CALIFORNIA CREDIT

LIFE INSURANCE
Presented by

Ayesha Rana
Nabeel Ahmad
Sadia 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

Is

of Reonldi is right or wrong?

(i.e. James is unfair with Reonldi)

James doing sexual discrimination or not?

(i.e. methods to evaluate sales people are fair or not)

QUOTA ACHIEVEMENT VS. INCREMENTS:

Sales Person

Target Achieved

Increment

Renoldi

98.5%

5%

Felica

98.7%

5.8%

Kathy

99%

5.8%

Cleff

98.1%

2.7%

1.
2.

Renoldi is getting right increment so her claim

is wrong
Renoldi is being positively evaluated in 2009
with quota achievement of 98.5%

Target
achieved

Difference
from target

Renoldi

98.5%

1.5

Felica

98.7%

1.3

Kathy

99%

EVALUATION
SYSTEM:

Cliff

98.1%

1.9

Difference of
performance
between Renoldi and
Cliff = 0.4%
Salary Increment
difference = 2.7%

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