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The purpose of this study was to investigate the attitudes of high band directors in the United States toward solo and ensemble activities. Independent variables such as teaching experience, level of education, MENC region in which directors taught, personal solo and ensemble activity experience, teaching assignment, and director-centered external factors (supplemental contracts, teaching evaluations, program awards) were used to investigate potential differences in attitudinal responses. Subjects were high school band directors (N = 557) chosen through a stratified random sample by state. Participation in the study included completing an online researcher-designed questionnaire that gathered demographic information as well as information regarding directors' attitudes towards benefits from student participation in solo and ensemble activities, the importance of such activities to directors, and attitudes towards student participation in local, regional, and state solo and ensemble festivals and contests. One-way analyses of variance and two-way multivariate analyses of variance were conducted to investigate potential differences in responses according to various independent variables. Significant differences were found in responses to statements of the importance of solo and ensemble to directors and of solo and ensemble festivals and contests according to region, solo and ensemble experience, and director-centered external factors. No significant differences were found for statements of director's attitudes toward benefits of student participation in solo and ensemble activities according to any independent variables. Results indicate that directors understand and believe strongly in the benefits of solo and ensemble activities to students, but factors such as time, job demands, band program expectations, and festival and contest adjudication, format, and timing may hinder directors' inclusion of solo and ensemble activities as an integral part of their program. Further research is suggested to investigate directors' attitudes within individual states as well as ways to integrate solo and ensemble activities into daily band rehearsals.
ContributorsMeyers, Brian D (Author) / Sullivan, Jill (Thesis advisor) / Busg, Jeffrey (Committee member) / Schmidt, Margaret (Committee member) / Stauffer, Sandra (Committee member) / Tobias, Evan (Committee member) / Arizona State University (Publisher)
Created2011
Description
Companies are constantly looking for a way to increase sales and productivity from their workforce. A popular way to spark motivation and competition is through employee sales contests or incentive-based plans. In theory, these contests are geared to include every employee at the sales level in the organization and are thought to boost motivation across the board. But, sales contests receive substantial attention regarding their effectiveness from the academic and professional press due to some unethical incidents happening at large corporations. There have been many studies regarding the effectiveness of contests, but many have inconclusive results and do not produce a definite answer. Because of this, further research is needed to confirm the effectiveness of such contests used in the professional world. Further research would require a study that is much longer in length, as there are many variables that are behind the psychological factors associated to sales contests.
I conducted a study on the effective design, implementation, motivational factors, and takeaways upon completion of such contests. The purpose of this study is to find out whether or not sales contests are an effective way of motivating a diverse workforce. The results suggest that sales contests are a hyper-efficient tool to increase employee motivation but must be prepared for and implemented correctly in order to achieve efficient results. I recommend that sales managers use contests as a tool to gauge the motivational and behavioral changes in their employees resulting from such contests, instead of just trying to gain more revenue. Also, to combat the growing threat of unethical behaviors as a result of running sales contests, leaders need to implement appropriate measures, like unethical behavior diversion courses.
I conducted a study on the effective design, implementation, motivational factors, and takeaways upon completion of such contests. The purpose of this study is to find out whether or not sales contests are an effective way of motivating a diverse workforce. The results suggest that sales contests are a hyper-efficient tool to increase employee motivation but must be prepared for and implemented correctly in order to achieve efficient results. I recommend that sales managers use contests as a tool to gauge the motivational and behavioral changes in their employees resulting from such contests, instead of just trying to gain more revenue. Also, to combat the growing threat of unethical behaviors as a result of running sales contests, leaders need to implement appropriate measures, like unethical behavior diversion courses.
ContributorsWitt, Tyler Lee (Author) / Montoya, Detra (Thesis director) / Dietrich, John (Committee member) / Department of Marketing (Contributor) / Department of Management and Entrepreneurship (Contributor) / Barrett, The Honors College (Contributor)
Created2019-05