Chapter 2
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The document discusses the importance of professional preparation for students pursuing careers in sport management. It recommends gaining relevant work experience through internships and other extracurricular activities during college. Students are also advised to develop a professional attitude and observe proper etiquette to make a strong first impression with potential employers. Career planning is also essential to manage the large number of applicants for sport management jobs.
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This document contains discussion questions about marketing concepts including:
1. The four major areas of the external market environment: economic, technological, political/legal, and cultural/social.
2. The three basic objectives that provide guidelines for setting a firm's objectives: engage in socially and economically useful functions, develop an organization to carry out business strategies, and earn enough profit to survive.
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3) He was born in Austria and earned his doctorate in Austria before moving to the US.
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Running head MANAGEMENT DILEMMAS1MANAGEMENT DILEMMAS6.docx
Running head: MANAGEMENT DILEMMAS 1
MANAGEMENT DILEMMAS 6
Management Dilemmas
Name
Institutional Affiliation
Management Dilemmas
Part I: Research Questions
1. Should student athletes receive a stipend by the universities as reimbursement for participating in sports? Are there policies under the ISSF that guide on how best students should be compensated for their participation in different sports?
2. What challenges do coaches face in managing their respective teams? Is there an approved ISSF standard management structure that would allow coaches to participate and interact more with their players such that they are not only constrained to their managerial duties?
Part II: Research Topic
Problem Statement
Professional athletes earn large sums of money, though considered unethical; due to the fact that most of the times these athletes are students who are “exploited”. The estimated value rose through college athletics is considered to be roughly more than a billion dollars yearly, with this revenue being generated from an estimated 25 football schools and 64 basketball schools respectively (Brown & Williams, 2019). The concern raised is that the students do not get to see the money earned; but instead are offered athletic scholarships, allowing them to get free college education. The concerning factor is that most students use this opportunity as a chance to qualify for professional leagues, without considering the beneficial factors that their education offers. They are continuously to sacrifice their class and study hours such that they can practice and travel for their sports (Brown & Williams, 2019). Even though a scholarship seems like a good deal for some of these college athletes, what criteria is used to reward those athletes who are often viewed as celebrities and exploited for their affiliation with different institution to earn money for them?
Quite often, managers are faced with the dilemma of relating with their athletes mainly because they are absorbed in managerial duties that limit their interactions with their players. As a result, the element of teamwork is ignored and disregarded, leading to lack of communication, lack of trust, and continued conflict, which may affect the effectiveness of the team (Rollnick, Fader, Breckon, & Moyers, 2019). Sometimes the coaches aspect of caring is viewed as interference because there is no connection between the players and their coach, with coaches feeling left out of most decisions made by the players. This in mind, the study focuses on finding new strategies that can be applied by all coaches in every sport, such that the aspect of unity and communication is achieved, with coaches participating more in their respective projects.
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A Study of Recruitment and Selection of Employees in Public Sector of Jordan ...
A Study of Recruitment and Selection of Employees in Public Sector of Jordan ...Business, Management and Economics Research
The aim of this research is to study the recruitment and selection of employees in public sector of
Municipality Naur- Jordan as case study. Recruitment and selection are the most essential parts of human
resource activities and human resource being is the fundamental resource for every organization.The researcher
used primary and secondary methods for the collection of data. Primary data by distributing the questionnaire
among 60 employees in Naur municipality. I used secondary data in our project through searching from the
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respondents. The researcher used excel program to analyze the data.This study shows that most of employees
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process (identify job requirements, the qualifications and experience) and consist of the skills and
qualifications required to do the job, like education and work experience. While most of the respondents
strongly agreed that, the aim of selection and recruitment is to choose right people and able to respect and
protect human rights as well is a good policy based on principles such as Respect for diversity; ethical
decision-making and equal treatment.Real Time Application for Career Guidance
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The document provides definitions and explanations of key marketing concepts and terms. It defines customer satisfaction, brand loyalty, and macromarketing. It explains the concept of economies of scale and different economic systems. It also outlines the five stages in marketing evolution, including the simple trade era, production era, sales era, marketing department era, and marketing company era. The document emphasizes building customer value and loyalty through understanding customer needs.
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This document provides an overview of key concepts in event management. It defines sport event management and stakeholders. It discusses how tools like the event triangle and festival frame can help event managers. The 4 phases of event planning and importance of strategic planning are also covered. Finally, it addresses staffing, challenges of major events, and pre-event briefings.
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1) Drucker is credited with coining the term "management" as a discipline.
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3) He was born in Austria and earned his doctorate in Austria before moving to the US.
The document then shifts to discussing what makes an organization successful, defining management, and how management has evolved in the US due to events like wars, the Industrial Revolution, and rise of technology and knowledge workers.
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The document discusses key concepts from marketing including the 4 areas of the external market environment, the 3 basic objectives that guide a firm's objectives, and the definition of a mission statement. It also summarizes Franklin Pierce University's mission statement and provides examples of mission statements from other companies. The effects of technology and competition on marketing are summarized as well as definitions for competitor analysis, competitive rivals, and competitive barriers.
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The document contains discussion questions about topics from Chapter 12 including immunity, sleep disorders, sleep habits of college students, stress, and time management. It defines key terms like immunity, stress, stressors, eustress, distress, and outlines the three stages of the General Adaptation Syndrome. Several questions ask about sleep recommendations from the National Sleep Foundation, effects of sleep deprivation, and costs of stress in the United States.
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The document discusses several key topics related to sports fandom, including the 8 basic motives that drive sports consumption, concepts like social identity theory, BIRGing and CORFing, types of fans like "deep fans" and fan groups for different sports. It also examines the differences between play, spectacle and sociology as it relates to sports. In summary, the document seeks to understand the psychological and sociological reasons behind intense sports fandom and fan behavior through exploring fan motives, identity, and the role of sports in society.
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Running head MANAGEMENT DILEMMAS1MANAGEMENT DILEMMAS6.docx
Running head: MANAGEMENT DILEMMAS 1
MANAGEMENT DILEMMAS 6
Management Dilemmas
Name
Institutional Affiliation
Management Dilemmas
Part I: Research Questions
1. Should student athletes receive a stipend by the universities as reimbursement for participating in sports? Are there policies under the ISSF that guide on how best students should be compensated for their participation in different sports?
2. What challenges do coaches face in managing their respective teams? Is there an approved ISSF standard management structure that would allow coaches to participate and interact more with their players such that they are not only constrained to their managerial duties?
Part II: Research Topic
Problem Statement
Professional athletes earn large sums of money, though considered unethical; due to the fact that most of the times these athletes are students who are “exploited”. The estimated value rose through college athletics is considered to be roughly more than a billion dollars yearly, with this revenue being generated from an estimated 25 football schools and 64 basketball schools respectively (Brown & Williams, 2019). The concern raised is that the students do not get to see the money earned; but instead are offered athletic scholarships, allowing them to get free college education. The concerning factor is that most students use this opportunity as a chance to qualify for professional leagues, without considering the beneficial factors that their education offers. They are continuously to sacrifice their class and study hours such that they can practice and travel for their sports (Brown & Williams, 2019). Even though a scholarship seems like a good deal for some of these college athletes, what criteria is used to reward those athletes who are often viewed as celebrities and exploited for their affiliation with different institution to earn money for them?
Quite often, managers are faced with the dilemma of relating with their athletes mainly because they are absorbed in managerial duties that limit their interactions with their players. As a result, the element of teamwork is ignored and disregarded, leading to lack of communication, lack of trust, and continued conflict, which may affect the effectiveness of the team (Rollnick, Fader, Breckon, & Moyers, 2019). Sometimes the coaches aspect of caring is viewed as interference because there is no connection between the players and their coach, with coaches feeling left out of most decisions made by the players. This in mind, the study focuses on finding new strategies that can be applied by all coaches in every sport, such that the aspect of unity and communication is achieved, with coaches participating more in their respective projects.
Importance of the Study
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The document provides instructions for students on how to get writing assistance on the HelpWriting.net website. It outlines a 5-step process: 1) Create an account with a password and email; 2) Complete an order form with instructions, sources, and deadline; 3) Review bids from writers and choose one; 4) Review the completed paper and authorize payment; 5) Request revisions until satisfied. The website aims to provide original, high-quality content and offers refunds for plagiarized work.
Competency model for
This paper introduces the competency models for Operations Manager, User Interface
Designer, and Application Developers. It will serve as a guide for Information Systems students
to identify which among the three of the offered tracks would be most suited for them to pursue
according to their knowledge, skills, values and interests. The Holland’s RIASEC model and the
Values Search model of Bronwyn and Holt were utilized to determine the most dominant interest
and most dominant values of the industry computing experts. Survey assessment forms were sent
to IT Operations Manager, User Interface Designer, and Application Developer. Most dominant
values and interests of industry computing experts were determined as well as the knowledge
and skills which are mostly required by the industry in their particular area. Based on the result
of the survey, it shows that application developer and user interface designer have a closely
related values. Thus a second round of a survey would be needed to come up with the most
exclusive dominant values for the particular information systems specialization track.
A Study of Recruitment and Selection of Employees in Public Sector of Jordan ...
A Study of Recruitment and Selection of Employees in Public Sector of Jordan ...Business, Management and Economics Research
The aim of this research is to study the recruitment and selection of employees in public sector of
Municipality Naur- Jordan as case study. Recruitment and selection are the most essential parts of human
resource activities and human resource being is the fundamental resource for every organization.The researcher
used primary and secondary methods for the collection of data. Primary data by distributing the questionnaire
among 60 employees in Naur municipality. I used secondary data in our project through searching from the
articles, books related to the topic and internet. The questionnaire has distributed randomly among the
respondents. The researcher used excel program to analyze the data.This study shows that most of employees
they have knowledge about recruitment and selection, because most of them agree that recruitment and
selection are two important functions of human resource management, as well the object of selection process is
to determine whether the prospective candidate possesses the specific qualification. Most of respondents are
agree that the objectives of staffing policies and procedures: attract staff members who possess the attributes,
which will enable them to perform their work to a high standard of competence and efficiency. Most of
employees are agree that the criteria followed by the municipalities of Municipality of Naur in the selection
process (identify job requirements, the qualifications and experience) and consist of the skills and
qualifications required to do the job, like education and work experience. While most of the respondents
strongly agreed that, the aim of selection and recruitment is to choose right people and able to respect and
protect human rights as well is a good policy based on principles such as Respect for diversity; ethical
decision-making and equal treatment.Real Time Application for Career Guidance
This proposed system will help in consulting the career opportunities to the students after 10th, 12th or graduation for their bright future and will show the recent industrial trends in that particular profession. In this system we will be working on real time web-based application which will provide students forum for discussion, real time job updates from industry, different industrial events nearby places, live chat with the professional experts. User can apply for the jobs. Database management, real time system and web-based languages will be used design this application. This proposed system will provide the direct communication platform for students with the industry. This system will help the students or employees to build the professional career, resume according to the format approved by industry. User can update and share their documents and experiences with the industry. This system will provide automated verification system with the help of network security. Priyanka Bodke | Nikita Kale | Sneha Jha | Vaishnavi Joshi"Real Time Application for Career Guidance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd11525.pdf http://www.ijtsrd.com/engineering/computer-engineering/11525/real-time-application-for-career-guidance/priyanka-bodke
Human Resources Trending into the Future
The document discusses several trends shaping the future of HR based on research from various organizations. It identifies challenges for HR professionals over the next 10-20 years, including adapting to a changing workforce, understanding varied worker qualifications, engaging employees, aligning technology strategies, managing global risks, and balancing worker and workplace expectations. Emerging skills like strategic management, talent management, change management, and workforce planning are seen as critical for HR. The use of games and gamification in HR functions to attract, engage and retain employees is also mentioned.
Veterans in the workforce standard updated 20190603
This document discusses best practices for attracting, hiring, and retaining veterans in the workforce. It provides research showing that veterans are valuable employees, with 65% of employers reporting veterans perform better than civilian peers. Veterans also have in-demand skills strengthened through military service like teamwork, leadership, and problem solving. However, 90% of veterans face obstacles in obtaining employment. The document outlines a 5-stage employee lifecycle process including employer readiness, talent acquisition, onboarding, development, and mobility. It provides tips for each stage, such as understanding why an organization wants to hire veterans and building relationships with candidates.
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The document summarizes the key findings of a survey on performance management systems:
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2) Respondents rated employee-focused objectives like development, feedback, and career planning as higher priorities than manager-focused objectives.
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Brew_IndependentResearchFINAL
This document discusses a study on the effect of technology on student career development at selective liberal arts colleges. The study consisted of interviews with career services professionals to understand how technology is used in career centers. Key findings include:
1) Career centers utilize a variety of online self-assessment tools like Myers-Briggs and StrengthsQuest to help students identify their interests and skills, though many still recommend reviewing results with an advisor.
2) New tools like Pymetrics blend self-assessment and job placement by having students' cognitive skills assessed through games and sharing results directly with employers.
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An Effective Job Recruitment System Using Content-based Filtering
This document summarizes several papers on developing effective job recommendation systems. It first describes four papers on different approaches: developing a job portal to improve education quality; a system based on user clustering; a system using collaborative filtering; and a hybrid system. It then provides more detail on the hybrid system, which uses both content-based filtering and team recommendations. Finally, it discusses the conclusions of improving existing job systems and outlines some advantages of the new proposed portal.
First Friday Feb 2014
The document discusses the challenges employers face attracting top talent, or "impact players", in 2014. It states that the candidate-driven market will be even more challenging this year as exceptional candidates gain more leverage due to specialized skills and a shrinking talent pool. It suggests employers must compete harder than ever before to recruit and retain top talent needed to lead their organizations into the future. It provides tips for how employers can make themselves more attractive, such as creating an engaging work environment, including millennials in succession planning, providing continuing education, and keeping recruitment technology simple.
Changes in job_markets_for_indians
This document discusses how economic conditions and global changes over the past 40 years have impacted career choices and job markets for Indian graduates. It covers the rise of India and China as economic powers, new high-growth sectors and industries, and changing job opportunities for Indians both within India and abroad, especially regarding opportunities in the United States and technology sector before and after the H-1B visa program. The document also provides frameworks for analyzing skills, comparing public vs private sector careers, and developing long-term career plans and skills progression for individuals and organizations.
TheCorporatePlaybook.com Recruiting Solutions
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Chapter 2
- 1. CHAPTER 2 DISCUSSION QUESTIONS 1) What 2 governing bodies served as sport management program curricula approval agencies from 1993- 2008? 2) In 2008 what governing body became the accrediting body for sport management curricula? 3) Keeping up with what in your field is essential to your academic preparation? 4) What are an important part of professional preparation because they provide valuable skill practice & opportunities for leadership & development? 5) NACE's Job Outlook 2009 found that more than 3/4's of employers prefer to hire new college graduates that have what? 6) Define "field experience." 7) Studies on the initial impression that people make show that: A) What % of that impression is based on what a person says? B) What % is based on how he/she says it? C) What % is based on what the other person sees? 8) Define "etiquette." 9) Your attitude toward work can be referred to as what? 10) What is one of the most important competencies of a good sport manager? 11) A good practice to follow is to send your thanks within how many hours of a social or business contact or event? 12) A survey of more than 400 US-based organizations & employers revealed that it is critical for new job entrants to possess what? 13) According to the survey, what were the 3 highest rated applied skills needed by entrants into today's workforce? 14) According to the survey, was identified as the skill that will increase in importance over the coming years?
- 2. SPORT MANAGEMENT EDUCATION •MORE THAN 300 COLLEGES & UNIVERSITIES IN THE U.S. OFFER SPORTS BUSINESS COURSES AS PART OF THEIR CURRICULUM. •NH: 7 SCHOOLS OFFER SPORT MANAGEMENT PROGRAMS. •8,000 STUDENTS GRADUATE EACH YEAR WITH A SPORTS-FOCUSED BACHELOR’S OR MASTER’S DEGREE. •24,000 UNDERGRADUATES WILL MAJOR IN SOME FORM OF SPORTS-FOCUSED PROGRAM THIS YEAR. “THERE ARE ALL THESE PROGRAMS, PLUS EVERYBODY GRADUATING FROM HARVARD WANTS TO WORK IN SPORTS. SO, IT’S TOUGH.” -TRACY SCHOENADEL, DIRECTOR UMASS CENTER FOR SPECTATOR SPORTS RESEARCH
- 3. -IN 2009 RINDGE, NH NEEDED TO HIRE A NEW TOWN RECREATION DIRECTOR. -100 PEOPLE FROM AS FAR AWAY AS TEXAS APPLIED.
- 4. -IN 2004 THE NEW ENGLAND PATRIOTS OFFERED AN UNPAID SUMMER INTERNSHIP. -OVER 300 STUDENTS APPLIED.
- 5. WHAT DO YOU NEED TO DO DURING COLLEGE TO GIVE YOURSELF THE BEST CHANCE TO SEPARATE YOURSELF FROM THE COMPETITION & BE THE: 1 OF 100? 1 OF 300?
- 6. 1) READ INDUSTRY PUBLICATIONS
- 7. 2) STUDENT EMPLOYMENT & COMMUNITY SERVICE ________________________________________________ http://www.franklinpierce.edu/studentlife/comsrvce.html
- 8. 3) EXTRACURRICULAR ACTIVITIES -WHEN EXAMINING ENTRY-LEVEL CANDIDATE RESUMES ACADEMIC PERFORMANCE & WORK EXPERIENCE ARE IMPORTANT FACTORS IN JUDGING POTENTIAL EMPLOYEES. -BUT EXTRACURRICULAR ACTIVITIES ARE MOST POSITIVELY RELATED TO THE ASSESSMENT OF EMPLOYABILITY. http://www.franklinpierce.edu/studentlife/todo/clubs/index.htm
- 9. 4) FIELD EXPERIENCE “A HANDS-ON LEARNING OPPORTUNITY IN WHICH STUDENTS GAIN PROFESSIONAL EXPERIENCE IN AN ORGANIZATION WHILE RECEIVING CLASS CREDIT.” -THE NATIONAL ASSOCIATION OF COLLEGES & EMPLOYERS (NACE) FOUND THAT MORE THAN 3/4’S OF EMPLOYERS INDICATED THAT THEY PRFER TO HIRE NEW COLLEGE GRADUATES WHO HAVE RELEVANT WORK EXPERIENCE.
- 11. NECESSARY ELEMENTS FOR SUCCESS IN SPORT MANAGEMENT 1) PROFESSIONAL PREPARATION -TAKING ADVANTAGE OF EVERYTHING TO DO WITH YOUR COLLEGE EXPERIENCE. 2) PROFESSIONAL ATTITUDE -REFLECTED IN YOUR PERSONAL APPEARANCE, ADJUSTMENT TO THE WORKPLACE, & BUSINESS ETIQUETTE. -JUDGMENTS BASED ON A 1ST IMPRESSION: -7% BASED ON WHAT A PERSON SAYS. -38% BASED ON HOW A PERSON SAYS IT. -55% BASED ON WHAT THE OTHER PERSON SEES. 3) CAREER PLANNING & MANAGEMENT -CONSISTS OF SELF-AWARENESS, OCCUPATIONAL EXPLORATION, CAREER DECISION MAKING, & CAREER IMPLEMENTATION.