Created2017-05
Description
The rising age of the Baby Boomer generation has made a significant impact on the workforce, leaving leadership gaps that Generation X is unable to fill. This leaves an opportunity for the Millennial generation to step up and use their strengths and skills to become stronger leaders of the business and sales industry.
To bridge the gap between the growing sales industry there is the ability to properly train Millennials so they are successful and stay within their roles longer. By attacking this problem from a university level by strengthening sales programs as well as having employers understand and respond to needs of the Millennial generation, this will create an overall successful Millennial salesperson that will stay with their employer long term.
Strengths and weaknesses of this generation are also important to understand. Millennials are known to be tech-savvy, open-minded, collaborative, and connected, resourceful networkers. They also carry weaknesses and stereotypes of being lazy, lacking communication skills, impatient, entitled, and demanding of feedback and work flexibility. From an employer, they expect a large salary as well as a good culture, manager feedback, a mentor, work-life integration, an employer with a social responsibility mindset, and a sense of purpose.
An analysis of 12 sales programs at various universities across the country helped to understand what is being taught and offered to students as well as commonalities and differences that make a strong sales program. Commonalities among these programs include, about 250+ students, high job placement, sales labs, hosting and competing in sales competitions, and a desire to expand and grow their programs. Unique aspects of various programs were partnerships with the sales industry, hosting fundraisers, student ambassadors for the sales program, CRM courses, and internships and competition requirements.
Primary research was conducted to understand various sales development programs from companies in the sales industry. The 12 companies that participated in this research were from Arizona State University’s Sales Advisory Board. These companies completed a survey that provided detailed information of their onboarding and training process as well as their opinions of Millennial employees.
From this research, recommendations were formed for employers,
• creating a collaborative and innovative culture
• A mentorship program
• work flexibility
• continuous learning
• sense of purpose
As for Arizona State’s Sales Program, recommendations include,
• a mentorship program between Sales Scholars and the Sales Advisory Board
• creating a sales lab
• implementing CRM curriculum in classes
• continued support from the Board and alumni of the sales program
To bridge the gap between the growing sales industry there is the ability to properly train Millennials so they are successful and stay within their roles longer. By attacking this problem from a university level by strengthening sales programs as well as having employers understand and respond to needs of the Millennial generation, this will create an overall successful Millennial salesperson that will stay with their employer long term.
Strengths and weaknesses of this generation are also important to understand. Millennials are known to be tech-savvy, open-minded, collaborative, and connected, resourceful networkers. They also carry weaknesses and stereotypes of being lazy, lacking communication skills, impatient, entitled, and demanding of feedback and work flexibility. From an employer, they expect a large salary as well as a good culture, manager feedback, a mentor, work-life integration, an employer with a social responsibility mindset, and a sense of purpose.
An analysis of 12 sales programs at various universities across the country helped to understand what is being taught and offered to students as well as commonalities and differences that make a strong sales program. Commonalities among these programs include, about 250+ students, high job placement, sales labs, hosting and competing in sales competitions, and a desire to expand and grow their programs. Unique aspects of various programs were partnerships with the sales industry, hosting fundraisers, student ambassadors for the sales program, CRM courses, and internships and competition requirements.
Primary research was conducted to understand various sales development programs from companies in the sales industry. The 12 companies that participated in this research were from Arizona State University’s Sales Advisory Board. These companies completed a survey that provided detailed information of their onboarding and training process as well as their opinions of Millennial employees.
From this research, recommendations were formed for employers,
• creating a collaborative and innovative culture
• A mentorship program
• work flexibility
• continuous learning
• sense of purpose
As for Arizona State’s Sales Program, recommendations include,
• a mentorship program between Sales Scholars and the Sales Advisory Board
• creating a sales lab
• implementing CRM curriculum in classes
• continued support from the Board and alumni of the sales program
ContributorsQuinn, Jacklyn Michelle (Author) / Montoya, Detra (Thesis director) / Dietrich, John (Committee member) / Department of Marketing (Contributor) / Barrett, The Honors College (Contributor)
Created2017-05
Description
Becoming good at selling is a nuanced skill. Many pivotal techniques are often not communicated properly in the training and onboarding phases, leaving many members of the sales force "crippled" before they even get into the field. We set out to discern the "best practices" of selling, and the underlying causes as to why they work. Through meticulous research obtained via study of experiments, sourced articles and other academic papers we compiled a thorough outline detailing the most efficient ways to build a relationship with the buyer and close the sale. From there we discussed the methodology to implement those skills into a complete sales training program. This paper serves as an informational guide to the necessary skills to complete a sale and how to train for those skills.
ContributorsSweeney, Connor (Co-author) / Reid, Tyler (Co-author) / Dietrich, John (Thesis director) / Ostrom, Lonnie (Committee member) / Economics Program in CLAS (Contributor) / Department of Management and Entrepreneurship (Contributor) / Department of Marketing (Contributor) / W. P. Carey School of Business (Contributor) / Barrett, The Honors College (Contributor)
Created2017-05
Description
The millennial generation is quickly solidifying its place as the dominate generation within the workforce. As millennials transition through workplace hierarchy it is essential organizations understand how to properly develop incoming talent. This is especially important within sales as the opportunity cost for hiring and developing new sales professionals is much higher compared to other professions. Downward trends in millennial retention rates is also a strong contributing factor to the importance of understanding the millennial generation. This paper aims to identify key concepts and elements employers should incorporate into their sales training programs in order to better develop millennials entering sales roles. Through an analysis of each generation and sales training a clear framework will be identified to achieve this goal. Analyzing millennials unique strengths and weaknesses will provide the basis for the key areas employers need to focus on when designing their sales development programs. The framework identified is easily adaptable within any organizations as the concepts discussed can be universally applied.
ContributorsStensland, Zachary William (Author) / Montoya, Detra (Thesis director) / Schlacter, John (Committee member) / Department of Marketing (Contributor) / Department of Information Systems (Contributor) / Barrett, The Honors College (Contributor)
Created2017-05
Description
The ASU Men's Gymnastics Team has had a rich tradition rooted in success for over 60 years. Since being dropped from the NCAA in 1993, this team has fought to regain NCAA status as well as continue the tradition of men's gymnastics at Arizona State. Despite the adversity that the sport of collegiate men's gymnastics has faced in terms of a nationwide loss of funding, the ASU team continued to grow over the past three years and serve as an example to struggling college programs looking to combat a loss of funding and scholarships. Marketing plays an instrumental role in the journey towards re-instatement into the NCAA. Through digital marketing, direct marketing, business partnerships and detailed market segmentation, this organization has made strides towards achieving its goal of re-gaining Division 1 status as an organization. Evidence of continued growth of fundraising has allowed the team to attract recruits as well as gain more exposure as a team through competing at higher profile competitions both in the United States and abroad. Fundraising success paired with a restructured social media strategy and approach has translated to increased support and exposure for this program. From a digital perspective, the program has stayed ahead of the curve in terms of digital marketing strategy relating to video production, website design and crowd funding. Partnerships with businesses and gymnastics support organizations have furthered the ASU Men's Gymnastics teams mission and goals. These partnerships have stimulated our relationship with our community as well as provided us with countless funds and opportunities to continue to grow as a program.
ContributorsVan De Motter, Vincent Charles (Author) / Ostrom, Lonnie (Thesis director) / Giles, Bret (Committee member) / Department of Marketing (Contributor) / Barrett, The Honors College (Contributor)
Created2016-12