Answer to Question 1
D
Answer to Question 2
A combination of performance reviews, peer ratings and self assessments should work well enough to determine suitability of internal candidates for the redefined field sales managers' roles within an organization.
An employee's supervisor usually conducts performance reviews (also called performance appraisals). An employee's supervisor is often the person not only most familiar with the employee's performance, but also responsible for it. Thus, employees generally expect performance appraisals from their supervisors and prefer it to be their main source of feedback.
This method would be useful in this context as sales representatives of the organization are required to report directly to their supervisors who are responsible for assigning them tasks and targets. These supervisors are at an advantageous position to comment on a particular employee's performance, strengths and weaknesses.
Asking an employee to assess his or her own performance and capabilities can be useful.
Self-assessments help identify areas in which employees feel they could benefit from additional coaching or development. The key reasons to include self-evaluations are to allow employees to provide performance documentation that their supervisors or others don't have and convey their developmental goals and desired career tracks to the firm.
Peers tend to get a good look at each other's task and interpersonal behaviors. This is especially the case when work is done in teams, as is true in this case.
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