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
Given the dynamic scope of this industry, it is important to do more research to understand the depth of the dilemma within the industry, with the use of previous and current research to provide insight on different pers.
How social media changed college sport . Thesis work.IliaPlatonov
This document discusses how social media has impacted college sports in the United States in terms of regulations, reputation, and recruiting. It provides background on the growth of social media and how the NCAA and universities have implemented policies to regulate its use among athletes and coaches. The document examines specific NCAA social media policies and cases where schools faced penalties for violations. It also explores how social media can positively or negatively affect a university's reputation depending on how it is used. Finally, the document looks at how social media has changed recruiting culture and may benefit coaches' ability to promote their programs.
Please use these sources httpswww.washingtonpost.comsports.docxstilliegeorgiana
Please use these sources
https://www.washingtonpost.com/sports/penn-state-football-punished-by-ncaa-over...https://www.csmonitor.com/USA/Sports/2011/0531/Ohio-State-football-scandal-Is-coach-or..
www.newsminer.com/news/alaska_news/alaska-nanooks-face-ncaa-sanctions-for-eligibility...
https://www.buzzfeed.com/whoiswillo/the-ten-biggest-scandals-in-ncaa-history-6o16www.ncaa.org/taxonomy/term/295/feed
https://www.freelancewritersplanet.com/national-collegiate-athletic-association-ethics...
Please
use these
sources
https://
www.washingtonpost.com
/sports/
penn
-
s
tate
-
football
-
punished
-
by
-
ncaa
-
over..
.
https://
www.csmonitor.com
/USA/Sports/2011/0531/
Ohio
-
State
-
football
-
scandal
-
Is
-
coach
-
or
.
.
www.newsminer.com
/news/
alaska
_news/
alaska
-
nanooks
-
face
-
ncaa
-
sanctions
-
for
-
eligibility
..
.
https://
www.buzzfeed.com
/whoiswillo/the
-
ten
-
biggest
-
scandals
-
in
-
ncaa
-
history
-
6o1
6
www.
ncaa
.org/taxonomy/term/295/feed
https://www
.freelancewritersplanet.com/
national
-
collegiate
-
athletic
-
association
-
ethics
..
.
Please use these sources
https://www.washingtonpost.com/sports/penn-state-football-punished-by-ncaa-over...
https://www.csmonitor.com/USA/Sports/2011/0531/Ohio-State-football-scandal-Is-coach-or..
www.newsminer.com/news/alaska_news/alaska-nanooks-face-ncaa-sanctions-for-eligibility...
https://www.buzzfeed.com/whoiswillo/the-ten-biggest-scandals-in-ncaa-history-6o16
www.ncaa.org/taxonomy/term/295/feed
https://www.freelancewritersplanet.com/national-collegiate-athletic-association-ethics...
Chapter Seven
Traditional Training Methods
Objectives
After reading this chapter, you should be able to
1. Discuss the strengths and weaknesses of presentational, hands-on, and group building training methods.
2. Provide recommendations for effective on-the-job training (OJT).
3. Develop a case study.
4. Develop a self-directed learning module.
5. Discuss the key components of behavior modeling training.
6. Explain the conditions necessary for adventure learning to be effective.
7. Discuss what team training should focus on to improve team performance.
Learning Develops Skills of Staff Dedicated to Battling Cancer
The American Cancer Society (ACS) is a nonprofit nationwide, community-based, voluntary health organization dedicated to creating a world without cancer. ACS strives to save lives by helping people stay well and get well, by finding cures for cancer, and by helping those who have cancer to fight the disease. ACS is headquartered in Atlanta, Georgia, and has regional and local offices throughout the United States that support eleven geographical divisions to ensure a presence in every community. The corporate office in Atlanta is responsible for overall strategic planning, corporate support services including training, development and implementation of research programs, health program, a 24-hour call center, and providing technical support and materials to regional and local ...
Unlocking Opportunities: The Impact and Significance of Sports ScholarshipsFuture Education Magazine
These sports scholarships, often offered by colleges and universities, are financial awards granted to students based on their athletic abilities. These scholarships serve as a means to recruit talented athletes to enhance the sports programs of educational institutions.
The document discusses key features that an effective customer relationship management (CRM) software should have. It explains that CRM software allows businesses to manage customer information and relationships in a centralized location. Some important features identified are access permissions, flexible security, tracking partners and product support, billing functionality, and invoicing functionality. The software should also integrate with other business systems and provide analytical tools to improve customer service.
Impact of service quality, corporate social responsibility, organisation stab...IJSRED
1. The document examines how service quality, corporate social responsibility, organizational stability, and student engagement impact student loyalty in higher education institutions in Malaysia.
2. It defines the key constructs of student loyalty, engagement, corporate social responsibility, and organizational stability. Student loyalty is commitment to re-enroll, engagement refers to active participation in academics, and corporate social responsibility is a business model where organizations are socially accountable.
3. The study aims to determine if service quality, corporate social responsibility, and organizational stability predict student loyalty through engagement, and if satisfaction moderates these impacts.
An Administrative Mess A Case Study From The Officiating CommunityStacy Taylor
This case study examines the challenges facing Davis Tripp, the new coordinator of officials for the Montana State High School Athletic Association (MSHSAA). Tripp must address three major issues: 1) improving recruitment and retention of officials, which have been declining; 2) establishing administrative policies and procedures for managing officials, as the previous coordinator left the position disorganized; 3) responding to negative media attention from a recent incident of poor officiating. The case highlights human resource issues like training, evaluation, discrimination, and work-life balance that impact retention. It also demonstrates the need for strategic planning around recruitment, formal policies, and crisis communication. Students must analyze the situation and recommend actions Tripp could take to improve performance in these key
Conceptual Framework on Reward Systems in Organizations for Success and its I...ijtsrd
Organizations in both the public and indeed the private sector consider their employees as a critical asset in the organization towards the attainment of the organizational goals. As a consequence of competitive markets, technological advancements and globalization, organizations are facing challenges in retaining their human capital. In addition to the direct costs, the exit of employees also implies the loss of valuable intellectual capital and thus competitive advantage changed essential frame of reference for considering issues of human resource management. Traditional sources of success such as product and process technology, protected markets, economies of scale, etc. can still provide competitive leverage but an organizations human resources are more vital for its sustainability. In order to retain its staff, organizations often focus on main retention strategy as rewards could be effective in reducing the risk of staff turnover in organizations through their relationship with effective commitment and motivation. Organizational reward systems play a critical role in enhancing employee satisfaction as the primary aim of the reward system is to enhance performance and extrinsic motivation by satisfying an individual employees needs. This study will have lots of contributions to the business world. Organizations may improve or change their reward systems to survive in todays environment with the help of this study. They may renew their reward systems and put more efficient and effective ones. Dr. G. Balamurugan | A. Princia "Conceptual Framework on Reward Systems in Organizations for Success and its Impacts: A Wide View" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-2 , February 2019, URL: https://www.ijtsrd.com/papers/ijtsrd21445.pdf
Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/21445/conceptual-framework-on-reward-systems-in-organizations-for-success-and-its-impacts-a-wide-view/dr-g-balamurugan
How social media changed college sport . Thesis work.IliaPlatonov
This document discusses how social media has impacted college sports in the United States in terms of regulations, reputation, and recruiting. It provides background on the growth of social media and how the NCAA and universities have implemented policies to regulate its use among athletes and coaches. The document examines specific NCAA social media policies and cases where schools faced penalties for violations. It also explores how social media can positively or negatively affect a university's reputation depending on how it is used. Finally, the document looks at how social media has changed recruiting culture and may benefit coaches' ability to promote their programs.
Please use these sources httpswww.washingtonpost.comsports.docxstilliegeorgiana
Please use these sources
https://www.washingtonpost.com/sports/penn-state-football-punished-by-ncaa-over...https://www.csmonitor.com/USA/Sports/2011/0531/Ohio-State-football-scandal-Is-coach-or..
www.newsminer.com/news/alaska_news/alaska-nanooks-face-ncaa-sanctions-for-eligibility...
https://www.buzzfeed.com/whoiswillo/the-ten-biggest-scandals-in-ncaa-history-6o16www.ncaa.org/taxonomy/term/295/feed
https://www.freelancewritersplanet.com/national-collegiate-athletic-association-ethics...
Please
use these
sources
https://
www.washingtonpost.com
/sports/
penn
-
s
tate
-
football
-
punished
-
by
-
ncaa
-
over..
.
https://
www.csmonitor.com
/USA/Sports/2011/0531/
Ohio
-
State
-
football
-
scandal
-
Is
-
coach
-
or
.
.
www.newsminer.com
/news/
alaska
_news/
alaska
-
nanooks
-
face
-
ncaa
-
sanctions
-
for
-
eligibility
..
.
https://
www.buzzfeed.com
/whoiswillo/the
-
ten
-
biggest
-
scandals
-
in
-
ncaa
-
history
-
6o1
6
www.
ncaa
.org/taxonomy/term/295/feed
https://www
.freelancewritersplanet.com/
national
-
collegiate
-
athletic
-
association
-
ethics
..
.
Please use these sources
https://www.washingtonpost.com/sports/penn-state-football-punished-by-ncaa-over...
https://www.csmonitor.com/USA/Sports/2011/0531/Ohio-State-football-scandal-Is-coach-or..
www.newsminer.com/news/alaska_news/alaska-nanooks-face-ncaa-sanctions-for-eligibility...
https://www.buzzfeed.com/whoiswillo/the-ten-biggest-scandals-in-ncaa-history-6o16
www.ncaa.org/taxonomy/term/295/feed
https://www.freelancewritersplanet.com/national-collegiate-athletic-association-ethics...
Chapter Seven
Traditional Training Methods
Objectives
After reading this chapter, you should be able to
1. Discuss the strengths and weaknesses of presentational, hands-on, and group building training methods.
2. Provide recommendations for effective on-the-job training (OJT).
3. Develop a case study.
4. Develop a self-directed learning module.
5. Discuss the key components of behavior modeling training.
6. Explain the conditions necessary for adventure learning to be effective.
7. Discuss what team training should focus on to improve team performance.
Learning Develops Skills of Staff Dedicated to Battling Cancer
The American Cancer Society (ACS) is a nonprofit nationwide, community-based, voluntary health organization dedicated to creating a world without cancer. ACS strives to save lives by helping people stay well and get well, by finding cures for cancer, and by helping those who have cancer to fight the disease. ACS is headquartered in Atlanta, Georgia, and has regional and local offices throughout the United States that support eleven geographical divisions to ensure a presence in every community. The corporate office in Atlanta is responsible for overall strategic planning, corporate support services including training, development and implementation of research programs, health program, a 24-hour call center, and providing technical support and materials to regional and local ...
Unlocking Opportunities: The Impact and Significance of Sports ScholarshipsFuture Education Magazine
These sports scholarships, often offered by colleges and universities, are financial awards granted to students based on their athletic abilities. These scholarships serve as a means to recruit talented athletes to enhance the sports programs of educational institutions.
The document discusses key features that an effective customer relationship management (CRM) software should have. It explains that CRM software allows businesses to manage customer information and relationships in a centralized location. Some important features identified are access permissions, flexible security, tracking partners and product support, billing functionality, and invoicing functionality. The software should also integrate with other business systems and provide analytical tools to improve customer service.
Impact of service quality, corporate social responsibility, organisation stab...IJSRED
1. The document examines how service quality, corporate social responsibility, organizational stability, and student engagement impact student loyalty in higher education institutions in Malaysia.
2. It defines the key constructs of student loyalty, engagement, corporate social responsibility, and organizational stability. Student loyalty is commitment to re-enroll, engagement refers to active participation in academics, and corporate social responsibility is a business model where organizations are socially accountable.
3. The study aims to determine if service quality, corporate social responsibility, and organizational stability predict student loyalty through engagement, and if satisfaction moderates these impacts.
An Administrative Mess A Case Study From The Officiating CommunityStacy Taylor
This case study examines the challenges facing Davis Tripp, the new coordinator of officials for the Montana State High School Athletic Association (MSHSAA). Tripp must address three major issues: 1) improving recruitment and retention of officials, which have been declining; 2) establishing administrative policies and procedures for managing officials, as the previous coordinator left the position disorganized; 3) responding to negative media attention from a recent incident of poor officiating. The case highlights human resource issues like training, evaluation, discrimination, and work-life balance that impact retention. It also demonstrates the need for strategic planning around recruitment, formal policies, and crisis communication. Students must analyze the situation and recommend actions Tripp could take to improve performance in these key
Conceptual Framework on Reward Systems in Organizations for Success and its I...ijtsrd
Organizations in both the public and indeed the private sector consider their employees as a critical asset in the organization towards the attainment of the organizational goals. As a consequence of competitive markets, technological advancements and globalization, organizations are facing challenges in retaining their human capital. In addition to the direct costs, the exit of employees also implies the loss of valuable intellectual capital and thus competitive advantage changed essential frame of reference for considering issues of human resource management. Traditional sources of success such as product and process technology, protected markets, economies of scale, etc. can still provide competitive leverage but an organizations human resources are more vital for its sustainability. In order to retain its staff, organizations often focus on main retention strategy as rewards could be effective in reducing the risk of staff turnover in organizations through their relationship with effective commitment and motivation. Organizational reward systems play a critical role in enhancing employee satisfaction as the primary aim of the reward system is to enhance performance and extrinsic motivation by satisfying an individual employees needs. This study will have lots of contributions to the business world. Organizations may improve or change their reward systems to survive in todays environment with the help of this study. They may renew their reward systems and put more efficient and effective ones. Dr. G. Balamurugan | A. Princia "Conceptual Framework on Reward Systems in Organizations for Success and its Impacts: A Wide View" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-2 , February 2019, URL: https://www.ijtsrd.com/papers/ijtsrd21445.pdf
Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/21445/conceptual-framework-on-reward-systems-in-organizations-for-success-and-its-impacts-a-wide-view/dr-g-balamurugan
This presentation discusses enrollment management in light of pressures facing higher education institutions. It will provide an introduction to enrollment management, including the philosophical, operational, and practical aspects. Participants will learn about trends impacting enrollment and the complexity of managing risk through enrollment. Effective enrollment requires understanding an institution's identity and competitors, conducting environmental scans, taking strategic action, and managing relationships. Key aspects include recruitment, financial aid packaging, predictive modeling, campus visits, and personalizing communications.
Masters vs Job: Factors which Help Students to Decide between the TwoDr. Amarjeet Singh
The main idea of the study is to find out the factors that affect the key decision which results in choosing of one option between pursuing a master’s degree after college or going for placement after graduation. Researcher has collected data from 120 college going students and graduates. The data was accumulated using Google forms, it was analysed using Google’s analytical instruments. It was found out that students do not follow any trend to pursue their next goal but they decide upon factors which are directly or indirectly related to their personal lives and circumstances. Although most common answer recorded during the survey was that how some students do not want a break amidst their studies and on other hand some of them want to learn and gain practical experience.
Read Case Study 6 National Collegiate Athletic Association Eth.docxaudeleypearl
Read "Case Study 6: National Collegiate Athletic Association Ethics and Compliance Program," located on page 444 of the textbook.
Case 6 National Collegiate Athletic Association Ethics and Compliance Program
Perhaps no sport at American colleges is as popular, or as lucrative, as college football. Col- lege football often has a significant impact on the school’s culture. This is especially true for the more successful and prolific football programs, such as Texas A&M or Notre Dame. Football has increasingly become a big money maker for many colleges, with a significant amount of sports revenue coming from their football programs. Within the past two years, the sports channel ESPN made deals with certain teams to gain rights to air more games than usual. Because of this influx of revenue, the duties of coaches have evolved beyond just coaching. In many ways, they became the face of the team. Programs that show positive returns have coaches working hard to fill seats on game day and encourage college alumni to donate to the school. The more successful the football team, the more visibility it is given in the media. This visibility leads to greater awareness of the college or university among the public, and schools with the best football programs can see a greater influx of applications. The collegiate football programs have an intangible influence within and outside their immediate surroundings. This is mainly seen in their fan base, composed of current students, alumni, staff, faculty, and local businesses. For example, when the University of Alabama won its 15th national championship, the victory was celebrated by an enormous crowd, fireworks, and a parade. Texas A&M University is one example of a football pro- gram that generates not only profits but also a sense of loyalty among its fans. Texas A&M is spending over $485 million to expand its Kyle Field stadium so that it will seat up to 102,500 spectators. Table 1 shows the value of some of the most successful college-football programs. These games also help local businesses generate more revenues. Because of the financial support and widespread influence of the football program, the players, coaches, and football administrators have to deal with a lot of pressure to fundraise, sell tickets, and win games. These pressures open up opportunities for mis- conduct to occur, and it is increasingly important that university administrators and football program officials directly acknowledge opportunities for misconduct. While the university is ultimately responsible for the operation of each department and the behav- ior of its employees, it can be difficult for the administrators to have an objective view of incidents that occur, especially when it involves a successful football program that benefits the entire university. The university administrators are often subject to the same pressures as those in the football program to increase the level of revenue and reputa- tion. This led to the deve ...
· Assignment 3 Creating a Compelling VisionLeaders today must be .docxgerardkortney
· Assignment 3: Creating a Compelling Vision
Leaders today must be able to create a compelling vision for the organization. They also must be able to create an aligned strategy and then execute it. Visions have two parts, the envisioned future and the core values that support that vision of the future. The ability to create a compelling vision is the primary distinction between leadership and management. Leaders need to create a vision that will frame the decisions and behavior of the organization and keep it focused on the future while also delivering on the short-term goals.
To learn more about organizational vision statements, do an Internet search and review various vision statements.
In this assignment, you will consider yourself as a leader of an organization and write a vision statement and supporting values statement.
Select an organization of choice. This could be an organization that you are familiar with, or a fictitious organization. Then, respond to the following:
· Provide the name and description of the organization. In the description, be sure to include the purpose of the organization, the products or services it provides, and the description of its customer base.
· Describe the core values of the organization. Why are these specific values important to the organization?
· Describe the benefits and purpose for an organizational vision statement.
· Develop a vision statement for this organization. When developing a vision statement, be mindful of the module readings and lecture materials.
· In the vision statement, be sure to communicate the future goals and aspirations of the organization.
· Once you have developed the vision statement, describe how you would communicate the statement to the organizational stakeholders, that is, the owners, employees, vendors, and customers.
· How would you incorporate the communication of the vision into the new employee on-boarding and ongoing training?
Write your response in approximately 3–5 pages in Microsoft Word. Apply APA standards to citation of sources.
Use the following file naming convention: LastnameFirstInitial_M1_A3.doc. For example, if your name is John Smith, your document will be named SmithJ_M1_A3.doc.
By the due date assigned, deliver your assignment to the Submissions Area.
Assignment 3 Grading Criteria
Maximum Points
Chose and described the organization. The description included the purpose of the organization, the products or services the organization provides, and the description of its customer base.
16
Developed a vision statement for the organization. Ensured to accurately communicate the goals and aspirations of the organization in the vision statement.
24
Ensured that the incorporation and communication strategy for the vision statement is clear, detailed, well thought out and realistic.
28
Evaluated and explained which values are most important to the organization.
24
Wrote in a clear, concise, and organized manner; demonstrated ethical scholarship in accurate r.
Ethics of Higher Education Finance Page 2 of 3 .docxSANSKAR20
Ethics of Higher Education Finance Page 2 of 3
By the end of this lesson, students should be able to:
Discuss what acting for the public good means to higher education finance.
Explain how to distinguish between a self-promoting gift and one that is not.
Explain ways universities have attempted to handle finances and fundraising in an effort
to act in the most ethical way possible.
Describe how to ensure that donors are treated fairly and their wishes are followed.
Financial management in higher education has been under scrutiny for the way money is
handled. There are many opportunities for employees to personally benefit from the money
designated for universities. All universities should strive to educate and monitor financial
transactions to ensure that the public trust is unquestioned.
When a person acts for the public good they strive to increase the welfare of those around
them other than themselves. Our policies should be established in a way that does not require
a person to act against their own self-interest. The policies should provide a well thought-out
framework in which to work so that the temptation to benefit one is not an option. People have
a tendency to operate from a position of self-interest. Self interest can be referred to as
“egoism”. Acting for the public good requires that the person is motivated by their own ego but
the action is to increase the public good.
Collectivism is when a group of persons are benefitted by a certain action. In higher education
we work individually and in groups to accomplish the goals of the university. When a group
works to better the institution in which they also benefit is collectivism. Social dilemmas arise
when a person or group have to choose who will benefit from a particular action. Some groups
benefit while others do not. Another dilemma is when the benefits of a decision are greater for
one group than another.
We say that a person is altruistic if their motives are to benefit one or more persons other than
themselves. Principlism is motivation to uphold a morale principle. It is necessary to
understand these various concepts to lay the foundation for understanding how to properly
manage money.
As administrators in higher education we are expected to act in a manner that is ethically and
fiscally responsible. We have a social responsibility to do the jobs we are paid to do to the best
of our abilities. Fiduciary responsibility means that we are responsible for the proper financial
management of the money we control. Anyone who experiences the effects of the activities of
the university are called “stakeholders”. A healthy tension occurs when our fiduciary
responsibilities are contrasted with our social responsibilities. This tension is called the
“stakeholder’s paradox”.
Ethics of Higher Education Finance Page 3 of 3
Universities were established to promote an increase in intellect and social ide ...
Fiscal Reform and Accountability Within the Nonprofit Sector: An Analysis of ...eee1973
This capstone thesis project was a final research requirement for the completion and graduation from the School of Professional Studies at Northwestern University. This thesis was developed, revised and completed in 2008.
Levels Of Security Risks And Methods Of MitigationSusan Kennedy
This article examines the relationship between leaders' communication styles, leadership styles, knowledge sharing, and leadership outcomes. It administered surveys to leaders and team members to understand how communication styles like expressiveness and directness impact charismatic, human-oriented, and task-oriented leadership. The research found links between certain communication styles and leadership approaches as well as outcomes. However, it could have accounted for more demographic factors.
This document summarizes a journal article that discusses recommendations for improving sport management internships based on experiential learning theory. It begins by outlining the importance of internships in sport management education and reviews experiential learning theory. It then identifies the primary stakeholders in internships - the student, university program and internship coordinator, and host organization and supervisor. Finally, it applies John Dewey's model of experiential learning to make recommendations for how to improve the internship process by focusing on elements like the social environment, knowledge organization, learner experience and outcomes. The overall goal is to provide a framework to help develop guided learning experiences and administer internship programs for sport management.
This document discusses how colleges are failing in their duty to educate athletes. It provides evidence that graduation rates for athletes, especially black athletes, are significantly lower than for other students. It also discusses how athletes are often clustered into less challenging majors and take easier courses in order to stay eligible, rather than being provided with a meaningful education. While the NCAA touts increasing graduation rates, independent analyses find larger gaps between athlete and non-athlete graduation rates. The document argues that colleges have a moral duty to provide athletes, who are often recruited to the school, with a valid education to set them up for success after college sports.
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Academic Dishonesty in
Graduate Business Programs:
Prevalence, Causes, and
Proposed Action
DONALD L. MCCABE
Rutgers University
KENNETH D. BUTTERFIELD
Washington State University
LINDA KLEBE TREVIÑO
The Pennsylvania State University
Little is currently known about cheating among graduate business students. We collected
data from more than 5,000 business (mostly MBA) and nonbusiness graduate students at
32 colleges and universities in the United States and Canada during the 2002–2003 and
2003–2004 academic years to test a series of hypotheses regarding the prevalence of
graduate business student cheating and reasons why these students cheat. We found that
graduate business students cheat more than their nonbusiness-student peers. Correlation
results found cheating to be associated with perceived peer behavior, as well as the
perceived certainty of being reported by a peer, and the understanding and acceptance
of academic integrity policies by students and faculty. But, regression analysis results
suggest that perceived peer behavior has the largest effect. Drawing from these findings
and past research on undergraduate students, we propose strategies that business schools
and faculty can use to promote academic integrity in graduate business programs.
........................................................................................................................................................................
“I think the WorldCom and Enron scandals
point to the need for character in our busi-
ness schools. If the driver at the helm is un-
ethical, so shall the crew be.”
—Comments of an MBA student at a large
U.S. university.
As this student suggests, high-profile ethics scan-
dals have once again focused attention on ethics
and cheating in business. Some business schools
are responding by expanding their attention to
ethics in their curricula, and some are attempting
to make judgments about an applicant’s ethical
inclinations in admissions processes (Harker,
2005). In addition, some schools are promoting ac-
ademic integrity as part of their strategy to en-
hance the ethical development of their students.
These efforts related to academic integrity com-
monly include lectures during orientation ses-
sions, website pages and chapters in student
handbooks devoted to ethical standards, and ad-
monishments in course syllabi. Although such
techniques have been found to be effective in un-
dergraduate schools (Baird, 1980), little is known
about their effective.
This document discusses the influence of effective feedback and communication between coaches and tennis players. It aims to illustrate the significance of this relationship on player development and performance. Developing an effective early connection with athletes is important, as junior players look to coaches as role models. The review examines several studies on the effects of feedback and the coach-player relationship on skill acquisition and performance in tennis.
The Effects Of Athletic Participation On Academic PerformanceAlana Cartwright
The document discusses communicative participation and its relationship to disability. Communicative participation refers to how individuals participate in various discourse activities in contextually situated ways. For people with disabilities, barriers can limit their communicative participation, including physical barriers, attitudes, and lack of accommodations. Researchers argue that assessments of communicative participation for people with disabilities need to consider the individual's experiences, perspectives and environment, not just their impairment, to understand barriers and promote full inclusion. Assessing communicative participation can help identify ways to reduce barriers and improve social inclusion for people with disabilities.
Assignment 4 Public Leadership PresentationDue Week 10 and wort.docxbraycarissa250
Assignment 4: Public Leadership Presentation
Due Week 10 and worth 150 points
Condense information from Assignments 1, 2, 3, and additional criteria in order to develop a creative and appealing PowerPoint presentation.
Create a ten to twelve (10-12) slide presentation in which you:
1. Create a title slide and references section (as indicated in the format requirements below).
2. Narrate each slide, using a microphone, indicating what you would say if you were actually presenting in front of an audience. Note: If you do not have access to a microphone, then you should provide detailed speaker notes with your presentation.
3. Briefly summarize your idea of a public leader. Cite experiences and research to support your assertions.
4. Discuss the specific leadership theories and styles that support your definition of a public leader. Provide a rationale to support your answer.
5. Discuss gender diversity in the workplace, including the increasing numbers of women in the workplace and leadership positions. What are the main barriers to women’s political participation and expression? What is the role of government and political parties to address this gap?
6. Predict three (3) public leadership trends that you believe will be particularly significant within the next decade.
7. What is the most important idea that you have learned in the course? How can you apply what you have learned? What will you do with whom, where, when, and, most important, why?
8. Include at least four (4) peer-reviewed references (no more than 1 year old) from material outside the textbook. Note: Appropriate peer-reviewed references include scholarly articles and government websites. Wikipedia, other wikis, and any other websites ending in anything other than “.gov” do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Include a title slide containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The title slide is not included in the required slide length.
· Include a reference slide containing the sources that were consulted while completing research on the selected topic, listed in APA format. The reference slide is not included in the required slide length.
· Format the PowerPoint presentation with headings on each slide, two to three (2-3) colors, two to three (2-3) fonts, and two to three (2-3) relevant graphics (photographs, graphs, clip art, etc.), ensuring that the presentation is visually appealing and readable from eighteen (18) feet away. Check with your professor for any additional instructions.
· Slides should abbreviate the information in no more than five or six (5 or 6) bullet points each.
· Slide titles should be based on the criteria being summarized (e.g., “Four Key Attributes,” “Responses to Budget Issues,” etc.).
Running head: MANAGING PEOPLE THROUGH CHANGE
MANAGING PEOPLE THROUGH CHANGE ...
This study examines the impact of rewards and benefits packages on attracting younger employees, specifically recent graduates from the University of Huddersfield. The researcher aims to understand what incentives are most appealing to students, especially women, and how these can be used to attract them to jobs at banks in the UK. A survey of 255 University of Huddersfield students will explore the relationship between rewards/benefits and the attractiveness of an employer, with the goal of informing the reward policies of banks interested in recruiting these graduates. The researcher hypothesizes that rewards and benefits packages will have a direct, positive impact on attractiveness to young job seekers.
Running head MARKETING ANALYSIS ASSIGNMENTS .docxwlynn1
Running head: MARKETING ANALYSIS ASSIGNMENTS 1
MARKETING ANALYSIS ASSIGNMENTS 6
Researching Marketing Questions
MKT/571
Melissa Simmons
Roberto Ancis
Part 1: Memorandum
TO: Senior Vice President (Marketing)
FROM: Jacob Glenns
DATE: August 19, 2018
SUBJECT: Marketing Analysis
Summary Analysis
This analysis of the market report that was presented the market analyst provides detailed insights from the data that may help in formulating an effective marketing strategy. The key information include: revenue performance for the first half between 2015 and 2016 and revenue trends over the same period. This information help in deciding whether to the organization should continue with its growth strategy or to reverse the decline.
Revenue Analysis
Analysis of the company’s semiannual performance- between January and June- indicates that there was an increase of 10.18 percent in the generated revenues per day from 96,000 dollars to 105,768 dollars in 2015 and 2016 respectively. The revenues per day, domestic market, were 93,683 dollars and 85,181 dollars in 2016 and 2015 respectively, over the same period. Overall, the semiannual revenue for the year 2016 was 13,644,073 dollars with the United States market contributing 12,085,137 dollars, which is approximately 88.6 percent of the semiannual revenue. The international market contributed 1,558,936 dollars, which is 11.4 percent of the total revenue. The average gross profit per day was 8.3 percent for the six months between January and June, 2016. For the three months of April, May and June, 2016 the total revenue was 7,024,096 dollars with the domestic market contributing 6,145,978 dollars and the international market contributing 878,119 dollars. The gross profit was 6.5 percent.
Revenue Trends
With regards to customer class, commercial customers contributed 7,195,592 dollars in the six months of January to June, 2016. The revenue per day was 55,780 dollars, an increase of 5,008 dollars compared to 50,772 dollars realized over the same period in 2015. At the second place was the municipal segment with 1,634,643 dollars. The revenue per day for the first six months was 12,672 in 2016 compared to 12,034 in 2015. The international market segment contributed 1,535,905 dollars and the revenue per day was 11,906 dollars and 11,700 dollars in 2016 and 2015 respectively. The other important segments- resellers, industrial labs, government, resell, education and others- also registered increments in the revenue per day for the first 6 months between 2015 and 2016. The revenue trend for the second quarter (between April and May) illustrate that commercial market contributed 1,130,973 dollars which is 50 percent of the total revenue from the customer class segment. The international market contributed 323,990 follo.
Running head MANAGING A DIVERSE WORKFORCE1MANAGING A DIVERSE.docxwlynn1
Running head: MANAGING A DIVERSE WORKFORCE 1
MANAGING A DIVERSE WORKFORCE 6
Managing a diverse workforce
Name
Institutional affiliation
What does it mean to be an effective manager in a diverse workforce?
According to Chip Conley, the workforce diversity is characterized of gender, ethnicity and age; which needs a much keener attention. He points out that an effective manager should realize that age diversity makes a company stronger and that different generations within a workplace should focus on mentoring one another at work. He emphasizes on the need to allow openness with one another so that wisdom; knowledge, experience and skills from the young to the old and vice versa. According to Chip Conley, the current 60s is the new 40s and that the current 30s is the new 50s; a key note to take on how effective relationship in a workplace could enrichen a company with greater shared wisdom and skills. Every manager need to relate such knowledge in ensuring effective making of modern elders from the millennials.
According to Chip, an effective manager should establish a learning environment for the boomers and the millennials. Each generation should see the other as assets from which they can derive wisdom. Moreover, Chip calls for both the millennials and the boomers to fix their ego, perhaps so that they can enhance their relationship and get to learn from one another. He calls for the need of the managers to enhance a growth mindset in a workplace and the need for the employees to be curious of getting to know what the other generation can offer, and trying to oneself. Chip states that “Curiosity is the elixir for life”
Working on the psychological empowerment of specifics groups and ensuring mental flexibility is very important for various generations to work coherently effectively. Additionally, a manager in charge of a diverse workforce should ensure that the differences existing between the BB and X generations, and the Y and Z generations should be harmonized so that they do not tamper with the achievement of the organizations set goals and objectives (Toro, Labrador-Fernández & De Nicolas, 2019).
Maintaining a positive working environment helps in enhancing the performance of a diverse workforce. Looking at the small business managers, workforce diversity can be well managed if the owner’s manager supports the existing generational interconnections and the variations as a result of the general difference defining these groups by valuing their differences and the similarities. An effective manager is therefore required to cause a diversity openness among the workforce. Such ensure the performance at all levels, i.e. both the organizational and individual. A manager should, therefore, have the ability to effectively enforce the eradication of the internal communication barriers existing as a result generational, racial, gender, ethnic, age, personality tenure, cognitive style, education among other dissimilarities .
Running head MANAGING TECHNOLOGICAL INNOVATION IN DIGITAL BUS.docxwlynn1
Running head: MANAGING TECHNOLOGICAL INNOVATION IN DIGITAL BUSINESS
ENVIRONMENTS 1
Managing Technological Innovation in Digital Business Environments
Yolanda McNeil
ENGL 602 Field Project: Final Product
Liberty University
MANAGING TECHNOLOGICAL INNOVATION IN DIGITAL BUSINESS
ENVIRONMENTS 2
Introduction
Background of the Research
Innovation plays a critical role in assisting businesses to sustain and grow their market
shares. It takes place in dissimilar functions and parts of the business and it is significant to
understand the best way to create and manage it effectively. Digital technologies have been
regularly used in business and this has led to digitized workplaces that demand the need to invent
to remain at the top in the market (Kay & Willman, 2018). Digitizing places of work has played
a key role in changing the way business is usually managed and this has similarly affected how
innovation must be managed and embraced in such a novel business atmosphere. Therefore, the
best way to understand technological innovation in the digital business atmosphere is the need to
understand how technology has been shaping the business world.
The reason for choosing technological innovation in digital business environments is that
business owners play a critical role in the identification and application of new technologies. By
investing in initiatives that permit them to deliver efficient and effective services and products,
they discover innovative solutions to complex challenges (Camisón & Villar-López, 2014).
Successful technological innovation needs collaboration, expert project management, planning,
and execution. Worldwide competition and rigorous demand to bring commodities to market
very fast affect decisions.
Research Purpose
1
2
Tess Stockslager @ 2020-03-06T10:07:25-08:00
This wording seems a bit circular: "the best way to understand...is the need to understand." Is there a clearer way you could state this?
Tess Stockslager @ 2020-03-06T10:09:33-08:00
Even without the word "I," you're indirectly referring to yourself here, which isn't necessary in this paper. You don't need to explain why you chose your topic; instead, you should explain why the topic is important in the field (which is exactly what you did in this sentence--you just need to frame it differently).
MANAGING TECHNOLOGICAL INNOVATION IN DIGITAL BUSINESS
ENVIRONMENTS 3
The purpose of this research is to explore the role and importance of managing
technological innovation in the digital business environment. Technological innovation strategies
that a firm pursues can either break or make the company. The current business landscape is
increasingly multifaceted. For an organization to succeed in the modern business environment, it
is critical that it adopts digital innovation which can assist to attain its goals and remain at the top
in the competition (Camisón & Villar-Lóp.
Running head MANAGERIAL REPORT FOR SUPERVISING MANAGER 1MAN.docxwlynn1
Running head: MANAGERIAL REPORT FOR SUPERVISING MANAGER
1
MANAGERIAL REPORT FOR SUPERVISING MANAGER
7
Managerial Report
HMGT 300 6380 Introduction to the U.S Health Care Sector 2205
Taneshia Davis
UMGC
Professor: Todd Price
May 31, 2020
Manager's Name and Role:
Name: The patient experience-supervising manager is Mr. Aleo Brandford
Roles:
The supervising manager ensures that all patients are fully engaged in inpatient experience activities under the supervision of highly experienced healthcare professionals. The manager also ensures that all healthcare professionals are compliant with policies, rules, and regulations that govern patients, healthcare practice, healthcare organizations, government, and the corporate world. Moreover, the supervisor conducts monitoring and evaluation of the healthcare providers to ensure they are delivering high-quality services within the set time. The manager also monitors and evaluates the healthcare systems in the organization to ensure that they are affirmative to rules, policies, and standards set for healthcare service facilities and providers as a to deliver satisfactory high-quality services. The manager, together with respective departments and personnel, initiates, improves, and implements patient experience programs that equip personnel with relevant patient experience skills, knowledge, and competencies necessary for satisfactory healthcare service provision. One other key role of the manager is the contact point for all inquiries, explanations, experiences, and feedbacks associated with patients and the healthcare facility.
Healthcare Setting:
The Minnesota Healthcare Facility is a county facility that offers preventive and curative healthcare services for in- and out-patients. It serves the entire region with all healthcare needs. It has both children and adults wings with fully functional departments and equipment. It is the only healthcare facility in rural with a population capacity of 200 per day. It is well equipped with childbirth and immunization facilities and serves the general public healthcare needs.
Managerial Issue:
Determining MeaslesSpread Rate
The manager needs to task-relevant departments to collect patient and exposed children information from children's care centers, schools, attendance lists, and health facilities. The information will help determine the rate of immunization, the number of patients, and approximate exposed children and other adults. The number of children vaccinated against measles, 21 days before its eruption should be identified from the Immunization Information System of Minnesota, and facility children's care center information System. The challenge will be on the follow up of the exposed children and administering necessary interventions. This is necessary for checking further spread of the disease in the community (Hall et al., 2017).
Impact & Details: Restrict Public Gathering
To restrict the mingling of children in healthcare faciliti.
Running head MANAGING DYNAMIC ENVIRONMENTS FINAL .docxwlynn1
Running head: MANAGING DYNAMIC ENVIRONMENTS FINAL
1
MANAGING DYNAMIC ENVIRONMENTS FINAL
2
Managing Dynamic Environments Final
Managing Dynamic Environments Final
Introduction
The for-profit organization which will be analyzed in this report is a famous casual dining restaurant and bar called Buffalo Wild Wings Restaurant and Sports Bar. This is an international organization which has various outlets in different parts of the world such as in the United States, Mexico, Canada, Panama, India, and the Philippines among other countries. The reason why Buffalo Wild Wings is the target organization for this report is that it recently received a new president, Lyle Tick, who set an objective to improve the brand image of the restaurant so that it can attract more customers (Romeo, 2018). Due to this, the organization is undertaking some changes in its marketing which is an important component of the internal operations of the business. The change of focus is implementing a social media marketing campaign to increase the number of new customers for the restaurant. This report will evaluate different factors, positive and negative issues, and challenges, which can affect the change process as well as analyze different concepts which can be used to improve change management and change process so as to result to the desired outcomes.
Identify the role of strategic renewal in propelling change.
Strategic renewal is important in creating change interventions which will impact the team members and the organization positively. This is an important process which helps change managers to evaluate the existing progress of the change process and focus on how to improve the change process so that the desired outcome may be achieved. One of the roles of strategic renewal in propelling change is by revisiting and improving the change strategies. Strategic renewal ensures that the organization is able to develop a strategic game plan which will be used to promote different growth objectives during change management. This enhances change since the organization is able to focus on having a competitive advantage against other competitors and satisfying the customers’ needs to the best of its abilities. In the case of Buffalo Wild Wing Restaurant, it focused on adopting new growth objective which aimed at attracting more millennial customers to ensure it increases the size of the target market for the restaurant.
Strategic renewal helps in concentrating all the efforts in brainstorming and identification of solutions to challenges which may impact the change action plan. The organization and its employees are able to focus on finding different approaches which can be used to improve the experience resulting from the change process. This pushes change since the organization is able to avoid certain pitfalls which the organizations would have experienced. This aspect has been achieved by Buffalo Wild Wings Restaurant whereby the organization.
Running head MANAGING DONUT FRANCHISES1MANAGING DONUT FRANCHIS.docxwlynn1
Running head: MANAGING DONUT FRANCHISES 1
MANAGING DONUT FRANCHISES 2
Managing Donuts
Joyce Crow
Ashford University
MGT 330 Management for Organization
Jill Heaney
May 10, 2020
District Manager of Five Dunkin’ Donut Franchises
Introduction
As the new District Manager, I intend to build and structure the foundation of workers for all the five Dunkin' Donuts establishments. My goal is to increase the fiscal profits for every unit to establish extra legacies to the company's brand. The paper analyzes the following categories of Dunkin' Donuts: job design including job analysis, job description and job specification, and organizational design. Workers job designs will be assessed with the use of a divisional structure for Bakers, Crewmembers, and managers. Inside of Dunkin' Donuts will be analyzed to decide the needs for recruiting and selecting applicants. Also, the essay discusses the training and performance appraisals for the value of significance to the franchise.
Job Design
Job design refers to the process of organizing duties and roles into a productive unit of work. The job design will include job analysis, job description and job specification. Job design occurs when managers decide the duties to be completed, the people who will do them and the selection approach to be adopted in choosing workers (Reilly, Minnick, & Baack, 2011). Below, I have used job analysis, job description, and job specification to discuss the job design of the five new establishments.
Job Analysis
The process of assigning tasks will be undertaken by the HR department and the departmental managers. I will be adapting the extermination model of job analysis. Every branch will have 5 to 8 workers per shift, with one being a manager, one may be a shift leader and the rest will include crewmembers and bakers. They will be in charge of food handling, housekeeping and sales. Each worker's qualification will include preparing donuts, coffee, frozen meals, and working on the cash register.
Job Description
For job descriptions, the current Dunkin' Donuts models will be appropriate for the Crewmembers, Bakers, and Management (https://www.peopleanswers.com/pa/testSplashPageEntry.do?splashURL=portalDunkinDonuts1&src=825452). Most roles at the organization are entry-level positions, which need filling customer orders through preparing drinks and baked food. Applicants will need to show their readiness to take directions and interact with the clients regularly.
Job Specification
Bakers, Crewmembers, and Shift Leaders – These are the entry-level spots that will need minimal requirements. Basic requirements include at least a High School Diploma (GED or equivalent), inclination to take direction and intermingle with clients, and interpersonal working capabilities. These roles are trainable on the job. The position of shift leader will be achievable by an existing baker or crewmember .
Running head MANAGERIAL ACCOUNTING 1MANAGERIAL ACCOUNTING.docxwlynn1
Running head: MANAGERIAL ACCOUNTING
1
MANAGERIAL ACCOUNTING
2
Managerial Accounting
Accounting can be defined as the procedure of keeping monetary financial records. Accounting can be group as financial and managerial accounting. For businesses to be successful, they need to be having both managerial and financial accounting experts. Impeccable managerial and financial bookkeeping are important to the progress and constant survival of any corporate. Structurally, economically, and lawfully, bookkeeping is an essential section in any institute, and the necessity for an extremely skilled accounting squad is unconditionally crucial. Despite the similarities between financial and managerial accounting, there are also differences between them.
The managerial accounting works through measuring, analyzing and reporting monetary and non-monetary information that aids directors to make judgements to accomplish the objectives of an organization. Managerial accounting emphasizes on the internal broadcasting and is not regulated by generally accepted accounting principles (GAAP). Management accounting is known for its much efforts to focus on the future rather than paying much attention to what happened in the past (Kinicki & Fugate, 2016). This type of accounting is so influential to the performance of directors and other workers as opposed to principally reporting financial events. There are no principles which guide the operations of management accounting.
Management accounting permits executives to charge attention on owners’ principal to aid judge a division’s presentation, although this may not be allowed by generally accepted accounting principles. Managerial accounting comprises assets or liabilities which may not be recognized by generally accepted accounting principles and it makes use of asset or liability quantifying rules like present values or resale prices which is not acceptable under GAAP.
Financial accounting on the other hand emphasizes on commentary to exterior events like shareholders, government interventions, and banks. It evaluates and registers business dealings and provides fiscal reports that are grounded on generally accepted accounting principles (GAAP). Financial bookkeeping is controlled by commonly accepted accounting principles (Weygandt, Kimmel & Kieso, 2015). Financial accounting comprises of sending monetary reports like income reports or balance sheets, to outside bodies like creditors, tax specialists, shareholders, and the Interior Revenue Service.
The managerial accounting positions out profit and loss accounts, job costing accounts, and operating resources, financial accounting conveys facts only for those on the external who want to decide the company's marketplace assessment. Managerial accounting emphases on issues and answers within an institute while financial accounting is worried with productivity from without. Managerial accountants make internal working reports, while financial accountants generat.
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· Assignment 3 Creating a Compelling VisionLeaders today must be .docxgerardkortney
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Leaders today must be able to create a compelling vision for the organization. They also must be able to create an aligned strategy and then execute it. Visions have two parts, the envisioned future and the core values that support that vision of the future. The ability to create a compelling vision is the primary distinction between leadership and management. Leaders need to create a vision that will frame the decisions and behavior of the organization and keep it focused on the future while also delivering on the short-term goals.
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In this assignment, you will consider yourself as a leader of an organization and write a vision statement and supporting values statement.
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· Describe the core values of the organization. Why are these specific values important to the organization?
· Describe the benefits and purpose for an organizational vision statement.
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Write your response in approximately 3–5 pages in Microsoft Word. Apply APA standards to citation of sources.
Use the following file naming convention: LastnameFirstInitial_M1_A3.doc. For example, if your name is John Smith, your document will be named SmithJ_M1_A3.doc.
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Assignment 3 Grading Criteria
Maximum Points
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16
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24
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28
Evaluated and explained which values are most important to the organization.
24
Wrote in a clear, concise, and organized manner; demonstrated ethical scholarship in accurate r.
Ethics of Higher Education Finance Page 2 of 3 .docxSANSKAR20
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By the end of this lesson, students should be able to:
Discuss what acting for the public good means to higher education finance.
Explain how to distinguish between a self-promoting gift and one that is not.
Explain ways universities have attempted to handle finances and fundraising in an effort
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“stakeholder’s paradox”.
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Academic Dishonesty in
Graduate Business Programs:
Prevalence, Causes, and
Proposed Action
DONALD L. MCCABE
Rutgers University
KENNETH D. BUTTERFIELD
Washington State University
LINDA KLEBE TREVIÑO
The Pennsylvania State University
Little is currently known about cheating among graduate business students. We collected
data from more than 5,000 business (mostly MBA) and nonbusiness graduate students at
32 colleges and universities in the United States and Canada during the 2002–2003 and
2003–2004 academic years to test a series of hypotheses regarding the prevalence of
graduate business student cheating and reasons why these students cheat. We found that
graduate business students cheat more than their nonbusiness-student peers. Correlation
results found cheating to be associated with perceived peer behavior, as well as the
perceived certainty of being reported by a peer, and the understanding and acceptance
of academic integrity policies by students and faculty. But, regression analysis results
suggest that perceived peer behavior has the largest effect. Drawing from these findings
and past research on undergraduate students, we propose strategies that business schools
and faculty can use to promote academic integrity in graduate business programs.
........................................................................................................................................................................
“I think the WorldCom and Enron scandals
point to the need for character in our busi-
ness schools. If the driver at the helm is un-
ethical, so shall the crew be.”
—Comments of an MBA student at a large
U.S. university.
As this student suggests, high-profile ethics scan-
dals have once again focused attention on ethics
and cheating in business. Some business schools
are responding by expanding their attention to
ethics in their curricula, and some are attempting
to make judgments about an applicant’s ethical
inclinations in admissions processes (Harker,
2005). In addition, some schools are promoting ac-
ademic integrity as part of their strategy to en-
hance the ethical development of their students.
These efforts related to academic integrity com-
monly include lectures during orientation ses-
sions, website pages and chapters in student
handbooks devoted to ethical standards, and ad-
monishments in course syllabi. Although such
techniques have been found to be effective in un-
dergraduate schools (Baird, 1980), little is known
about their effective.
This document discusses the influence of effective feedback and communication between coaches and tennis players. It aims to illustrate the significance of this relationship on player development and performance. Developing an effective early connection with athletes is important, as junior players look to coaches as role models. The review examines several studies on the effects of feedback and the coach-player relationship on skill acquisition and performance in tennis.
The Effects Of Athletic Participation On Academic PerformanceAlana Cartwright
The document discusses communicative participation and its relationship to disability. Communicative participation refers to how individuals participate in various discourse activities in contextually situated ways. For people with disabilities, barriers can limit their communicative participation, including physical barriers, attitudes, and lack of accommodations. Researchers argue that assessments of communicative participation for people with disabilities need to consider the individual's experiences, perspectives and environment, not just their impairment, to understand barriers and promote full inclusion. Assessing communicative participation can help identify ways to reduce barriers and improve social inclusion for people with disabilities.
Assignment 4 Public Leadership PresentationDue Week 10 and wort.docxbraycarissa250
Assignment 4: Public Leadership Presentation
Due Week 10 and worth 150 points
Condense information from Assignments 1, 2, 3, and additional criteria in order to develop a creative and appealing PowerPoint presentation.
Create a ten to twelve (10-12) slide presentation in which you:
1. Create a title slide and references section (as indicated in the format requirements below).
2. Narrate each slide, using a microphone, indicating what you would say if you were actually presenting in front of an audience. Note: If you do not have access to a microphone, then you should provide detailed speaker notes with your presentation.
3. Briefly summarize your idea of a public leader. Cite experiences and research to support your assertions.
4. Discuss the specific leadership theories and styles that support your definition of a public leader. Provide a rationale to support your answer.
5. Discuss gender diversity in the workplace, including the increasing numbers of women in the workplace and leadership positions. What are the main barriers to women’s political participation and expression? What is the role of government and political parties to address this gap?
6. Predict three (3) public leadership trends that you believe will be particularly significant within the next decade.
7. What is the most important idea that you have learned in the course? How can you apply what you have learned? What will you do with whom, where, when, and, most important, why?
8. Include at least four (4) peer-reviewed references (no more than 1 year old) from material outside the textbook. Note: Appropriate peer-reviewed references include scholarly articles and government websites. Wikipedia, other wikis, and any other websites ending in anything other than “.gov” do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Include a title slide containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The title slide is not included in the required slide length.
· Include a reference slide containing the sources that were consulted while completing research on the selected topic, listed in APA format. The reference slide is not included in the required slide length.
· Format the PowerPoint presentation with headings on each slide, two to three (2-3) colors, two to three (2-3) fonts, and two to three (2-3) relevant graphics (photographs, graphs, clip art, etc.), ensuring that the presentation is visually appealing and readable from eighteen (18) feet away. Check with your professor for any additional instructions.
· Slides should abbreviate the information in no more than five or six (5 or 6) bullet points each.
· Slide titles should be based on the criteria being summarized (e.g., “Four Key Attributes,” “Responses to Budget Issues,” etc.).
Running head: MANAGING PEOPLE THROUGH CHANGE
MANAGING PEOPLE THROUGH CHANGE ...
This study examines the impact of rewards and benefits packages on attracting younger employees, specifically recent graduates from the University of Huddersfield. The researcher aims to understand what incentives are most appealing to students, especially women, and how these can be used to attract them to jobs at banks in the UK. A survey of 255 University of Huddersfield students will explore the relationship between rewards/benefits and the attractiveness of an employer, with the goal of informing the reward policies of banks interested in recruiting these graduates. The researcher hypothesizes that rewards and benefits packages will have a direct, positive impact on attractiveness to young job seekers.
Similar to Running head MANAGEMENT DILEMMAS1MANAGEMENT DILEMMAS6.docx (15)
Running head MARKETING ANALYSIS ASSIGNMENTS .docxwlynn1
Running head: MARKETING ANALYSIS ASSIGNMENTS 1
MARKETING ANALYSIS ASSIGNMENTS 6
Researching Marketing Questions
MKT/571
Melissa Simmons
Roberto Ancis
Part 1: Memorandum
TO: Senior Vice President (Marketing)
FROM: Jacob Glenns
DATE: August 19, 2018
SUBJECT: Marketing Analysis
Summary Analysis
This analysis of the market report that was presented the market analyst provides detailed insights from the data that may help in formulating an effective marketing strategy. The key information include: revenue performance for the first half between 2015 and 2016 and revenue trends over the same period. This information help in deciding whether to the organization should continue with its growth strategy or to reverse the decline.
Revenue Analysis
Analysis of the company’s semiannual performance- between January and June- indicates that there was an increase of 10.18 percent in the generated revenues per day from 96,000 dollars to 105,768 dollars in 2015 and 2016 respectively. The revenues per day, domestic market, were 93,683 dollars and 85,181 dollars in 2016 and 2015 respectively, over the same period. Overall, the semiannual revenue for the year 2016 was 13,644,073 dollars with the United States market contributing 12,085,137 dollars, which is approximately 88.6 percent of the semiannual revenue. The international market contributed 1,558,936 dollars, which is 11.4 percent of the total revenue. The average gross profit per day was 8.3 percent for the six months between January and June, 2016. For the three months of April, May and June, 2016 the total revenue was 7,024,096 dollars with the domestic market contributing 6,145,978 dollars and the international market contributing 878,119 dollars. The gross profit was 6.5 percent.
Revenue Trends
With regards to customer class, commercial customers contributed 7,195,592 dollars in the six months of January to June, 2016. The revenue per day was 55,780 dollars, an increase of 5,008 dollars compared to 50,772 dollars realized over the same period in 2015. At the second place was the municipal segment with 1,634,643 dollars. The revenue per day for the first six months was 12,672 in 2016 compared to 12,034 in 2015. The international market segment contributed 1,535,905 dollars and the revenue per day was 11,906 dollars and 11,700 dollars in 2016 and 2015 respectively. The other important segments- resellers, industrial labs, government, resell, education and others- also registered increments in the revenue per day for the first 6 months between 2015 and 2016. The revenue trend for the second quarter (between April and May) illustrate that commercial market contributed 1,130,973 dollars which is 50 percent of the total revenue from the customer class segment. The international market contributed 323,990 follo.
Running head MANAGING A DIVERSE WORKFORCE1MANAGING A DIVERSE.docxwlynn1
Running head: MANAGING A DIVERSE WORKFORCE 1
MANAGING A DIVERSE WORKFORCE 6
Managing a diverse workforce
Name
Institutional affiliation
What does it mean to be an effective manager in a diverse workforce?
According to Chip Conley, the workforce diversity is characterized of gender, ethnicity and age; which needs a much keener attention. He points out that an effective manager should realize that age diversity makes a company stronger and that different generations within a workplace should focus on mentoring one another at work. He emphasizes on the need to allow openness with one another so that wisdom; knowledge, experience and skills from the young to the old and vice versa. According to Chip Conley, the current 60s is the new 40s and that the current 30s is the new 50s; a key note to take on how effective relationship in a workplace could enrichen a company with greater shared wisdom and skills. Every manager need to relate such knowledge in ensuring effective making of modern elders from the millennials.
According to Chip, an effective manager should establish a learning environment for the boomers and the millennials. Each generation should see the other as assets from which they can derive wisdom. Moreover, Chip calls for both the millennials and the boomers to fix their ego, perhaps so that they can enhance their relationship and get to learn from one another. He calls for the need of the managers to enhance a growth mindset in a workplace and the need for the employees to be curious of getting to know what the other generation can offer, and trying to oneself. Chip states that “Curiosity is the elixir for life”
Working on the psychological empowerment of specifics groups and ensuring mental flexibility is very important for various generations to work coherently effectively. Additionally, a manager in charge of a diverse workforce should ensure that the differences existing between the BB and X generations, and the Y and Z generations should be harmonized so that they do not tamper with the achievement of the organizations set goals and objectives (Toro, Labrador-Fernández & De Nicolas, 2019).
Maintaining a positive working environment helps in enhancing the performance of a diverse workforce. Looking at the small business managers, workforce diversity can be well managed if the owner’s manager supports the existing generational interconnections and the variations as a result of the general difference defining these groups by valuing their differences and the similarities. An effective manager is therefore required to cause a diversity openness among the workforce. Such ensure the performance at all levels, i.e. both the organizational and individual. A manager should, therefore, have the ability to effectively enforce the eradication of the internal communication barriers existing as a result generational, racial, gender, ethnic, age, personality tenure, cognitive style, education among other dissimilarities .
Running head MANAGING TECHNOLOGICAL INNOVATION IN DIGITAL BUS.docxwlynn1
Running head: MANAGING TECHNOLOGICAL INNOVATION IN DIGITAL BUSINESS
ENVIRONMENTS 1
Managing Technological Innovation in Digital Business Environments
Yolanda McNeil
ENGL 602 Field Project: Final Product
Liberty University
MANAGING TECHNOLOGICAL INNOVATION IN DIGITAL BUSINESS
ENVIRONMENTS 2
Introduction
Background of the Research
Innovation plays a critical role in assisting businesses to sustain and grow their market
shares. It takes place in dissimilar functions and parts of the business and it is significant to
understand the best way to create and manage it effectively. Digital technologies have been
regularly used in business and this has led to digitized workplaces that demand the need to invent
to remain at the top in the market (Kay & Willman, 2018). Digitizing places of work has played
a key role in changing the way business is usually managed and this has similarly affected how
innovation must be managed and embraced in such a novel business atmosphere. Therefore, the
best way to understand technological innovation in the digital business atmosphere is the need to
understand how technology has been shaping the business world.
The reason for choosing technological innovation in digital business environments is that
business owners play a critical role in the identification and application of new technologies. By
investing in initiatives that permit them to deliver efficient and effective services and products,
they discover innovative solutions to complex challenges (Camisón & Villar-López, 2014).
Successful technological innovation needs collaboration, expert project management, planning,
and execution. Worldwide competition and rigorous demand to bring commodities to market
very fast affect decisions.
Research Purpose
1
2
Tess Stockslager @ 2020-03-06T10:07:25-08:00
This wording seems a bit circular: "the best way to understand...is the need to understand." Is there a clearer way you could state this?
Tess Stockslager @ 2020-03-06T10:09:33-08:00
Even without the word "I," you're indirectly referring to yourself here, which isn't necessary in this paper. You don't need to explain why you chose your topic; instead, you should explain why the topic is important in the field (which is exactly what you did in this sentence--you just need to frame it differently).
MANAGING TECHNOLOGICAL INNOVATION IN DIGITAL BUSINESS
ENVIRONMENTS 3
The purpose of this research is to explore the role and importance of managing
technological innovation in the digital business environment. Technological innovation strategies
that a firm pursues can either break or make the company. The current business landscape is
increasingly multifaceted. For an organization to succeed in the modern business environment, it
is critical that it adopts digital innovation which can assist to attain its goals and remain at the top
in the competition (Camisón & Villar-Lóp.
Running head MANAGERIAL REPORT FOR SUPERVISING MANAGER 1MAN.docxwlynn1
Running head: MANAGERIAL REPORT FOR SUPERVISING MANAGER
1
MANAGERIAL REPORT FOR SUPERVISING MANAGER
7
Managerial Report
HMGT 300 6380 Introduction to the U.S Health Care Sector 2205
Taneshia Davis
UMGC
Professor: Todd Price
May 31, 2020
Manager's Name and Role:
Name: The patient experience-supervising manager is Mr. Aleo Brandford
Roles:
The supervising manager ensures that all patients are fully engaged in inpatient experience activities under the supervision of highly experienced healthcare professionals. The manager also ensures that all healthcare professionals are compliant with policies, rules, and regulations that govern patients, healthcare practice, healthcare organizations, government, and the corporate world. Moreover, the supervisor conducts monitoring and evaluation of the healthcare providers to ensure they are delivering high-quality services within the set time. The manager also monitors and evaluates the healthcare systems in the organization to ensure that they are affirmative to rules, policies, and standards set for healthcare service facilities and providers as a to deliver satisfactory high-quality services. The manager, together with respective departments and personnel, initiates, improves, and implements patient experience programs that equip personnel with relevant patient experience skills, knowledge, and competencies necessary for satisfactory healthcare service provision. One other key role of the manager is the contact point for all inquiries, explanations, experiences, and feedbacks associated with patients and the healthcare facility.
Healthcare Setting:
The Minnesota Healthcare Facility is a county facility that offers preventive and curative healthcare services for in- and out-patients. It serves the entire region with all healthcare needs. It has both children and adults wings with fully functional departments and equipment. It is the only healthcare facility in rural with a population capacity of 200 per day. It is well equipped with childbirth and immunization facilities and serves the general public healthcare needs.
Managerial Issue:
Determining MeaslesSpread Rate
The manager needs to task-relevant departments to collect patient and exposed children information from children's care centers, schools, attendance lists, and health facilities. The information will help determine the rate of immunization, the number of patients, and approximate exposed children and other adults. The number of children vaccinated against measles, 21 days before its eruption should be identified from the Immunization Information System of Minnesota, and facility children's care center information System. The challenge will be on the follow up of the exposed children and administering necessary interventions. This is necessary for checking further spread of the disease in the community (Hall et al., 2017).
Impact & Details: Restrict Public Gathering
To restrict the mingling of children in healthcare faciliti.
Running head MANAGING DYNAMIC ENVIRONMENTS FINAL .docxwlynn1
Running head: MANAGING DYNAMIC ENVIRONMENTS FINAL
1
MANAGING DYNAMIC ENVIRONMENTS FINAL
2
Managing Dynamic Environments Final
Managing Dynamic Environments Final
Introduction
The for-profit organization which will be analyzed in this report is a famous casual dining restaurant and bar called Buffalo Wild Wings Restaurant and Sports Bar. This is an international organization which has various outlets in different parts of the world such as in the United States, Mexico, Canada, Panama, India, and the Philippines among other countries. The reason why Buffalo Wild Wings is the target organization for this report is that it recently received a new president, Lyle Tick, who set an objective to improve the brand image of the restaurant so that it can attract more customers (Romeo, 2018). Due to this, the organization is undertaking some changes in its marketing which is an important component of the internal operations of the business. The change of focus is implementing a social media marketing campaign to increase the number of new customers for the restaurant. This report will evaluate different factors, positive and negative issues, and challenges, which can affect the change process as well as analyze different concepts which can be used to improve change management and change process so as to result to the desired outcomes.
Identify the role of strategic renewal in propelling change.
Strategic renewal is important in creating change interventions which will impact the team members and the organization positively. This is an important process which helps change managers to evaluate the existing progress of the change process and focus on how to improve the change process so that the desired outcome may be achieved. One of the roles of strategic renewal in propelling change is by revisiting and improving the change strategies. Strategic renewal ensures that the organization is able to develop a strategic game plan which will be used to promote different growth objectives during change management. This enhances change since the organization is able to focus on having a competitive advantage against other competitors and satisfying the customers’ needs to the best of its abilities. In the case of Buffalo Wild Wing Restaurant, it focused on adopting new growth objective which aimed at attracting more millennial customers to ensure it increases the size of the target market for the restaurant.
Strategic renewal helps in concentrating all the efforts in brainstorming and identification of solutions to challenges which may impact the change action plan. The organization and its employees are able to focus on finding different approaches which can be used to improve the experience resulting from the change process. This pushes change since the organization is able to avoid certain pitfalls which the organizations would have experienced. This aspect has been achieved by Buffalo Wild Wings Restaurant whereby the organization.
Running head MANAGING DONUT FRANCHISES1MANAGING DONUT FRANCHIS.docxwlynn1
Running head: MANAGING DONUT FRANCHISES 1
MANAGING DONUT FRANCHISES 2
Managing Donuts
Joyce Crow
Ashford University
MGT 330 Management for Organization
Jill Heaney
May 10, 2020
District Manager of Five Dunkin’ Donut Franchises
Introduction
As the new District Manager, I intend to build and structure the foundation of workers for all the five Dunkin' Donuts establishments. My goal is to increase the fiscal profits for every unit to establish extra legacies to the company's brand. The paper analyzes the following categories of Dunkin' Donuts: job design including job analysis, job description and job specification, and organizational design. Workers job designs will be assessed with the use of a divisional structure for Bakers, Crewmembers, and managers. Inside of Dunkin' Donuts will be analyzed to decide the needs for recruiting and selecting applicants. Also, the essay discusses the training and performance appraisals for the value of significance to the franchise.
Job Design
Job design refers to the process of organizing duties and roles into a productive unit of work. The job design will include job analysis, job description and job specification. Job design occurs when managers decide the duties to be completed, the people who will do them and the selection approach to be adopted in choosing workers (Reilly, Minnick, & Baack, 2011). Below, I have used job analysis, job description, and job specification to discuss the job design of the five new establishments.
Job Analysis
The process of assigning tasks will be undertaken by the HR department and the departmental managers. I will be adapting the extermination model of job analysis. Every branch will have 5 to 8 workers per shift, with one being a manager, one may be a shift leader and the rest will include crewmembers and bakers. They will be in charge of food handling, housekeeping and sales. Each worker's qualification will include preparing donuts, coffee, frozen meals, and working on the cash register.
Job Description
For job descriptions, the current Dunkin' Donuts models will be appropriate for the Crewmembers, Bakers, and Management (https://www.peopleanswers.com/pa/testSplashPageEntry.do?splashURL=portalDunkinDonuts1&src=825452). Most roles at the organization are entry-level positions, which need filling customer orders through preparing drinks and baked food. Applicants will need to show their readiness to take directions and interact with the clients regularly.
Job Specification
Bakers, Crewmembers, and Shift Leaders – These are the entry-level spots that will need minimal requirements. Basic requirements include at least a High School Diploma (GED or equivalent), inclination to take direction and intermingle with clients, and interpersonal working capabilities. These roles are trainable on the job. The position of shift leader will be achievable by an existing baker or crewmember .
Running head MANAGERIAL ACCOUNTING 1MANAGERIAL ACCOUNTING.docxwlynn1
Running head: MANAGERIAL ACCOUNTING
1
MANAGERIAL ACCOUNTING
2
Managerial Accounting
Accounting can be defined as the procedure of keeping monetary financial records. Accounting can be group as financial and managerial accounting. For businesses to be successful, they need to be having both managerial and financial accounting experts. Impeccable managerial and financial bookkeeping are important to the progress and constant survival of any corporate. Structurally, economically, and lawfully, bookkeeping is an essential section in any institute, and the necessity for an extremely skilled accounting squad is unconditionally crucial. Despite the similarities between financial and managerial accounting, there are also differences between them.
The managerial accounting works through measuring, analyzing and reporting monetary and non-monetary information that aids directors to make judgements to accomplish the objectives of an organization. Managerial accounting emphasizes on the internal broadcasting and is not regulated by generally accepted accounting principles (GAAP). Management accounting is known for its much efforts to focus on the future rather than paying much attention to what happened in the past (Kinicki & Fugate, 2016). This type of accounting is so influential to the performance of directors and other workers as opposed to principally reporting financial events. There are no principles which guide the operations of management accounting.
Management accounting permits executives to charge attention on owners’ principal to aid judge a division’s presentation, although this may not be allowed by generally accepted accounting principles. Managerial accounting comprises assets or liabilities which may not be recognized by generally accepted accounting principles and it makes use of asset or liability quantifying rules like present values or resale prices which is not acceptable under GAAP.
Financial accounting on the other hand emphasizes on commentary to exterior events like shareholders, government interventions, and banks. It evaluates and registers business dealings and provides fiscal reports that are grounded on generally accepted accounting principles (GAAP). Financial bookkeeping is controlled by commonly accepted accounting principles (Weygandt, Kimmel & Kieso, 2015). Financial accounting comprises of sending monetary reports like income reports or balance sheets, to outside bodies like creditors, tax specialists, shareholders, and the Interior Revenue Service.
The managerial accounting positions out profit and loss accounts, job costing accounts, and operating resources, financial accounting conveys facts only for those on the external who want to decide the company's marketplace assessment. Managerial accounting emphases on issues and answers within an institute while financial accounting is worried with productivity from without. Managerial accountants make internal working reports, while financial accountants generat.
Running head: LOGISTIC REGRESSION 1
LOGISTIC REGRESSION 2
Logistic Regression
Student Name
Institution
Course
Instructor
Date
Question (a)
Categorical variables are useful in classifying data that usually takes only one form. An example where categorical variables can be used is when classifying the ages of different individual based on the gender of the participants. The use of n-1 variable in categorical variables makes the classification easier since variables take either of the quantitative provided. In these situations, the variables are limited to take either one or zero as the quantitative value to ease the classification process (Bühlmann & Dezeure, 2016). Classification based on n-1 variable tends to be faster and also saves time and does not have many problems. When a particular variable takes 1 is assumed to be quantitative but when it takes zero the assumption made is that the variable is absent. Categorical variables involving n variables, the n-1 variables are the only important variables since they classify the data given accordingly to the required quantitative values which I either 1 or 0.
Classification of information based on categorical valuables, the n variables tend to have problems. The n value can sometimes lead to problems that may end up prolonging the classification process and also make it difficult. The n variable has problem in resulting to multi-co linearity in classifying (Guo & Berkhahn, 2016). The problem results when there is similar interconnections between the variables this create a problem in interpreting the information. The interconnection of the n variables can result in the prediction of the other variable from the other. Another problem resulting in from categorical variables is that n variable is intuitively meaning that variables can be classified based on the interests or feelings of the research. Lastly, the n variables are redundant that is do not have updated information.
Question (b)
In statistics, logistic regressions are used in classification of variable that tend to have different forms either positive or negative values. Logistic regressions classify data consisting of dependent variables with and more than two or more independent variables. The classifications are based on pacing several variables at their different level of existence (van Smeden et al., 2016). Logistic regression predict the relationship of variables that can either take 1or 0 in the classification. Logistic regressions is concerned in giving descriptions to the data and give detailed information relationship between one independent variable and more nominal independent variables. For instance, logistic regression can be used in financial institutions to clarify financial defaulters. In classification of the data, logistic re.
Running head MANAGEMENT OF CONGESTIVE HEART FAILURE THROUGH MO .docxwlynn1
Running head: MANAGEMENT OF CONGESTIVE HEART FAILURE THROUGH MO 2
MANAGEMENT OF CONGESTIVE HEART FAILURE THROUGH MO 8
Managing Congestive Heart Failure through Motivational Education
Rosaline Hicks
Chamberlain University
Dr. Sheryl Cator
March 26, 2020
The purpose of this paper is to discuss how motivation can improve outcomes in congestive heart failure (CHF). CHF is a chronic progressive condition that affects the pumping ability of the heart muscles. This paper will cover CHF as a practice problem, the role of evidence to in regard to CHF, and the role of the DNP practice scholar in the translation of evidence.
Addressing issues related to CHF management through education program is important in the improvement of self-management. Most of the reported readmission cases, morbidity, and mortality are associated with poor self-care and self-management of the diseases. The focus of most healthcare facilities when it comes to the management of the CHF is focused on an identified medication regimen, and little to no attention is given to the importance of patient education to improve self-management of CHF.
A study by Bader et al (2018) revealed that an advanced heart failure program helped in the improvement of disease awareness and self-care behaviors when the patients were led by well-trained heart failure nurses. Another study by Howie-Esquivel et al (2015) used the approach of TEACH-HF intervention to manage CHF patients. The study outcome revealed a significantly lower hospital re-admission rate and decrease in the length of stay.
DNP practice scholar play a key role in the translation of evidence. The DNP practice scholar is instrumental in the initiation of projects that focus on the standardized educational process for CHF patients. The initiation is done through the development of new education tools and clinician documentation of evidence-based heart failure care (Myslenski, 2018). Practice Problem and Question
Patient education is becoming an effective process of managing CHF at home. Patient education aids in the improvement of knowledge and self-care behaviors, thereby, reducing the incidence of readmissions cases (Bader, et al., 2018).
Heart failure is a common, high-risk condition that is characterized with high reports hospitalization and sometimes death. This disease affects more than 6.5 million Americans and in 2012 the CDC reported that it cost approximately 30.7 billion dollars to care for CHF patients and wages lost due to hospitalization. Unlike other cardiovascular illnesses, CHF appears to be the most common one and nearly 1 million new cases are being reported annually internationally. This, therefore, makes it the fastest growing cardiovascular disorder (Savarese & Lund, 2017).
This study is guided by the following Picot question: Does the multidisciplinary educational approach work effectively towards the prevention of hospital re-admission for patients diagnosed with congestive heart .
Running head: MALWARE 1
MALWARE 2
Student’s name:
Professor' name:
Topic:
Institution:
Date:
Malware-Trojan horse virus
Malware can be defined as any file or program that is introduced to a computer with the intention of harming the user. The harm to the user can be through interfering with his use of the compute, unauthorized access to his data, locking the user out of his computer and also spying on the user’s activity. There are several types of malware and they include ransom ware, Trojan horses, computer viruses, worms and spyware (White, Fisch & Pooch, 2017). For this particular assignment, I will focus on Trojan horse virus. The name Trojan horse comes from the famous Greek story, where Greek soldiers were able to take down the city of Troy after they sneaked into the city inside a wooden horse that was guised as a gift to the people of Troy. Just like the story the Trojan horse virus disguises itself as a legitimate program however the program provides unauthorized access into the system most of the time to hackers.
Most of the time, Trojan horses gain access to a secured system through social engineering. Most of the time, Trojan horse viruses are introduced into a system by duping a user into executing an attachment on an email guised to be unsuspicious. They can also be introduced via social media where users are tricked into clicking on fake advertisements or advertisements that offer fake rewards. Once the links or attachments are clicked on, a Trojan horse virus is introduced. Trojan horse viruses can allow an attacker to have access to a user’s personal information and other forms of data. Trojan horse viruses can affect other devices on the network through infection caused by the introduction of the first Trojan horse; most ransom ware is introduced through Trojan horse viruses (Wang, Lorch & Parno, 2016). In addition, through the use of Trojan horse viruses, attackers can modify data, copy data, block data, delete data and generally disrupt or distort the performance and operations of targeted computers or devices in a network.
Steps of mitigating a Trojan horse virus attack
The first step in mitigating a Trojan horse virus attack is the installation of effective anti-malware software or what is commonly referred to as an anti-virus. The anti-malware will detect as well as prevent any Trojan horse virus attack on a computer or a network. The second step in mitigating Trojan horse virus attacks is the installation of the latest available patches of the operating system in use. The third step is proper scanning of all external devices that are introduced to a computer or a network (Rader & Rahman, 2015). The fourth step is through the cautioning on the execution of any program th.
Running head LOS ANGELES AND NEW YORK BUDGETARY COMPARISON .docxwlynn1
Running head: LOS ANGELES AND NEW YORK BUDGETARY COMPARISON 1
LOS ANGELES AND NEW YORK BUDGETARY COMPARISON
3
Los Angeles and New York budgetary comparison
Vibert Jacob
South University
Los Angeles and New York budgetary comparison
The cities for comparison in this assignment are the city of New York and the city of Los Angeles. These two are major cities in the United States that have large population and play a crucial role both locally and internationally. The cities have major infrastructural, social, and economic burdens to bear. They also have huge finances to budget for the management of their cities. In the financial year 2017, the city of New York budgeted for an expenditure of $84 billion (The City of New York, 2017). Los Angeles has a budget of $9.2 billion (City of Los Angeles, 2017). The New York City budget is larger than some of the states in the USA. Both cities are required to ensure they have a balanced budget each year with clear information about the sources of the funds, use of the fund and ensure that the budgetary deficits are clearly financed in each year.
The city of Los Angeles budgets is prepared with several underlying principles that must adhered. The city has a reserve fund, which equals to 5% of the city’s general fund revenues. The capital improvements fund for the city is equal to 1% of the city’s general fund revenue. The city holds that all the funds from one-time sources must be used to finance the one-time expenditures. The city of New York has also established several reserves to take care of uncertainties in the city (City of Los Angeles, 2017). These reserves include the Retiree health benefit trust funds, a general reserve as well as a capital stabilization reserve fund for the city.
Sources of funds
The two cities have almost similar sources of funds for their budgets. These sources of funds, however, have differing contributions to the city’s finances. The table below presents the proportional sources of incomes to the cities.
Los Angeles
New York
Source
%
%
property taxes
21.9
29
allocation from other government agencies
6.5
27
utility user tax
7.1
7
business occupation
8.6
4
licenses and other fees
24.5
8
sales tax
5.7
8
proprietary
5.3
13
miscellaneous
20.4
4
100
100
In the two cities, the property taxes account for the largest source of incomes. In New York, the allocation and distribution from other government and government agencies is the second largest source of income. This is due to the international nature of the city, which hosts major national and international offices. The city of Los Angeles has large commercial enterprises within its jurisdiction that contributed large amount of incomes in form of licenses, fees, and permits compared to New York’s city income from license and fees amounting to only 8% of the overall incomes. The miscellaneous sources of finance include the transfers from the reserve transfers, the special funds .
Running head MAJOR PROJECT1MAJOR PROJECT9Initial Ou.docxwlynn1
Running head: MAJOR PROJECT
1
MAJOR PROJECT
9
Initial Outline
Chicago
University
(The Working Title of this Major Paper Should Go Here Exactly as on the Title Page)
Foreclosure is a scary word for homeowners, but it is
not all that common today (citation needed). Bortz (2017) reported that the foreclosure rate (meaning the percentage of loans in foreclosure) currently hovers just under 1%. During economic downturns, like the housing crisis of 2011, foreclosure rates rose as high as 3.6% in United State (Bortz, 2017).
Research question
The phenomenon as mentioned above and literature background lead to the overriding research question, “what are the lived experiences of management executives whose companies face foreclosure?” The subareas of exploration for this question are:
i. The manager’s self-care practices
ii. The manager’s relationship with immediate relatives
iii. The manager’s business practices
iv. The manager’s relationships with subordinates
Methodology
In order to investigate the lived experiences of management executives, a phenomenological qualitative method will be employed. The relationships and practices of managers facing company foreclosure are the core of this research. Creswell (2013) discussed that the purpose of a phenomenological qualitative method is to …….
Proposed population
1. The homogenous group for the study is former management executives strictly from the operations department. The selected executives will have a background of having undergone company foreclosure at least once in the past 20 years.
2. Participants will be solicited through enticing advertisements online for filling surveys to participate in a study interview.
3. The number of participants will be restricted to 16 executives aged 35 years or more. Their former positions will be limited to operations management.
Data collection
1. The type of data to be accrued will be unstructured and semi-structured interviews.
2. Participants will be asked to participate in at least two rounds of one-on-one interviews spanning anywhere from 50 to 60 minutes each. Interviews will be conducted in person, by phone, or through an internet source such as Zoom.
3.
Bracketing
I am especially interested in this research question because my research showed scarce primary literature about the impact of company foreclosure on the personal and professional lives of executives’ manager and their families. With many companies facing foreclosure around the globe every year, it is surprising that very little research has been conducted on how they affected the lives of the involved executives. I suspect I may find it useful to know the real potential consequences of organizational shutdown in case I become a manager in the future. Even though one works hoping for the best, preparing for the worst is also a very rational route for any organizational management model.
(Do you have any first or third-party experience and/or knowledge of a.
Running Head MAJOR CONCERNS OF CLIMATE CHANGE IN CHINA 1MAJO.docxwlynn1
Running Head: MAJOR CONCERNS OF CLIMATE CHANGE IN CHINA 1
MAJOR CONCERNS OF CLIMATE CHANGE IN CHINA 10
Major Concerns of Climate Change in China
Student’s Name:
Course Title:
Course Number:
Professor’s Name:
Date:
Major Concerns of Climate Change in China
Introduction
China is one of the critical countries in the world, which are considered to significantly contribute to the issue of climate change. Research indicates that China produces over 6.000 megatons of carbon dioxide every year. The increased concentration of carbon dioxide in the atmosphere is associated with increase in global warming, which perpetrates the climate change. To this end, China is regarded as the largest emitter of greenhouse gases across the globe based on absolute terms, contributing to about 22 percent of the total amount of emissions (Held, Nag & Roger, 2011). At the moment, the emissions of the greenhouse gases by China have exceeded the global per capita average, following the growth in the emissions by over 200 percent from 1990 to 2008. The concern of increased greenhouse gases emissions in China is largely associated with the countries appetite for economic growth. The historical growth of the Chinese economy has been tremendously effected through the use of fossil fuels as a major source of energy in industries. Despite the increased desire from the global community to mitigate the impacts of climate change, there is fear that the emission of greenhouse gases in the country may rise by between 55 and 75 by 2025 (Held, Nag & Roger, 2011). Therefore, it is important to discuss the different concerns presented by China regarding the issue of climate change that is tremendously perpetrated by increase in emission of carbon dioxide and other greenhouse gases.
Overview of the Issue of Climate Change in China
The Chinese government has established policies that are aimed at adopting effective governance of climate change, improved domestic capacity of effectively governing the energy use and emissions, as well as supporting the commitments that positively impact decline in future international emissions. China acknowledges the need to lower the emission of greenhouse gases as well as mitigating the impacts of climate change, which is a critical solution towards obtaining a healthier international environment (Lipin, 2016). As a matter of fact, numerous multinational negotiations have been advanced so as to develop a global climate regime that governs the efforts of reducing the emission of carbon dioxide and other greenhouse gases. Being among the world’s largest polluters, China has received increase attention from the global community. The country, which has the highest population of over 1.3 billion, has been steadfastly reluctant to comply to the suggestions by international organizations such as the United Nations Framework Convention on Climate Change (UNFCCC) (Held, Nag & Roger, 2011). These organizations have been engaged in pushing for .
Running Head LOGISTICS1Running Head LOGISTICS7.docxwlynn1
Running Head: LOGISTICS 1
Running Head: LOGISTICS 7
Logistics and Supply Chain Operations
Stanley Thompson Jr.
DB 8035
24 May 2020
INTRODUCTION
Amazon is one of the fastest growing online retailer company in the United States of America that has been able to overhaul its business structure by using innovative strategies in supply chain management. Amazon has left most of its competitors have a hard time trying to catch up. The firm has made huge investments in the management of its inventory to include recent forms of technology to beat its competition. The firm has optimized every link in its supply chain to ensure its customers are satisfied and well attended to (Leblanc, 2019). This paper hence seeks to discuss Amazons supply chain operation factors such as; transport and security, procurement and inventory management, technology and information management, and articulate some of the global risk factors affecting the firm. Comment by TJS: Paragraphs need to be left justified Comment by TJS: Great point here. Amazon is dominating the industry Comment by TJS: Anthropomorphisms should not be utilized. An anthropomorphism is the attribution of human characteristics or behavior to a good, animal, or object.
TRANSPORTATION AND SECURITY
Transportation cost structures, modes, and distribution centers, inventory control systems, and inventory costs reduction strategies
Amazon initially launched a two-day delivery program for its customers to ensure that its customers had fast delivery of products but soon other competitors started catching on. Amazon hence had to make another adjustment in its freight services and now offers a two-hour delivery service to Amazon Prime customers. For product freight, Amazon has equally sub-contracted firms such as the United Parcel Service to transport its products to its customers. Amazon has been relying on third-party couriers to make their deliveries as they have a better-established delivery route and path that they can leverage for efficient delivery services (Leblanc, 2019). Comment by TJS: Yes. They set a new industry standard
However, due to the consideration of numerous factors involved in using third-party carriers for deliveries, Amazon has developed its privately-owned freight service. Amazon hence uses its privately-owned vehicles to carry products to its clients specifically for same-day deliveries. In recent times, Amazon has been developing cargo freight service in certain specific areas where the firm uses drones to carry items straight to their clients who are within a 10-mile radius from their warehouses. This has cut product deliveries to half an hour or less. Amazon is progressively incorporating newer technologies in its supply chain that systems can hence run without human supervision. This strategy has been articulated to be efficient so far as there are has been reduced inventory management costs over the last few years since the acquisition of Kiva Systems (Leblanc, 2.
Running head LOGIC MODELLOGIC MODEL 2Logic modelStu.docxwlynn1
Running head: LOGIC MODEL
LOGIC MODEL
2
Logic model
Student’s name
University affiliation
Date
References
Blue-Howells, J., McGuire, J., & Nakashima, J. (2008). Co-location of health care services for homeless veterans: a case study of innovation in program implementation. Social work in health care, 47(3), 219-231.
Output
Integrating patient care
Communication and collaboration between workers hence resulting to communities of practicing clinicians
Attracting new patients to GLA
Funding a two-year pilot grant
Effective process for psychiatric screening for homeless patients
Outcomes
Homeless project were integrated
The issues of homeless veterans were addressed due to institutional barriers
There was creation of coalition and linking the project to legitimate VA-wide goals
Good sustained program maintenance, process evaluation and encouraging development of communities.
Activities
Building a coalition of decision makers
Introduction of a new integrated program
Inputs
The decision to implement
Initial implementation
Sustained maintenance
Termination or transformation
Running head: PROGRAM EVALUATION 1
PROGRAM EVALUATION 2
Program Evaluation
Institutional Affiliation
Insert the student’s name
Instructor’s name
Course
Date
Introduction
Evaluation of the program is usually done to in order to determine the quality of the program, how effective the program is and how the program is performing. This can help to know if the program is making a significant difference among the targeted people. It can also assist to know if the program is functioning or not. This paper therefore seeks to evaluate the program which is assisting the homeless people within the community.
The two program evaluation questions are: what is the reach of the program? And what has been the impact of the program on the homeless people? The answers to these questions would elicit both qualitative and quantitative results. Therefore, the program evaluation will require both quantitative and qualitative data collection plan. This is because the use of mixed-method approach is convenient since the results and findings would be reliable (Creswell, 2017). After identifying the evaluation program questions, the next step will be to come up with plan of evaluating a program. The plan should consist of methods of collecting data, evidences, the person responsible and the duration.
Program Evaluation Question
Evidence
Methods and sources of collecting data
Person in charge
Duration
1. What is the reach of the program?
Number of building materials distributed
Records of the program
Robert
One month
2. What has been the impact of the program on the homeless people?
Number of people resettled
Number of people not yet re.
Running head LITERATURE REVIEW1MINORITY BOYS SCHOOL DROPOUT A.docxwlynn1
Running head: LITERATURE REVIEW 1
MINORITY BOYS SCHOOL DROPOUT AND CONTINUATION SCHOOL 2
Literature Review
Literature Review
It is expected that every student enrolled in high school works hard towards the completion of their high school diploma. However, research indicates there was a 5.4% drop out among the minority groups, in which 6.4% of the overall status dropout rate is that of the male youth. Among the Africans, Hispanics, and American Indian Natives, the dropout rates among the boys are 8%, 10%, and 11.6%, respectively (Musu-Gillette, De Brey, McFarland, Hussar, Sonnenberg, & Wilkinson-Flicker, 2017). These dropouts often join continuation schools later in life with the hope that they will get an equivalent of their high school diploma. The theoretical framework of this research is based on the phenomenological approach, in which the aim is to examine the occurrence of school dropout among minority boys and their performance after joining continuation school.
One of the theories that explain why minority boys drop out of school is the Critical Race Theory. The model argues that education opportunities are often affected by an individual’s race and racism (Colbert, 2017). Based on this theory, minority groups are often faced with issues such as poverty and racial discrimination in schools, which causes some of the male students to drop out of school. Racism victims in school feel inferior to the whites and sometimes feel like they do not deserve a quality education, and they end up falling behind in school.
Cultural production theory, on the other hand, explains why the dropouts choose to go back to school. The theory holds that the education system helps to level out the playing field so that people get equal opportunities to make their lives. The approach provides an essential perspective as to why minority boys dropouts join continuation schools and complete their learning process.
According to Bania, Lydersen, and Kvernmo (2016), non-completion of high school mostly results from different problems, most of which are health-related. In research in which the authors carried out among the youths in the Arctic, they found out that dropout rates were higher among males. Additionally, minority males often drop out due to mental issues. Based on the article, education affects an individual’s employment opportunities and income, as well as the quality of life, which explains why the dropouts choose to join continuation schools later in life.
Hernandez and Ortez (2019) undertake research in which they analyze the experiences of some Latinas who are enrolled in continuation school. Based on the writers’ claims, continuation schools have put in place strategies that enable the students to cope and realize that they have an opportunity to succeed just like any other individual. Additionally, due to the improvement in the prospects for quality education presented to the marginalized groups, the article indicates that there are .
Running head LIVING WITH CHRONIC ILLNESS1Living with Chroni.docxwlynn1
Running head: LIVING WITH CHRONIC ILLNESS 1
Living with Chronic Illnesses 2
Living with chronic illnesses: How are those with a chronic illness treated by their families since their diagnosis?
Maura K. Little
University of West Florida
Abstract
This study aims to figure out what the relationship and meaning of the ways that a family treats a family member with a chronic mental or physical illness. The exploration of the way those with a chronic illness are treated since their diagnosis is important to understand the perceptions, behaviors, and communication that surrounds illness. Chronic mental illness will be analyzed against chronic physical illness to assess similarities and differences in family behaviors. Participants included individuals selected from local support groups based on their illness as well as family structure. An ethnographic study would be used to compare both the verbal and nonverbal relationship between the ill family member and the rest of the family.
Introduction
This study aimed to focus on both physical chronic illnesses and mental chronic illnesses and their effects on family communication, particularly surrounding the diagnosis of the illnesses.
Family has a large impact on the perceptions of illness. In recent times, the publicity around individuals with chronic illnesses, both mental and physical, has increased dramatically in the media. From the production of films about those with physical chronic illnesses to celebrity diagnosis of a mental illness, illness is something our society is beginning to talk about more frequently. However there are certain stigmas attached to these illnesses that make it harder for patients and their families to cope with their situation. Most often because of the portrayals of chronic illness that romanticize illnesses and do not necessarily show all of the effects of these illnesses on the patient or their family.
Both mental and physical chronic illnesses are much more complex than how they are portrayed in the media. These illnesses often produce copious amounts of side effects that bring a whole new level of challenges to the patient's struggle through their daily life and readjustment after diagnosis. One effect that is often not publicized as much as others is the relationships that exist between the patient and their family. These family relationships may change drastically with the diagnosis of and grappling with a chronic illness, changing how family members perceive one another, how they act, and even how they communicate. All of these things depend upon the nature of the family, and the illness and produce different changes. However, through all different types of families and illnesses, communication in situations like these is essential to understanding one another. According to Rosland (2009), several interviews and focus groups showed that family members lowered stress, and are central to patient success. In most instances, the family i.
Running Head LITERATURE REVIEW2LITERATURE REVIEW 2.docxwlynn1
This document discusses the effects of tobacco use. It notes that tobacco consumption peaks between ages 20-40 for both males and females, though males consume more. Smoking rates are higher for some minority groups than the national average. Tobacco use leads to diseases like cancer, heart disease, and addiction. While educating people on the harms of tobacco and making it less affordable can reduce use, tobacco has caused many deaths regardless of socioeconomic background. Lung cancer is a major cause of cancer deaths and is linked to tobacco consumption. Tobacco use also increases risks of other cancers and can damage blood vessels.
Running head LOGIC MODELLOGIC MODEL 4Situ.docxwlynn1
Running head: LOGIC MODEL
LOGIC MODEL
4
Situation: due to language barrier, patients are unable to receive adequate healthcare
Inputs
Outputs
Outcomes – Impact
Activities
Participation
ShortMediumLong
-Funding
-Staff
-Technology
-Trainers
-Software
-Facilitators
-Computer devices
In order to measure the effectiveness of these inputs, a comprehensive program evaluation may be done through interviews, questionnaires etc
-Training of staff
-Use of technology
-Use of professional interpreter
-Use of multiple languages
-Use of visuals like graphs and pictures
-Interview patients and healthcare
- Assessing the language barrier
-Improving staff ability to communicate using different languages
-Developing ways that can be used in eradicating the issue of language barrier
-50% of healthcare providers trained within three months.
75% of patients reporting greater satisfaction in healthcare services
-70% increase in number of patient comeback.
-Training completed
-100% effective communication between healthcare providers and patients
-Improved patient satisfaction
-Increase number of community patients
-Improved quality of patient quality.
Project assumptions
There will be enough funding for the training and equipments.
Healthcare providers/staff will be open to participation
References
Chou, C. & Cooley, L. (2018). Communication Rx : transforming healthcare through relationship-centered communication. New York: McGraw-Hill Education.
Jacobs, E. & Diamond, L. (2017). Providing health care in the context of language barriers : international perspectives. Bristol, U.K. Blue Ridge Summit, PA: Multilingual Matters.
.
Running Head LITERATURE REVIEW1LITERATURE REVIEW6.docxwlynn1
Running Head: LITERATURE REVIEW 1
LITERATURE REVIEW 6
Literature review
Literature review
The literature review aims to examine and evaluate the opinions, suggestions and assertions of different scholars about the overspending and overconsuming nature of millennials on materialistic items. The review takes a multi-disciplinary approach where the contribution of economics, psychology and adolescence studies are put into perspective. Moreover, the review seeks to examine and evaluate how the scholars relate to culture and area of origin of the millennials with their characteristics of overspending and overconsuming the materialistic items which they feel are necessary, but they are not required for survival.
Tania Modesto Veludo-de-Oliveira, Marcelo Augusto Falciano and Renato Villas-Boas Perito (2014) through a research study assessed the mediating and moderating roles of the credit card usage comparing the compulsive buying behaviour in relation to anxiety and distrust, retention-time and power-prestige. They found that the millennials with high levels of anxiety showed increased compulsive buying and hence misuse of credit cards. Tania Modesto Veludo-de-Oliveira, Marcelo Augusto Falciano and Renato Villas-Boas Perito (2014) notes that the finding of their research indicated non-significant mediation of credit card usage with regard to distrust effects on compulsive buying behaviour. Additionally, the levels of credit card usage did not reduce as a result of the price sensitivity of the millennials. The price sensitivity showed an over-spending effect when related to power-prestige and retention time.
Elkins (2017) examines how millennials spend their money in comparison with their parents. In support of a report from Charles Schwab, Elkins (2017) notes that the millennials spending is triggered by conveniences and comforts which makes them spend more than other generations. The study outlines pricey coffee, dining out and taxis as some of the comforts and conveniences on which the millennials overspend. In continuity, the study notes that approximately 60% of millennials spend money on purchasing clothes which they don’t necessarily require. Despite the over-spending and the over-consuming characteristics, the Charles Schwab report found out that the millennials are more planning-oriented than other generation groups including their parents. This note is in contradiction with the Elkins (2017) views that the millennials are falling short on savings due to the influence of over-spending.
Life’s core attitudes are largely influenced and locked in by the age of 5. This is an agreement brought forward by psychologists starting from the era of Sigmund feud going forward. In addition to contending with the agreement, Mauldin (2016) notes the historical living of the childhood influences the conclusion made by Neil Howe and William Strauss that a person's attitudes form in early childhood and the shaping of those attitudes. T.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Running head MANAGEMENT DILEMMAS1MANAGEMENT DILEMMAS6.docx
1. 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
2. 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
Given the dynamic scope of this industry, it is important to
do more research to understand the depth of the dilemma within
the industry, with the use of previous and current research to
provide insight on different perspectives about the industry.
Global advancements in fields such as medicine, technology,
3. and informatics create valid cause to conduct regular research in
the industry, tracing elements of change that may be important
in mitigating managerial dilemmas. The research is beneficial to
aspiring sports managers as well as young athletes who wish to
venture into different sports within the industry.
Part III: Review of Literature- Additional Sources
1. There are conflicting opinions on whether the revenue
gathered from the ISSF and NCAA should be used to pay
college education for student-athletes. The NCAA us against the
idea mostly because they feel that the athletes are at risk of
exploitation, and prefer using the funds to contract coaches who
would be posted in different facilities. However, the risks that
these student athletes put themselves in through injury and the
high competition gives an uncertain thought about the future of
their athletic careers. Literature source
https://digitalcommons.daemen.edu/academic_festival/95/
2. Governance and Policy making in the sports industry is
essential in the structure and function in different sports,
similar to those within the workplace. The journal demonstrates
how individual sports organizations are what make up the
industry, raising questions on policy issues and ethical concerns
raised daily. Additionally, managers have different perspectives
that give a glimpse of the impact of governance and policies on
sports professionals. The journal, therefore, helps understand
the perspective of the sports industry through giving examples
of some real-world case studies. Literature source
https://doi.org/10.4324/9781315213057
3. The article gives a systematic analysis of how coaches play a
role in unintended conflict in sports, giving an example of New
Zealand rugby and cricket coaches. Through a systematic
approach, the article gives an example of a model derived from
Edgar Schein’s three model theoretical framework, which uses
previous beliefs and values, artifacts, and assumptions in
management. The framework was designed to change the culture
of management from one that encourages violence to one that
encourages integrity and honor. Literature source
4. https://www.taylorfrancis.com/books/e/9781315130194/chapters
/10.4324/9781315130194-3
Research Objectives
1. To determine whether student-athletes should receive
compensation or stipend for generating revenue for their
institutions.
2. To determine appropriate strategies coaches can use to be
more involved in their projects.
References
Brown, K., & Williams, A. (2019). Out of Bounds: A Critical
Race Theory Perspective on Pay for Play. J. Legal Aspects
Sport, 29, 30. Retrieved from https://heinonline.org/hol-cgi-
bin/get_pdf.cgi?handle=hein.journals/jlas29§ion=4
Garvin, D. (2019). Pay for Play. Retrieved from
https://digitalcommons.daemen.edu/academic_festival/95/
Hums, M. A., & MacLean, J. C. (2017). Governance and policy
in sport organizations. Routledge. Retrieved from
https://doi.org/10.4324/9781315213057
Rollnick, S., Fader, J., Breckon, J., & Moyers, T. B. (2019).
Coaching Athletes to be Their Best: Motivational Interviewing
in Sports. Guilford Press. Retrieved from
https://books.google.com/books?hl=en&lr=&id=7XOxDwAAQB
AJ&oi=fnd&pg=PP1&dq=What+is+the+main+reason+why+Socc
er+coaches+faile+managing+their+projects&ots=erIlD1GbPs&si
g=Df_0npM8G3iQ6gmg11ShLDLJacQ&redir_esc=y#v=onepage
&q&f=false
Smith, K. (2017). The role of sports coaches in creating culture:
A dysfunctional case. In Sports, Peacebuilding and Ethics (pp.
29-38). Routledge. Retrieved from
https://www.taylorfrancis.com/books/e/9781315130194/chapters
/10.4324/9781315130194-3
5. with MyManagementLab®
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F o u r t e e n t h E d i t i o n
Essentials of
Organizational Behavior
Stephen P. Robbins
San Diego State University
Timothy A. Judge
The Ohio State University
New York, NY
A01_ROBB3859_14_SE_FM.indd 3 24/09/16 11:56 am
9. States
of America. This publication is protected by copyright, and
permission should be obtained from the publisher prior to any
prohibited
reproduction, storage in a retrieval system, or transmission in
any form or by any means, electronic, mechanical,
photocopying, record-
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www.pearsoned.com/permissions/
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appropriate page within the text.
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Unless otherwise indicated herein, any third-party trademarks,
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Library of Congress Cataloging-in-Publication Data
Names: Robbins, Stephen P., author. | Judge, Tim, author.
10. Title: Essentials of organizational behavior / Stephen P.
Robbins, San Diego
State University, Timothy A. Judge, University of Notre
Dame.
Description: Fourteen edition. | Boston : Pearson Education,
[2016] |
Includes index.
Identifiers: LCCN 2016022886 (print) | LCCN 2016034760
(ebook) | ISBN
9780134523859 (pbk. : alk. paper) | ISBN 9780134527314
Subjects: LCSH: Organizational behavior.
Classification: LCC HD58.7 .R6 2017 (print) | LCC HD58.7
(ebook) | DDC
658.3––dc23
LC record available at https://lccn.loc.gov/2016022886
10 9 8 7 6 5 4 3 2 1
ISBN 10: 0-13-452385-7
ISBN 13: 978-0-13-452385-9
A01_ROBB3859_14_SE_FM.indd 4 30/09/16 11:59 AM
http://www.pearsoned.com/permissions/
https://lccn.loc.gov/2016022886
This book is dedicated to our friends and colleagues in
The Organizational Behavior Teaching Society
who, through their teaching, research and commitment
to the leading process, have significantly
improved the ability of students
to understand and apply OB concepts.
11. A01_ROBB3859_14_SE_FM.indd 5 24/09/16 11:56 am
BRIEF CONTENTS
PART 1 Understanding Yourself and Others 1
Chapter 1 What Is Organizational Behavior? 1
Chapter 2 Diversity in Organizations 17
Chapter 3 Attitudes and Job Satisfaction 34
Chapter 4 Emotions and Moods 47
Chapter 5 Personality and Values 64
PART 2 Making and Implementing Decisions 82
Chapter 6 Perception and Individual Decision Making 82
Chapter 7 Motivation Concepts 100
Chapter 8 Motivation: From Concepts to Applications 120
PART 3 Communicating in Groups and Teams 136
Chapter 9 Foundations of Group Behavior 136
Chapter 10 Understanding Work Teams 154
Chapter 11 Communication 170
PART 4 Negotiating Power and Politics 186
Chapter 12 Leadership 186
Chapter 13 Power and Politics 207
Chapter 14 Conflict and Negotiation 226
PART 5 Leading, Understanding, and Transforming
the Organization System 245
Chapter 15 Foundations of Organization Structure 245
12. Chapter 16 Organizational Culture 265
Chapter 17 Organizational Change and Stress Management 285
vi
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vii
CONTENTS
Preface xxii
Acknowledgments xxix
About the Authors xxx
PART 1 Understanding Yourself and Others 1
Chapter 1 WHAT IS ORGANIZATIONAL BEHAVIOR? 1
Chapter Warm-up 1
Management and Organizational Behavior 2
Organizational Behavior (OB) Defined 3
Effective versus Successful Managerial Activities 3
Watch It—Herman Miller: Organizational Behavior 4
Complementing Intuition with Systematic Study 4
Big Data 5
Disciplines That Contribute to the OB Field 6
13. Psychology 6
Social Psychology 6
Sociology 7
Anthropology 7
There Are Few Absolutes in OB 7
Challenges and Opportunities for OB 8
Continuing Globalization 8
Workforce Demographics 10
Workforce Diversity 10
Social Media 10
Employee Well-Being at Work 11
Positive Work Environment 11
Ethical Behavior 12
Coming Attractions: Developing an OB Model 12
Overview 12
Inputs 13
Processes 13
Outcomes 14
Summary 15
Implications for Managers 15
Personal Inventory Assessments: Multicultural Awareness Scale
16
A01_ROBB3859_14_SE_FM.indd 7 24/09/16 11:56 am
viii Contents
Chapter 2 DIVERSITY IN ORGANIZATIONS 17
14. Chapter Warm-up 17
Diversity 17
Demographic Characteristics 18
Levels of Diversity 18
Discrimination 19
Stereotype Threat 19
Discrimination in the Workplace 20
Biographical Characteristics 21
Age 21
Sex 22
Race and Ethnicity 23
Disabilities 23
Hidden Disabilities 24
Other Differentiating Characteristics 25
Religion 25
Sexual Orientation and Gender Identity 25
Cultural Identity 27
Watch It—Verizon: Diversity 27
Ability 27
Intellectual Abilities 27
Physical Abilities 29
Implementing Diversity Management Strategies 29
Attracting, Selecting, Developing, and Retaining Diverse
Employees 30
15. Diversity in Groups 31
Diversity Programs 32
Summary 32
Implications for Managers 33
Try It—Simulation: Human Resources 33
Personal Inventory Assessments: Intercultural Sensitivity
Scale 33
Chapter 3 ATTITUDES AND JOB SATISFACTION 34
Chapter Warm-up 34
Attitudes 34
Watch It—Gawker Media: Attitudes and Job Satisfaction 36
Attitudes and Behavior 36
Job Attitudes 37
Job Satisfaction and Job Involvement 37
A01_ROBB3859_14_SE_FM.indd 8 24/09/16 11:56 am
Organizational Commitment 37
Perceived Organizational Support 37
Employee Engagement 38
Measuring Job Satisfaction 38
Approaches to Measurement 39
Measured Job Satisfaction Levels 39
What Causes Job Satisfaction? 39
16. Job Conditions 40
Personality 41
Pay 41
Corporate Social Responsibility (CSR) 41
Outcomes of Job Satisfaction 42
Job Performance 42
Organizational Citizenship Behavior (OCB) 42
Customer Satisfaction 42
Life Satisfaction 43
The Impact of Job Dissatisfaction 43
Counterproductive Work Behavior (CWB) 43
Understanding the Impact 45
Summary 46
Implications for Managers 46
Try It—Simulation: Attitudes & Job Satisfaction 46
Personal Inventory Assessments: Core Self-Evaluation (CSE)
Scale 46
Chapter 4 EMOTIONS AND MOODS 47
Chapter Warm-up 47
What Are Emotions and Moods? 47
The Basic Emotions 48
Moral Emotions 49
The Basic Moods: Positive and Negative Affect 49
Experiencing Moods and Emotions 50
The Function of Emotions 50
Sources of Emotions and Moods 51
17. Personality 52
Time of Day 52
Day of the Week 52
Weather 52
Stress 54
Sleep 54
Contents ix
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Exercise 54
Age 54
Sex 54
Emotional Labor 55
Controlling Emotional Displays 55
Emotional Dissonance and Mindfulness 56
Affective Events Theory 56
Emotional Intelligence 56
Emotion Regulation 58
Emotion Regulation Influences and Outcomes 58
Emotion Regulation Techniques 58
Ethics of Emotion Regulation 59
Watch It—East Haven Fire Department: Emotions and Moods
59
OB Applications of Emotions and Moods 59
18. Selection 59
Decision Making 60
Creativity 60
Motivation 60
Leadership 60
Customer Service 61
Job Attitudes 61
Deviant Workplace Behaviors 61
Safety and Injury at Work 62
Summary 62
Implications for Managers 62
Try It—Simulation: Emotions & Moods 63
Personal Inventory Assessments: Emotional Intelligence
Assessment 63
Chapter 5 PERSONALITY AND VALUES 64
Chapter Warm-up 64
Personality 64
What Is Personality? 65
Personality Frameworks 66
The Myers-Briggs Type Indicator 66
The Big Five Personality Model 67
How Do the Big Five Traits Predict Behavior at Work? 68
The Dark Triad 69
Other Personality Attributes Relevant to OB 71
Core Self-Evaluation (CSE) 71
x Contents
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Self-Monitoring 72
Proactive Personality 72
Personality and Situations 72
Situation Strength Theory 73
Trait Activation Theory 74
Values 75
Watch It—Honest Tea: Ethics–Company Mission and Values 75
Terminal versus Instrumental Values 75
Generational Values 76
Linking an Individual’s Personality and Values
to the Workplace 76
Person–Job Fit 76
Person–Organization Fit 77
Other Dimensions of Fit 77
Cultural Values 78
Hofstede’s Framework 78
The GLOBE Framework 79
Comparison of Hofstede’s Framework and the Globe
Framework 79
Summary 81
Implications for Managers 81
Personal Inventory Assessments: Personality Style
20. Indicator 81
PART 2 Making and Implementing Decisions 82
Chapter 6 PERCEPTION AND INDIVIDUAL DECISION
MAKING 82
Chapter Warm-up 82
What Is Perception? 82
Factors That Influence Perception 83
Watch It—Orpheus Group Casting: Social Perception and
Attribution 84
Person Perception: Making Judgments about Others 84
Attribution Theory 84
Common Shortcuts in Judging Others 86
The Link between Perception and Individual Decision
Making 87
Decision Making in Organizations 87
The Rational Model, Bounded Rationality, and Intuition 87
Contents xi
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Common Biases and Errors in Decision Making 89
Influences on Decision Making: Individual Differences and
Organizational Constraints 91
21. Individual Differences 92
Organizational Constraints 93
What about Ethics in Decision Making? 93
Three Ethical Decision Criteria 94
Choosing between Criteria 94
Behavioral Ethics 95
Lying 95
Creativity, Creative Decision Making, and Innovation in
Organizations 95
Creative Behavior 96
Causes of Creative Behavior 96
Creative Outcomes (Innovation) 98
Summary 98
Implications for Managers 98
Try It—Simulation: Perception & Individual Decision
Making 99
Personal Inventory Assessments: How Creative Are You? 99
Chapter 7 Motivation ConCepts 100
Chapter Warm-up 100
Motivation 100
Watch It—Motivation (TWZ Role Play) 101
Early Theories of Motivation 101
Hierarchy of Needs Theory 101
Two-Factor Theory 102
McClelland’s Theory of Needs 102
22. Contemporary Theories of Motivation 104
Self-Determination Theory 104
Goal-Setting Theory 105
Other Contemporary Theories of Motivation 108
Self-Efficacy Theory 108
Reinforcement Theory 110
Equity Theory/Organizational Justice 111
Expectancy Theory 115
Job Engagement 116
Integrating Contemporary Theories of Motivation 116
xii Contents
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Summary 118
Implications for Managers 118
Try It—Simulation: Motivation 118
Personal Inventory Assessments: Work Motivation Indicator
119
Chapter 8 MOTIVATION: FROM CONCEPTS TO
APPLICATIONS 120
Chapter Warm-up 120
Motivating by Job Design: The Job Characteristics
Model (JCM) 121
Elements of the JCM 121
23. Efficacy of the JCM 121
Motivating Potential Score (MPS) 122
Cultural Generalizability of the JCM 123
Using Job Redesign to Motivate Employees 123
Job Rotation 123
Relational Job Design 124
Using Alternative Work Arrangements
to Motivate Employees 124
Flextime 125
Job Sharing 126
Telecommuting 127
Using Employee Involvement and Participation (EIP)
to Motivate Employees 127
Cultural EIP 128
Forms of Employee Involvement Programs 128
Using Extrinsic Rewards to Motivate Employees 129
What to Pay: Establishing a Pay Structure 129
How to Pay: Rewarding Individual Employees through
Variable-Pay Programs 129
Using Benefits to Motivate Employees 133
Using Intrinsic Rewards to Motivate Employees 133
Watch It—ZAPPOS: Motivating Employees through Company
Culture 134
Summary 134
24. Implications for Managers 135
Try It—Simulation: Extrinsic & Intrinsic Motivation 135
Personal Inventory Assessments: Diagnosing the Need for
Team Building 135
Contents xiii
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xiv Contents
PART 3 Communicating in Groups and Teams 136
Chapter 9 FOUNDATIONS OF GROUP BEHAVIOR 136
Chapter Warm-up 136
Groups and Group Identity 137
Social Identity 137
Ingroups and Outgroups 137
Stages of Group Development 138
Watch It—Witness.org: Managing Groups & Teams 138
Group Property 1: Roles 139
Role Perception 140
Role Expectations 140
Role Conflict 140
Group Property 2: Norms 140
Norms and Emotions 141
25. Norms and Conformity 141
Norms and Behavior 142
Positive Norms and Group Outcomes 142
Negative Norms and Group Outcomes 143
Norms and Culture 144
Group Property 3: Status, and Group Property 4: Size 144
Group Property 3: Status 144
Group Property 4: Size 146
Group Property 5: Cohesiveness, and Group Property
6: Diversity 146
Group Property 5: Cohesiveness 147
Group Property 6: Diversity 147
Group Decision Making 149
Groups versus the Individual 149
Groupthink 150
Groupshift or Group Polarization 151
Group Decision-Making Techniques 151
Summary 152
Implications for Managers 153
Try It—Simulation: Group Behavior 153
Personal Inventory Assessments: Communicating
Supportively 153
Chapter 10 UNDERSTANDING WORK TEAMS 154
Chapter Warm-up 154
Why Have Teams Become so Popular? 154
A01_ROBB3859_14_SE_FM.indd 14 24/09/16 11:56 am
26. Differences between Groups and Teams 155
Types of Teams 156
Problem-Solving Teams 156
Self-Managed Work Teams 156
Cross-Functional Teams 157
Virtual Teams 158
Multiteam Systems 158
Watch It—Teams (TWZ Role Play) 159
Creating Effective Teams 159
Team Context: What Factors Determine Whether
Teams Are Successful? 160
Team Composition 161
Team Processes 164
Turning Individuals into Team Players 166
Selecting: Hiring Team Players 167
Training: Creating Team Players 167
Rewarding: Providing Incentives to Be a
Good Team Player 167
Beware! Teams Aren’t Always the Answer 168
Summary 168
Implications for Managers 168
Try It—Simulation: Teams 169
Personal Inventory Assessments: Team Development
Behaviors 169
27. Chapter 11 COMMUNICATION 170
Chapter Warm-up 170
Communication 171
Functions of Communication 171
The Communication Process 172
Direction of Communication 172
Downward Communication 173
Upward Communication 173
Lateral Communication 173
Formal Small-Group Networks 174
The Grapevine 174
Modes of Communication 175
Oral Communication 175
Written Communication 176
Nonverbal Communication 176
Contents xv
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xvi Contents
Choice of Communication Channel 176
Channel Richness 176
Choosing Communication Methods 177
Information Security 178
28. Persuasive Communication 178
Automatic and Controlled Processing 178
Tailoring the Message 179
Barriers to Effective Communication 180
Filtering 180
Selective Perception 180
Information Overload 180
Emotions 181
Language 181
Silence 181
Communication Apprehension 181
Lying 182
Cultural Factors 182
Cultural Barriers 182
Cultural Context 183
A Cultural Guide 183
Watch It—Communication (TWZ Role Play) 184
Summary 184
Implications for Managers 185
Try It—Simulation: Communication 185
Personal Inventory Assessments: Communication Styles 185
PART 4 Negotiating Power and Politics 186
Chapter 12 LEADERSHIP 186
Chapter Warm-up 186
Watch It—Leadership (TWZ Role Play) 186
Trait Theories of Leadership 187
29. Personality Traits and Leadership 187
Emotional Intelligence (EI) and Leadership 188
Behavioral Theories 188
Initiating Structure 188
Consideration 189
Cultural Differences 189
Contingency Theories 189
The Fiedler Model 189
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Situational Leadership Theory 191
Path–Goal Theory 191
Leader–Participation Model 192
Contemporary Theories of Leadership 192
Leader–Member Exchange (LMX) Theory 192
Charismatic Leadership 194
Transactional and Transformational Leadership 196
Responsible Leadership 199
Authentic Leadership 199
Ethical Leadership 200
Servant Leadership 200
Positive Leadership 201
30. Trust 201
Mentoring 203
Challenges to Our Understanding of Leadership 203
Leadership as an Attribution 203
Substitutes for and Neutralizers of Leadership 204
Online Leadership 205
Summary 205
Implications for Managers 205
Try It—Simulation: Leadership 206
Personal Inventory Assessments: Ethical Leadership
Assessment 206
Chapter 13 POWER AND POLITICS 207
Chapter Warm-up 207
Watch It—Power and Political Behavior 207
Power and Leadership 208
Bases of Power 208
Formal Power 208
Personal Power 209
Which Bases of Power Are Most Effective? 210
Dependence: The Key to Power 210
The General Dependence Postulate 210
What Creates Dependence? 210
Social Network Analysis: A Tool for Assessing
Resources 211
Power Tactics 212
31. Using Power Tactics 212
Contents xvii
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xviii Contents
Cultural Preferences for Power Tactics 213
Applying Power Tactics 214
How Power Affects People 214
Power Variables 214
Sexual Harassment: Unequal Power in the Workplace 215
Politics: Power in Action 216
Definition of Organizational Politics 216
The Reality of Politics 216
Causes and Consequences of Political Behavior 217
Factors Contributing to Political Behavior 217
How Do People Respond to Organizational Politics? 219
Impression Management 220
The Ethics of Behaving Politically 222
Mapping Your Political Career 223
Summary 224
Implications for Managers 225
Try It—Simulation: Power & Politics 225
Personal Inventory Assessments: Gaining Power and
32. Influence 225
Chapter 14 ConfliCt and negotiation 226
Chapter Warm-up 226
A Definition of Conflict 226
Types of Conflict 228
Loci of Conflict 229
The Conflict Process 229
Stage I: Potential Opposition or Incompatibility 230
Stage II: Cognition and Personalization 231
Stage III: Intentions 231
Stage IV: Behavior 232
Stage V: Outcomes 233
Watch It—Gordon Law Group: Conflict and Negotiation 235
Negotiation 235
Bargaining Strategies 235
The Negotiation Process 237
Individual Differences in Negotiation Effectiveness 239
Negotiating in a Social Context 241
Reputation 241
Relationships 242
A01_ROBB3859_14_SE_FM.indd 18 30/09/16 11:42 AM
33. Third-Party Negotiations 242
Summary 243
Implications for Managers 243
Personal Inventory Assessments: Strategies for Handling
Conflict 244
PART 5 Leading, Understanding, and Transforming
the Organization System 245
Chapter 15 FOUndATiOnS OF ORgAnizATiOn
STRUCTURe 245
Chapter Warm-up 245
What Is Organizational Structure? 246
Work Specialization 246
Departmentalization 247
Chain of Command 248
Span of Control 249
Centralization and Decentralization 250
Formalization 251
Boundary Spanning 251
Common Organizational Frameworks and Structures 252
The Simple Structure 252
The Bureaucracy 253
The Matrix Structure 254
Alternate Design Options 255
The Virtual Structure 255
The Team Structure 256
The Circular Structure 257
The Leaner Organization: Downsizing 257
Why Do Structures Differ? 258
34. Organizational Strategies 258
Organization Size 260
Technology 260
Environment 260
Institutions 261
Organizational Designs and Employee Behavior 262
Work Specialization 262
Span of Control 262
Centralization 263
Predictability versus Autonomy 263
National Culture 263
Watch It—ZipCar: Organizational Structure 263
Contents xix
A01_ROBB3859_14_SE_FM.indd 19 30/09/16 11:42 AM
xx Contents
Summary 263
Implications for Managers 264
Try It—Simulation: Organizational Structure 264
Personal Inventory Assessments: Organizational Structure
Assessment 264
Chapter 16 ORGANIZATIONAL CULTURE 265
Chapter Warm-up 265
Watch It—Organizational Culture (TWZ Role Play) 265
What Is Organizational Culture? 266
35. A Definition of Organizational Culture 266
Do Organizations Have Uniform Cultures? 266
Strong versus Weak Cultures 267
Culture versus Formalization 268
What Do Cultures Do? 268
The Functions of Culture 268
Culture Creates Climate 269
The Ethical Dimension of Culture 269
Culture and Sustainability 270
Culture and Innovation 271
Culture as an Asset 271
Culture as a Liability 272
Creating and Sustaining Culture 273
How a Culture Begins 273
Keeping a Culture Alive 274
Summary: How Organizational Cultures Form 276
How Employees Learn Culture 276
Stories 277
Rituals 277
Symbols 277
Language 278
Influencing an Organizational Culture 278
An Ethical Culture 278
A Positive Culture 279
A Spiritual Culture 280
The Global Context 282
36. Summary 283
Implications for Managers 283
Try It—Simulation: Organizational Culture 283
Personal Inventory Assessments: Organizational Structure
Assessment 284
A01_ROBB3859_14_SE_FM.indd 20 24/09/16 11:56 am
Chapter 17 ORGANIZATIONAL CHANGE AND STRESS
MANAGEMENT 285
Chapter Warm-up 285
Change 285
Forces for Change 286
Reactionary versus Planned Change 286
Resistance to Change 287
Overcoming Resistance to Change 287
The Politics of Change 289
Approaches to Managing Organizational Change 290
Lewin’s Three-Step Model 290
Kotter’s Eight-Step Plan 290
Action Research 291
Organizational Development 291
Creating a Culture for Change 293
Managing Paradox 293
Stimulating a Culture of Innovation 294
Creating a Learning Organization 295
37. Organizational Change and Stress 296
Watch It—East Haven Fire Department: Managing Stress 296
Stress at Work 296
What Is Stress? 297
Potential Sources of Stress at Work 298
Individual Differences in Stress 300
Cultural Differences 301
Consequences of Stress at Work 301
Managing Stress 302
Individual Approaches 302
Organizational Approaches 303
Summary 304
Implications for Managers 305
Try It—Simulation: Change 305
Personal Inventory Assessments: Tolerance of Ambiguity
Scale 305
Epilogue 306
Endnotes 307
Glossary 354
Index 363
Contents xxi
A01_ROBB3859_14_SE_FM.indd 21 24/09/16 11:56 am
PREFACE
38. This book was created as an alternative to the 600- or 700-page
comprehensive text in
organizational behavior (OB). It attempts to provide balanced
coverage of all the key
elements comprising the discipline of OB in a style that readers
will find both informa-
tive and interesting. We’re pleased to say that this text has
achieved a wide following in
short courses and executive programs as well as in traditional
courses as a companion
volume to experiential, skill development, case, and readings
books. It is currently used
at more than 500 colleges and universities in the United States,
Canada, Latin America,
Europe, Australia, and Asia. It’s also been translated into
Spanish, Portuguese, Japanese,
Chinese, Dutch, Polish, Turkish, Danish, and Bahasa
Indonesian.
KEY CHANGES FOR THE FOURTEENTH EDITION
• Increased content coverage was added to include updated
research, relevant discus-
sion, and new exhibits on current issues of all aspects of
organizational behavior.
• Increased integration of contemporary global issues was added
into topic
discussions.
• Extensive reorganization of all chapters with new headings
and subsections to
make navigating the print and digital versions of the text easier
and bring important
content to the fore.
39. • Increased cross-references between chapters to link themes
and concepts for the
student’s quick access and to provide a more in-depth
understanding of topics.
• New assisted and auto-graded questions that students can
complete and submit via
MyManagementLab are provided for each chapter.
• A new feature, Try It, has been added to 14 chapters to direct
the student’s attention
to MyManagementLab simulations specific to the content in the
text.
RETAINED FROM THE PREVIOUS EDITION
What do people like about this book? Surveys of users have
found general agree-
ment about the following features. Needless to say, they’ve all
been retained in this
edition.
• Length. Since its inception in 1984, we’ve tried diligently to
keep this book in the
range of 325 to 400 pages. Users tell us this length allows them
considerable flex-
ibility in assigning supporting materials and projects.
• Balanced topic coverage. Although short in length, this book
continues to provide
balanced coverage of all the key concepts in OB. This includes
not only traditional
topics such as personality, motivation, and leadership but also
cutting-edge issues
such as emotions, diversity, negotiation, and teamwork.
40. • Writing style. This book is frequently singled out for its fluid
writing style
and extensive use of examples. Users regularly tell us that they
find this
book “conversational,” “interesting,” “student friendly,” and
“very clear and …
Running head: MANAGEMENT DILEMMAS 1
MANAGEMENT DILEMMAS 4
MANAGEMENT DILEMMAS
Student’s name
Institutional affiliates
Course
Date
Part I:Management Dilemmas
1. The first management dilemma is whether student-athletes
should get paid in theInternational Shooting Sport Federation
(ISSF)instead of just giving them free scholarships to higher
education. Literature source: https://heinonline.org/hol-cgi-
bin/get_pdf.cgi?handle=hein.journals/jlas29§ion=4
2. The other dilemma is the main reason as to why the coaches
of soccer in theInternational Shooting Sport Federation(ISSF)
cannot manage their projects. Literature source:
https://books.google.com/books?hl=en&lr=&id=7XOxDwAAQB
41. AJ&oi=fnd&pg=PP1&dq=What+is+the+main+reason+why+Socc
er+coaches+faile+managing+their+projects&ots=erIlD1GbPs&si
g=Df_0npM8G3iQ6gmg11ShLDLJacQ
3.
Part II: Define Research Questions
1. What should be done in order for the association to recognize
that the students who play soccer require more than just a
scholarship? How should they be made to understand that even
good grades can attain a student a scholarship which means that
athlete students need more than just a scholarship?
2. What steps should be taken in order to help soccer coaches
plan better and come up with strategic plans that will help in
successful project management and will gear effective planning,
scheduling, and allocation of resources needed for their
projects?
Part III: Further Define Research Questions
1. Resource management- assigning the available resources to
the project according to the importance and time that the
particular thing should take in order for a project to run
smoothly and get enough of everything to see it through until it
is done.
2. The schedule is a plan of carrying out a procedure or process
given a list of things that should be done at a particular event
with the sequence of how all the things should appear at
specific times.
3. Athletics is defined as a collection of sporting activities that
involves walking, running, throwing and jumping. The most
common types are road-running, track, and field and walking
races.
4. Soccer which is also known as football is a game played by
two different teams which have eleven players in each, a referee
and a coach.
References
Brown, K., & Williams, A. (2019). Out of Bounds: A Critical
42. Race Theory Perspective on Pay for Play. J. Legal Aspects
Sport, 29, 30.
Rollnick, S., Fader, J., Breckon, J., & Moyers, T. B. (2019).
Coaching Athletes to be Their Best: Motivational Interviewing
in Sports. Guilford Press.
Databases and search engines for academic literature in sport
management
Databases
1. ABI/INFORM Global
2. EBSCO – Academic Search Premier
3. JSTOR
4. SPORTDiscus with Full Text
5. SBRNet
6. Web of Science
7. WorldCat - FirstSearch
8. Lexis-Nexis (legal research and newspapers)
9. PsycINFO
10. Dissertations and Theses Full Text
Internet
1. Google Scholar
2. CV’s
3. Professional organizations (e.g., NCAA.org)
43. UF Library
1. Smathers Library West Catalog
2. Interlibrary loan (ILL)
Review of Literature
The purpose of this review is to provide the literature and
theoretical frameworks
related to the objectives of the study. The review contains
many subsections, but the
organization overall is rather uncomplicated. First, the
importance of conducting dyad level
research in organizational settings is provided. Second, the
literature describing the role of
demographics in work dyads and groups is reviewed and
evaluated. Finally, the various
theoretical foundations for relational demography are described.
The Importance of Dyad Research
44. Tsui, Xin, and Egan (1995) have asserted that much of the
research on demographic
diversity in the work place has been performed at the group
rather than dyad level. This
contention is surprising given the great deal of research that has
shown the importance to
understanding the relationship between the superior and
subordinate. For example, Tsui,
Xin, and Egan (1995) contend, “an important factor in how well
a team works is the
relationship that a team leader has with each individual team
member” (p. 97). Further, Fahr,
Podsakoff, and Organ (1990) indicated that much of the contract
between an individual
employee and an organization is derived from the relationship
the employee enjoys with his
or her immediate supervisor.
Much of research that has occurred at the dyadic level has
occurred over the past three
decades. One paradigm that produced numerous studies at the
dyadic level was originally
termed the vertical dyad linkage model (Dansereau, Cashman, &
Graen, 1973). Recently this
45. line of research, which focuses on the leadership exchanges
between superiors and
subordinates, has been categorized as the leader-member
exchange (LMX) theory (Graen,
Novak, & Sommerkamp, 1982). Tsui et al. (1995) describes the
basic tenets of the theory as
“leaders categorize subordinates into two groups: the ingroup
(characterized by high trust,
interaction, support, and formal and informal rewards) and the
outgroup (characterized by low
trust, interaction, support, and formal and informal rewards)”(p.
99).
The research that has been conducted under LMX theory has
been able to establish that
ingroup members enjoy better relationships with, and benefit
greater from, their supervisors
than outgroup members. Further, according to Graen and
Cashman (1975), supervisors trade
resources (both personal and positional) for cooperation from
subordinates. In exchange for
this collaboration, ingroup members benefit from enhanced
access to information, decision-
making latitude, supervisory support, opportunity for
challenging tasks, and influence.
46. An example of a study using this framework by Liden and
Graen (1980) on 41
superior-subordinate dyads tested the validity of the vertical
dyad linkage model, and reported
findings indicating the importance of achieving high quality
exchange relationships. Results
signified that subordinates in high quality leader-member
relationships, or the ingroup,
indicated having greater job responsibility, having a greater
contribution to their work units,
and received higher performance ratings than those in low
quality leader-member relationships
(i.e., outgroup relationships). Another study by Vecchio,
Griffeth, and Hom (1986) of hospital
employees showed a positive relationship between job
satisfaction and a high quality
relationship. In yet another study, Vecchio and Gobdel (1984)
confirmed that high quality
leader to member exchanges were important to work related
outcomes. Their study of 45
dyads in a business organization showed that subordinates
achieving ingroup status were rated
47. higher by superiors, had fewer intentions to quit, and showed
greater satisfaction with
supervision than those in the outgroup.
Another study of 261 superior-subordinate dyads from a
telephone company (Duarte,
Goodson, & Klich, 1993), however, failed to indicate conclusive
evidence of a positive link
between the quality of exchange and actual objective job
performance. Yet, the researchers
reported that subordinates in the ingroup received higher
performance appraisal ratings
regardless of the actual objective performance. That is,
regardless of the actual performance
level by a subordinate, those enjoying ingroup status received
higher subjective performance
appraisals than those experiencing low quality exchanges with a
supervisor, which indicates a
positive bias by supervisors toward ingroup members.
In summary, based on conceptual and empirical research
conducted under the leader-
member exchange model, the literature generally indicates that
members of an ingroup will
experience significantly better relationships with their
respective supervisor than those
48. subordinates in the outgroup. However, what has yet to be
established from this literature is
what factors may contribute to the categorization of
subordinates into an ingroup or outgroup
by their superiors. Based on preliminary evidence in the
literature, there appears to be
evidence that demographic factors alone may have an impact on
whether a subordinate will
experience high-quality exchanges (i.e., be an in group
member), or low-quality exchanges
with supervisors (i.e., be an outgroup member).
Review of Previous Relational Demography Research
Tusi et al. (1995) have contended that relational demography is
the missing link toward
a greater understanding of vertical dyad research. This assertion
is based on preliminary
research that suggest that relational demographic similarity
between superiors and subordinates
can play an important role in the well being of subordinates.
However, the research on
relational demography is in its infancy. Only a few studies have
explicitly examined relational
49. demography at the dyad level, though many studies have
analyzed the theory utilizing larger
group samples. Therefore the literature concerning both work
groups and work dyads are
presented, however, the reviewed literature in this section
heavily emphasizes the relevant
contributions at the dyad level, and only the most noteworthy
group level analyses.
The origin of relational demography research stems from the
broader work on
organizational demography (Pfeffer, 1983). Organizational
demography contends that the
distributional properties of both individual and group
demographic characteristics in an
organization can have immense meaning beyond that associated
with a demographic attribute
considered in isolation (Pfeffer, 1983). Tsui and O’Reilly
(1989) were the first to posit the term
relational demography by suggesting that demographic variation
could be analyzed even
further than that proposed by Pfeffer, and in the context of
interacting group members. Tsui
and O’Reilly (1989) defined relational demography as the
comparative demographic
50. characteristics of group members, including dyads, who engage
in interactions on a regular
basis. They described the conceptualization in detail as:
We propose that knowing the comparative similarity or
dissimilarity in given
demographic attributes of a superior and a subordinate or of the
members of an
interacting work team may provide additional information about
the members’
characteristic attitudes and behaviors and, more important,
insight into the processes
through which demography affects job outcomes (Tsui &
O’Reilly, 1989, p. 403).
Although Tsui and O’Reilly (1989) were the first to coin the
term relational
demography and analyze specific research questions from this
framework, previous research
had indicated the importance of relational demographics on
interacting members. For example,
the work by Pfeffer and his associates under the organizational
demography methodology
51. produced findings consistent with relational demographic
studies. One such study by McCain,
O’Reilly, and Pfeffer (1983) indicated that organizational
turnover was related to the
demographics of the group. Results suggested that those group
members that belonged to
more homogeneous groups in terms of tenure experienced fewer
turnovers. A similar study by
Wagner, Pfeffer, and O’Reilly (1984) examined turnover in top-
management groups. Their
findings showed that individuals belonging to groups that were
more heterogeneous in terms of
age were more likely to turnover than those in more
homogeneous groups.
Another more thorough study by O’Reilly, Caldwell, and
Barnett (1989) examined
work group cohesion and turnover. The research on field sales
representatives included 20
different work groups consisting of 3 to 6 members each (N =
79). Their findings showed that
work groups that were most similar in terms of tenure, reported
greater group cohesion among
the members and lower turnover. Further, findings at the
individual level indicated that the
52. more similar members were in terms of tenure with other
members, the less likely they were to
turnover and were more integrated.
There were a few early studies that focused on the relational
demographic framework at
the dyad level as well. For example, one of the first studies to
discuss a demographic effect in
interacting dyads was completed by Larwood and Blackmore
(1978). Larwood and Blackmore
used 60 male and female students in an experiment to
understand the behavior of soliciting
volunteer leaders. The study reported that the students tended
to solicit leadership toward
members of their own sex more so than the opposite sex.
Liden (1985) studied 35 female bank employees in an attempt
to measure the subjects’
reactions to female and male managers. Liden reported that
80% of the female subordinates in
the study actually showed a preference for a male manager.
While this finding might
demonstrate that homogenous work teams provide no advantage
in the work place, the author
53. drew a different conclusion. Liden concluded that the
relationship was based on situational
variables, and not to gender differences. That is, because the
female superiors in the banks
possessed less experience and the male superiors reported
having more influence than female
managers, the preference for the male supervisors was based
more on rank or position and not
gender of supervisor.
Tsui and O’Reilly (1989) were the first to perform a study under
what is now
considered relational demography. The researchers framed their
study under the similarity-
attraction paradigm and analyzed the effects of age, gender,
education, company tenure, and
job tenure dissimilarities on four outcome variables. The
outcome variables included
reputational effectiveness, supervisory affect, role ambiguity,
and role conflict. The study
analyzed superior-subordinate dyads (N = 272) from a Fortune
500 multidivisional
corporation. Analysis included the use of blocked regressions
that included the superior’s
demographics (block one), the subordinate’s demographics
54. (block two), and relational
demographics (block three). The results of the study indicated a
relational demographic effect
on three of the four outcome variables, and significant beta
weights were yielded on 13 of the
24 possible relational demographic variables. Some of the most
noteworthy findings included
subordinates in mixed-gender dyads were rated to perform
worse and were liked less well than
those subordinates in a same-gender dyad. Subordinates in the
mixed-gender dyads also
reported higher levels of role conflict and role ambiguity.
Supervisors also indicated a greater
liking for subordinates with shorter job tenures than themselves,
than those with the same or a
greater amount of tenure.
Weslowski and Mossholder (1997) conducted a more recent
study under the concept of
relational demography, and framed the analysis under self-
categorization theory. The
researchers tested if demographic dissimilarity between the
dyad for the variables of race,
55. gender, age, and education affected subordinates job attitudes of
job satisfaction, burnout, and
perceived procedural justice. The researchers collected data
from 124 superior-subordinate
dyads working at two different service-oriented companies, and
primarily used polynomial
regressions for analyses. The results of the study yielded
significant relational effects for the
race variable only. Specifically, relational race was found to
correlate with perceptions of
procedural justice and job satisfaction, but not for burnout. That
is, those in mixed-race dyads
indicated significantly lower means for job satisfaction and
procedural justice than those in
same-race dyads.
Another dyad level study that utilized a relational demography
methodology was
conducted by Epitropaki and Martin (1999). The researchers
analyzed the impact of
differences in age, organizational tenure, and gender between
subordinates and their managers
as a potential moderator between the quality of leader-member
exchanges, organizational
commitment, job satisfaction, and job-related well-being. The
56. findings of the study did not
show direct relational demographic effects on any of the work-
related outcomes. However, the
researchers did reveal some evidence of the moderating effect
of relational demographics on
work outcomes. For example, when LMX was low, a high age
difference was associated with
lower well being than when the age differences were low. That
is, employees with a high
difference in age to their manager and low LMX, indicated
lower well-being. Organizational
tenure differences between the manger and subordinate also
moderated the relationship
between LMX and organizational commitment, job satisfaction,
and well-being. Therefore,
the study indicated that those experiencing low LMX and
having large organizational tenure
differences reported the lowest organizational commitment, job
satisfaction, and well-being.
Any gender differences between the manager and subordinate
were not found to moderate the
LMX relationship and the work outcomes. While this study
fails to provide evidence of a
57. direct relational demographic effect on the work outcomes, it
does demonstrate the importance
of relational demography in understanding work outcomes
through the moderation in the
leader-member exchanges of dyads.
Judge and Ferris (1993) studied the extent that a demographic
dissimilarity between a
superior and subordinate would affect the performance appraisal
process on 81 registered
nurses and their supervisors from a hospital in central Illinois.
The researchers chose just two
demographic variables for analysis, age and tenure, and
hypothesized that the more similar a
the supervisor and subordinate were with respect to theses two
variables, the more the
supervisor reported liking the subordinate, which would
indirectly have an effect on a positive
performance rating. Results of the study supported the
hypothesis in that increased similarity
between the dyad on a composite score of both age and tenure,
positively affected supervisors'
affect toward subordinates, and therefore, indirectly affected a
positive performance appraisal.
58. Another dyad level study by Green, Anderson, and Shivers
(1996) assessed the effects
of organizational (e.g., work unit size) and demographic
characteristics (e.g., age, gender, and
education differences) on the quality of leader-member
exchanges (LMX) among a sample of
208 public library employees. Furthermore, the researchers
assessed the relative contributions
of the organizational characteristics, relational demographics,
and LMX on a subordinate’s
work attitudes (i.e., job satisfaction and organizational
commitment). The results indicated that
a gender difference was evident on LMX and that LMX was of
lower quality when the
subordinate and superior were of different genders. Further, the
relational gender difference
almost always took the form of a female subordinate and a male
supervisor. Therein, the
authors contend, “the presence of a male manager with a female
subordinate may have taken
on special significance in this work setting and altered the LMX
development process” (Green
et al., 1996, p. 210). The negative effect on the quality of LMX
59. was subsequently found to
affect the job satisfaction variable indirectly through a positive
effect of LMX on satisfaction.
The relational education variable was found to have a direct
effect on organizational
commitment. The authors also report that organizational
characteristics (unit size and work
load experienced) were negatively related to LMX quality.
An important group level, as opposed to dyad level, study by
was conducted by Fields
and Blum (1997). The study analyzed the relationship between
an employee’s job satisfaction,
and the gender composition of his or her work group. The
authors surveyed a total of 820 men
and 814 women representing employed persons from across the
United States. Results of the
study indicated that both men and women working in a gender-
balanced group (similar
amounts of male and females) had higher job satisfaction levels
than those working in more
homogeneous groups (i.e., mostly male or mostly female).
Further, employees that worked in
groups containing mostly men indicated the lowest levels of job
satisfaction from the other
60. groups. Those employees working in groups of mostly females,
indicated job satisfaction
levels in the middle of the continuum. Although this study did
not use relational demography
as a framework for analysis, the study further iterates the
importance of demographic
characteristics on the well being of employees.
A more recent study by Lichtenstien and Alexander (2000) did
use relational
demography as a framework for analysis. The study utilized
data from 38 hospitals and
hospital administrative offices (N = 1,795). The authors
hypothesized that perceptions of
advancement opportunities of employees with regard to
demographic dissimilarity to the work
group in public sector organizations (i.e., VA hospital
employees) would differ from previous
research utilizing private sector organizations. That is, the
authors contended that being
demographically dissimilar to co-workers in a public sector
organization would result in much
different results on perceived advancement opportunities than
61. other relational demography
research that indicate a negative effect on the construct.
Results of the study partially
supported the hypotheses, at least with respect to relational age
and race. The results indicated
that the more dissimilar an employee was with regard to age and
race, the greater the
perception of advancement opportunity was. The authors
contend that these findings, which
contradict previous studies, could be attributed to the many
equal opportunity policies that
public sector organizations pursue, which altered the expected
relationship between
dissimilarity in demographics and perceptions of advancement
opportunity in ones job.
Pelled (1996) conducted a study of 233 blue collar workers and
assessed if a
demographic dissimilarity from those in a work group (n = 42)
affected how individual’s
perceived the groups performance and conflict. Pelled used a
relational demography
framework to shape the study hypotheses and assessed
differences among the interacting
members on the demographic variables of gender,
62. organizational tenure, and race. The model
included two hypotheses and assessed the effects of relational
demography on the outcome
variables of perceived emotional conflict and perceptions of
group performance. Results
indicated that both gender and tenure dissimilarity had positive
relationships with the perceived
emotional conflict construct. Demographic dissimilarity was
also negatively related to the
ratings of group performance indirectly through the conflict
perception variable. That is,
although the demographic dissimilarities did not have a direct
effect on the perceived
productivity of the group, the negative relationships toward the
emotional conflict variable,
which subsequently predicted less perceived productivity,
indicates that relational demography
can affect the confidence members have toward their group.
Jackson et al. (1991) produced a study that analyzed both the
effects of demographic
similarity to a group on individuals and groups. The researchers
examined the demographic
63. differences among the variables of age, organizational tenure,
educational level, college
curriculum, industry experience, and military experience on a
sample of 93 top management
teams (totaling 625 individuals) in the banking industry. The
study was conducted under
similar theories—the attraction-selection-attrition model (ASA)
(Schneider, 1987) and the
organizational demography model (Pfeffer, 1983). The effects
of individual dissimilarity and
group heterogeneity on the outcome variables of recruitment,
promotion, and turnover were
assessed using analysis of variance, correlations, and
regressions. The group level analyses
indicated that group heterogeneity predicted turnover. That is,
the more dissimilar the work
group was in terms of the demographic variables, the more
turnover the team experienced over
the four-year period under study. The results at the individual
level indicated that a
dissimilarity between the individual and the work group with
respect to the demographic
variables predicted higher turnover. The results lent support for
both models under
64. investigation in that demographic similarity (organizational
demography) and psychological
similarity (ASA) effects on the outcomes were noted.
A group level study by Mueller et al. (1999) studied teachers in
405 urban school
district schools under relational demography theory, a racial
prejudice framework, and status
characteristics theory. The studied assessed the direct effects of
the racial composition of the
schools teachers and students on job satisfaction, organizational
commitment, and career
commitment. Furthermore, the researchers were interested in
assessing what variables would
act as mediators of the group composition differences effect on
satisfaction and commitment
constructs. Specifically, the authors main hypotheses was that
teachers that worked in schools
in which there own race was dominant would experience greater
commitment and job
satisfaction than teachers in schools where a race other than
their own was primary. Further,
the authors tested whether White teachers in schools with
predominately White colleagues
65. would experience greater coworker support, role conflict, and
autonomy, a contention that is
grounded in the nonsymmetry hypothesis. Results indicated that
the racial composition of
schools affected the White teachers but not the Black teachers,
which lent support for the
nonsymmetry hypothesis that Whites in Black-dominant settings
often react more negatively
than Blacks in White-dominant settings. The specific results
indicated that White teachers in
“mismatched” settings (e.g., in a Black-dominant school)
experienced greater role conflict,
inadequate resources, and less job autonomy. These negative
effects in turn shaped less job
satisfaction and organizational commitment. However, no
racial composition effects on career
commitment were found. As such, the authors assert that
relational demography effects appear
to have “more short-term than long-term effects on teachers”
(Mueller et al., 1999, p. 211).
Tsui, Egan, O’Reilly (1992) constructed a framework built on
self-categorization
theory to test a series of hypotheses regarding relational
demographic differences with respect
66. to age, race, tenure, education, and gender. The researchers
tested the effects of relational
demography on the outcome variables of commitment,
attendance behavior, and tenure
intentions among 1,705 workers across three different
industries. The results indicated that an
increase in work-unit diversity among group members
negatively affected the psychological
attachment of the individuals. Specifically, the researchers
reported general relational
demography effects on three of the five difference variables.
The tenure, gender, and race
variables all accounted for a difference in all three of the
outcome variables. For the gender
and race relational scores, the direction of the relationship was
as hypothesized. Thus, the
greater the difference in gender and race of the individual
toward the work group, the lower
levels of commitment, the higher the frequency of absences, and
the lower stay intentions were
experienced by the employees. However, the hypothesized
effects for education and tenure
67. were not supported. In fact, the opposite effects to those
hypothesized were actually found to
exist.
Numerous interesting results were noted in the study by Tsui et
al. (1992). The most
noteworthy of these emerged in the nonsymmetrical effects
analysis for the gender variable
(i.e., separate analysis for each gender). For the men in this
analysis, an increase in the gender
composition of the work group was actually associated with less
psychological attachment,
increased absence, and fewer stay intentions. However, for
women, an increase in the gender
from others in the group was associated with greater levels of
organizational attachment. Thus,
it appears that men are more affected by an increase in the
heterogeneity of a work group, and
would have more positive psychological outcomes in a male-
dominated or all male setting.
However, females appear to be unaffected by an increase in the
gender heterogeneity a work
group.
Theoretical Frameworks Explaining Demographic Effects
68. Relational demography effects can be best explained by self-
categorization theory, a
theory grounded in Tajfel’s (1974) social identity theory. Hogg
and Terry (2000) contend that
Tajfel developed the theory to indicate “how beliefs about the
nature of relationships between
groups (status, stability, permeability, legitimacy) influence the
way that individuals or groups
pursue positive social identity” (p. 122-123). One principle of
an individual’s social identity is
that of self-enhancement, which is related to one’s self-esteem
(Riordon, 1995). Individuals
are expected to desire to establish a high level of self-esteem
(e.g., Brockner, 1988), this in turn
will motivate them to achieve a favorable self-identity (Tajfel &
Turner, 1986). However, in
order for individuals to identify how they feel about others,
they are required to identify
themselves first (Tsui et al., 1992).
To establish this identity, individuals are expected to partake in
a self-categorization
process (Turner, 1987). Self-categorization elaborates on social
identity theory and contends
69. that individuals “classify themselves and others into social
categories using characteristics such
as organizational membership, age, race, status, or religion”
(Tsui et al., 1992). These social
categories allow individuals to define themselves in terms of
social identity (Miklos, 1999).
Furthermore, the process allows individuals to assume a more
positive self-identity and s/he
may consequently seek to maximize their ingroup uniqueness
and disfavor the outgroups
distinctiveness (Kramer, 1991). Stephan and Stephan (1985)
have asserted, “people who are
regarded as superior experience anxiety concerning interaction
with others who are regarded as
inferior” (p. 163). This anxiety can in turn challenge one’s self-
esteem and enable people to
avoid contact with members of an outgroup, and to increase the
stereotyping behavior toward
the outgroup (Tsui et al., 1992).
The theory is ideal for analysis in an organizational context
because existence of the
numerous groups in these setting (e.g., work groups, supervisor-
subordinate dyads,
70. management groups) and the research that suggests that
individuals prefer to function in
homogeneous groups of similar others rather than in a group of
dissimilar others (e.g.,
Schneider, 1987). Relational demographics are relevant
because individuals often classify
themselves and others into categories using various
characteristics such as gender, race, age,
tenure, and education (Riordan, 1995; Tsui et al., 1992; Zenger
& Lawrence, 1989). Thus, if an
individual’s demographic background and characteristics (such
as age, gender, tenure, race, or
religion) make them distinct, she or he may engage in social
identification and subsequent self-
categorization based on the particular background or
characteristic (Pelled, 1996).
At the dyad level, self-categorization theory and relational
demographic effects
contends that demographic dissimilarities between the two
members can lead to an increase in
polarization between the members based on definition of the
social group as a whole (i.e.,
conflicting outgroup or ingroup group memberships when
71. compared to the broader group as a
whole) (Turner & Oakes, 1989). Further, when demographic
dissimilarities exist within a dyad,
subordinates and superiors may tend to stereotype each other
and emphasize their differences
(Weslowski & Mossholder, 1997). These contentions, along
with the literature reviewed
indicating the importance of ingroup and outgroup
categorizations in dyad studies, …
Running Head: EMPHASIS ON EXPERIENCE 1
Major League Soccer: Emphasis on Experience = Fans in the
Stands
Alexis Petrou
72. University of Florida
EMPHASIS ON EXPERIENCE
2
Introduction
Over the past decade, Major League Soccer has grown
exponentially. In the past, soccer
always took a back seat to the so-called “Big Four” professional
sports (football, basketball,
73. baseball, and hockey). It was always referred to as the least
popular sport in the United States.
However, in a recent change of events, soccer is now increasing
in popularity and is not too far
behind the other professional sports leagues. Major League
Soccer was never really considered a
serious professional sports league. There teams were not
successful, their stadiums were never
filled, and the average American had an apathetic feeling
toward the sport. In fact, “professional
soccer in the United States would remain dormant for over a
decade until FIFA awarded the
1994 World Cup to the United States” (Ageris & Nagel, 2013).
The recent boom of soccer in the
United States has spread across the nation, and it is now one of
the most popular sports among
children and young adults in the country. This has been helped
by the growth of technology and
media contracts, with national television companies now airing
soccer games from across the
globe on a weekly basis. The United States has recently caught
up with most other countries to
appreciate the most popular sport in the world.
Because of this rapid growth, Major League Soccer has
74. expanded quicker than most other
professional sports leagues. A decade ago, the MLS consisted of
only 12 teams. Today, that
number has grown to 20, with a further four teams joining the
league by 2018 to bring the total to
24. Their commissioner, Don Garber, has claimed that they will
not stop there, and eventually
want to reach 30 teams to compete with the other professional
sports markets. Even though this
expansion has been good for the sport of soccer, there are some
negatives that come with it.
Expanding so quickly makes it difficult to attract fans to these
relatively new franchises. Some of
the professional soccer teams in Major League Soccer are
struggling to sell tickets and fill their
EMPHASIS ON EXPERIENCE
3
stadiums for their home games. This is not a problem solely for
Major League Soccer, as other
professional teams in other leagues also struggle to sell out
stadiums and arenas every game.
75. However, if the MLS wants to be able to sustain their
expansion, teams will need to create a
loyal fan base to be able to stay afloat. In order to successfully
attract fans to soccer stadiums, it
is necessary to investigate what fans consider important to their
experience at games. In order to
determine this, fan motivation must be defined and evaluated in
order to find out who, what,
when, where, and why fans choose to attend soccer games. Fan
satisfaction is a major key to
successfully selling out games in any sports league, but research
must be done to find out what
satisfies the core demographic of soccer fans. Research must be
done to see the perception of
Major League Soccer as a whole, with the product on the field,
with the facilities, and with the
competition between franchises. In addition, ticket pricing and
attendance records are inherently
connected, therefore it is important to see which markets are
successful and why they have been
successful. There is a lack of research done on fan attendance
specific to soccer, and while there
has been research done on the relationship between differing
factors influencing spectator
76. attendance, “most of this body of work is relevant to the ‘big
three’ sports of football, basketball,
and baseball” (Parrish, 2013). Marketing strategies from other
sports leagues (NFL, NBA, MLB,
NHL) can be applied to Major League Soccer. The key
component to the research in question is
finding out what aspects of the fan experience are most critical
to the average soccer fan.
Review of Literature
Consumer Satisfaction
In today’s sports marketing world, consumer expectations are of
the utmost importance.
In order to better understand which aspects of the fan
experience are valued, Michael Mondello
and Brian Gordon (2015) focused on consumer satisfaction in
the National Basketball
EMPHASIS ON EXPERIENCE
4
Association. In their research, The NBA Fan Experience: A
Case Study of a Professional Sport
Franchise, they utilized focus groups of season ticket holders
77. from the Orlando Magic franchise
to discuss their opinions on the fan experience on a variety of
variables. To determine a the most
avid fans, it is important to gauge the level of interest, passion,
and loyalty a fan displays to a
favorite sports team. The more connected a fan is to their team,
the more time, money, and effort
they will spend on products and activities correlated with that
team. The research done by
Modello and Gordon (2015) was focused on finding what
customers wanted from their fan
experience, and how teams were “delivering and creating
memorable experiences for their
customers.” In order to do this, they used two different focus
groups comprised of male and
female ticket holders, varying in age and demographics. There
are usually “two types of
customer satisfaction at sporting events: game satisfaction and
service satisfaction” (Mondello &
Gordon, 2015). It is imperative to satisfy both needs if a
professional sports franchise wants to
attract more fans to their home games. By using questions
focused on advertising, ticketing
pricing, the overall experience, motivations, and frequency of
78. attendance, the research was able
to determine what factors are of the most important to NBA
fans. The findings of this study are
of particular importance to Major League Soccer, because they
can employ some of the results to
create a better atmosphere and draw more fans to their games.
Customer satisfaction is key to
keeping fans around, and the amount of satisfaction can impact
“social identification and the
level of involvement towards sporting events and clubs”
(Beccarini & Ferrand, 2006). There has
been research done that is negative regarding satisfaction with a
professional league’s marketing
and operations. Using questionnaires, Bo Gong, Minkil Kim,
Tyreal Qian, and James Zhang
(2015) investigated fan satisfaction in the Chinese Soccer
League to determine whether customer
attention and involvement correlates with satisfaction. Their
findings showed that in China, fans
EMPHASIS ON EXPERIENCE
5
79. became less satisfied with the league the more they became
involved in it. Because they were
able to see how the market and teams operated, they were turned
off to the idea of attending
more games. The fans of the Chinese Soccer League “perceive
that the league has a number of
problems. (Gong, et al. 2015). Findings like these are important
for the MLS to consider because
they want to create a league that can function properly, as well
as increase the satisfaction and
attendance of all fans.
Target Market
There are a variety of results from the studies conducted that
can have an impact on the
fan experience in Major League Soccer games. Even though the
focus groups were based on
NBA fans, the findings are applicable to all professional sports
leagues. Most fans tend to plan
their entire night based on a sporting event if they plan on
attending. In order to encourage this,
Major League Soccer teams should look to promote game
packages that can allow for this.
Offering ticket packages for “Guys Night Out” or “Girls Night
Out” could be beneficial to
80. attracting fans, especially young adults. The age of soccer fans
“mostly ranges from 20-29 and
30-39 years” (Zorzou, et al. 2014). As pointed out in the study,
“the majority of respondents
focused on ‘the entire experience’ when discussing their
perceptions of attending a game”
(Mondello & Gordon, 2015). In addition, this specific study
actually discovered that the Orlando
Magic contacted a MLS franchise, Sporting Kansas City to learn
how they have increased ticket
sales. Sporting KC used sports analytics to find out in depth
information about their average
fans. This is one way to discover what the average fans wants in
their sporting experience.
Findings from other soccer cultures can be of importance when
trying to increase ticket sales in
the United States. Mariana Carvalho, Felip Boen, Jose Pedro
Sarmento, and Jereon Scheerder
(2015) looked into the attendance patterns in Portugal and
Belgium to get a better understanding
EMPHASIS ON EXPERIENCE
81. 6
of predictors of soccer attendance. They focused on these two
countries because they believed it
was a “good opportunity to include two different soccer
attendance cultures” in order to find
patterns and profiles of fans (Carvalho, et al. 2015). Initially,
Major League Soccer targeted the
“soccer mom” in order to attract fans to the stadiums. Recently
however, there has been a shift to
young adults. Using surveys, Carvalho, et al (2015) suggests
that there is a different market that
soccer teams should target: teens. While the push for soccer
moms was partially successful,
Major League Soccer quickly learned that young adults were the
best fans to try and attract for a
variety of reasons. However, teens should be targeted because
“they are considered to be
trendsetters, because they influence their parents’ spending, and
because they are a future
market” (Carvalho, et al. 2015). Major League Soccer should try
to attract more teenagers
because they have a long term impact for game attendance.
Teenagers and children tend to
become fans at a young age, so it is important to capitalize on
82. this time frame. Argeris and Nagel
(20) further proved this theory when they found that “a weathly,
young, white and male
population is associated with higher MLS attendance.” In
addition, Mondello and Gordon (2015)
found that the main motives for attendance found in the study
were centered on family influence.
The responders in the focus groups who had children tended to
use that as an influence to attend
basketball games. In addition, some responders claimed games
were used as a “family night out”
or “date night” with a significant other (Mondello & Gordon,
2015). It is not surprising to see
this, as many people use sporting events to get out of the house,
as well as spend time with their
family or partner. Friends and peer groups also influenced fan
attendance in a noticeable way.
Fans of Major League Soccer do no differ from those who are
fans of the other four professional
sports leagues in the United States; they “tend to be young,
male professionals with disposable
income” (Argeris & Nagel, 2013).
83. EMPHASIS ON EXPERIENCE
7
Designated Players
Delving into the deep web of fan satisfaction can be a daunting
task. There are a variety
of issues that have been shown to influence fan attendance at
sporting events, and previous
research has found many different factors that can have an
effect on a fan’s motivation to attend
games. One of the topics of influence that has been studied
carefully is the work based around
the introduction of the “designated player” in Major League
Soccer recently. Studies has shown
that attendance will increase with the presence of designated
players, regardless of whether the
team is successful or not. When the Los Angeles Galaxy were
able to convince David Beckham
to join their MLS franchise in 2007, the league discovered a
new trend. Bringing in established,
well-known soccer players from around the world could have a
positive impact on fan
attendance. Steve Argeris and Mark Nagel (2013) studied the
effects of the “designated player”
84. on average fan attendance and they found that “Beckham’s
inclusion on the Galaxy roster nearly
doubled attendance figures.” The MLS instituted the “Beckham
Rule” because previous research
has shown that “MLS attendance is dependent upon the presence
of ‘better players’” (Parrish,
2013). After the designated player rule was instituted, more
teams were looking to attract highly
marketable superstars so that they could increase ticket sales
and merchandise revenue. Charles
Parrish (2013) wanted to discover whether the presence of these
new, attractive superstars had a
noticeable effect on fan attendance for franchises. By looking at
the attendance records for
matches that had one or multiple designated players
participating versus games without any,
results showed that there was a relationship present between fan
attendance and the amount of
designated players participating in a match. In order to sell
more tickets, Major League Soccer
franchises need to be able to sign quality soccer players from
around the world, preferably ones
that are house hold names. It does not matter their age, but
rather the recognition they have
85. EMPHASIS ON EXPERIENCE
8
globally. The MLS has succeeded in implementing the strategy
to make “it possible for teams to
pay market value to high profile players without having these
salaries count against a team’s
salary cap” (Parrish, 2013). Fans want to see star players
involved in their league, and allowing
franchises to sign more can increase attendance and ticket sales.
Game Atmosphere/Team Success
By looking at the designated player rule, Major League Soccer
can learn a lot about their
product on the field when determining fan satisfaction. Fans do
not necessarily care about the
product on the field, but rather about the atmosphere at the
stadium and star players they will get
to see. For some teams, a major negative for season ticket
holders is also the overall atmosphere
at games. Even though some teams’ “roster lacked genuine star
power,” fans were still willing to
86. attend if the energy in the building was “electric” (Mondello &
Gordon, 2015). Fans want to
experience something exciting and energetic. If the fans are not
into the game, then it takes away
from the entire sporting experience. The product on the court or
field is not as important as the
energy of the fans. It is of the utmost importance to provide an
energetic game atmosphere, as
this was a strong predictor of fan satisfaction. Research has
been conducted in Germany to
determine whether or not fans stay loyal when their teams get
relegated to a lower division. The
study is important because it further proves that fans do not
care if their team wins or loses, but
rather the emotional connection they feel with their favorite
team. Previous research has shown
that “soccer fans tend to claim to maintain a deep relationship
with their club” (Koenigstorfer,
Groeppel-Klein, & Schmitt, 2010). Using a longitudinal field
study and applying an inner-
subject design, Koenigstorfer, Groeppel-Klein, & Schmitt
(2010), were able to examine if fan’s
loyalty changes when their team gets relegated. Surprisingly,
they found that “highly committed
87. fans and their clubs are strongly bound to each other—and this
connection becomes even
EMPHASIS ON EXPERIENCE
9
stronger after relegation” (Koenigstorfer, et al. 2010). Major
League Soccer can look at this and
put it to use in a marketing strategy. Providing a great team
atmosphere will have a greater
impact on fan loyalty than just success. Fans want to feel a
connection to their club, and they can
achieve this by creating intimate connections throughout the
franchise. If fans are able to have
this connection, then they will stand by the club, even in bad
times. Fan passion has always been
described as a key componenet of intimidating franchises. A
loyal fan base can help a team
achieve success and can thrive off the atmosphere provided by
fans. Kirk Wakefield (2016)
wanted to investigate the role that passion plays in the
consumption of fans. He wanted to know
if passion lead to an increase in fans’ desire to attend games or
consume more information about
88. the team. Through his research, he found that “passion strongly
predicted attendance” and the
more passionate a fan is, the more likely they are to attend
(Wakefield, 2016). Fan passion has
always influenced leisure activites, but this is of particular
importance to Major League Soccer
because they can use these findings to their advantage. By
connecting fans to the franchise, they
will in turn become more passionate about it. The more
passionate a fan is, the less likely they
are to desert the team in bad times.
Adam Karg, Heath McDonald, and Geoff Schoenberg (2015)
wanted to prove this further
by investigating whether coaching changes had a negative effect
on fan attendance. This topic is
particulary important regarding season ticket holders, because it
would impact whether or not
they choose to renew their tickets. Previous research has shown
that the product on the field or
court does not necessarily influence season ticket holders’
decision to renew each year, but
coaching changes have not been investigated. Since “less than
5% of coaches across the four
89. major US professional leagues have tenure longer than a
decade,” changes could have an adverse
effect on fan attendance (Karg, McDonald, & Schoenberg,
2015). Using an online questionnaire
EMPHASIS ON EXPERIENCE
10
to determine fan satisfaction regarding coaching changes, they
discovered that “appointing a new
coach was met with increases in positive attitudes toward
almost every aspect of the season
ticket holder experience” (Karg, et al. 2015). Major League
Soccer can use research like this to
its advantage because coaching changes occur rapidly for new
professional teams. As the league
continues to expand, new coaches will be introduced, while
other will be removed. The coaching
carousel will be in full effect, and it is important to know how
season ticket holders will respond
to coaching changes. Professional franchises need to have
coaching plans in place and know who
the successor will be. When teams hesitate after firing their
head coach, season ticket holders
90. may be skeptical to renew. Attitudes can be expected to change
positively “when the succession
cycle is completed—through the appointment of the successor’
(Karg, et al. 2015).
Soccer Specific Stadiums
When looking at the success of Major League Soccer recently,
it is important to consider
the markets that have been chosen for expansion. Previous
research by Charles Parrish (2013)
has shown that “soccer specific stadia provide a more appealing
atmosphere for spectators.”
Using attendance figures and determining which teams have
soccer specific stadiums, Parrish
was able to determine whether attendance is affected by the
type of stadium used. When teams
used soccer specific stadiums, attendance actually increased. To
back up this theory, Steve
Argeris and Mark Nagel (2013) investigated Major League
Soccer attendance to determine the
effects of stadiums (soccer versus football specific), location,
and designated players on fan
attendance. It is necessary to delve into these topics because
these findings could play a major
91. role in where a new expansion team may choose to play, as well
as who teams might try to sign
in the transfer market. As Major League Soccer continues to
expand, the need for facilities
becomes more and more important. In the past, when expansion
teams were joining the league,
EMPHASIS ON EXPERIENCE
11
they usually tried to share football specific stadiums for their
home soccer games. The problem
with this, however, is that soccer games did not attract as many
fans as football games, therefore
the stadiums would usually look empty. Recently, though, a
trend has begun where MLS teams
are “moving from large, American football-oriented
multipurpose facilities into soccer-specific
venues” (Argeris & Nagel, 2013). When deciding expansion
teams, Major League Soccer now
looks at whether teams are willing to build their own soccer
specific stadium when they join the
league. Investigating this trend is key to determining fan
satisfaction at games. When games are
92. held at soccer specific stadiums, it can make the fans feel more
important, and that their teams
value their attendance. It is not a shared stadium, but rather
their own home venue they can feel
attached to. Using a survey regarding on-field performance and
stadium quality, Argeris and
Nagel (2013) were able to find that “the building of soccer-
specific stadiums typically offered
fans a better on-site experience.” Major League Soccer can use
this to create better fan
experiences by using soccer venues as home fields. The number
of teams that have soccer venues
has increased, but it can only benefit Major League Soccer’s
ticket sales if they require all
stadiums to have their own home field. Marko Sarstedt,
Christian Ringle, Sascha Raithel, and
Siegfried Gudergan (2014) investigated the soccer specific
stadium trend in Germany, using
online questionnaires and forums to determine that “satisfaction
with the club stadium affects fan
satisfaction.” While the team on the field might have an impact
on the experience, they found
that new stadiums could have an increase in attendance, even if
performances on the field do not
93. change. As long as basic needs are filled in the stadium, most
fans will be pleased to have their
own venue to cheer on their favorite team.
Advertising
EMPHASIS ON EXPERIENCE
12
Also important is the advertising and availability of ticket
packages. Using more social
media platforms could result in reaching more fans. If fans are
not aware of the ticket plans that
are offered by the MLS franchise, then they will not be able to
attend games. “Passion produced
the strongest effects on attendance, media consumption,
Facebook usage, and Twitter usage
(Wakefield, 2016). For many fans, promotional nights often
influence their desire to attend one
of the games. When there are promotional ticket offerings, or
when there is a giveaway at the
arena, fans are more likely to attend the game. Especially when
talking about fans with children,
94. this could be a useful tool to get parents to bring their children
to the games if they know their
child might get a toy or poster for attending. In contrast,
however, some of the reasons fans did
not attend games were due to the time commitment, scheduling
conflicts, finance problems, and
affordability of tickets. Offering promotions that increase fan
identification can have a positive
impact on attendance and viewership. Anne Wan-Ling Hu and
Lin-Ru Tang (2010) used
questionnaires to determine that entertainment and perceived
fan identification “positively
affected length of viewing behavior.” This shows that the
happier fans are at games, the longer
they will stay. Offering promotional value will only increase the
satisfaction of fans. In addition,
if concession prices were lower or if the tickets were more
valuable (i.e. receiving a souvenir or
all-inclusive tickets), then fans might be more inclined to
attend. One of the major problems that
the study by Mondello and Gordon (2015) found regarding
attendance was the lack of awareness
for ticket plans. Almost all of the participants were not aware
that there were ticket packages
95. available. The ticket plans gave fans the ability to overcome
both the financial and scheduling
problems, both of which were the two biggest attendance
constraints. The general awareness of
these plans was lacking, therefore more advertising can be done
in order to sell more packages.
Since technology has continued to expand astronomically over
the past decade, the use of it has
EMPHASIS ON EXPERIENCE
13
become important to professional sports leagues. Social media
can be used to advertise ticket
packages in order to reach the target market of teenagers and
young professionals. Passionate
fans are more likely to use social media accounts to monitor
their favorite team because “passion
strongly predicts social media behavior related to the team”
(Wakefield, 2016). Almost every
young fan is on social media today, therefore using this could
be of great value to Major League
Soccer to increase fan attendance.
96. Implications
The studies discussed can have a positive impact moving
forward for Major League
Soccer. As the league grows, it needs to be able to continue to
sell tickets, as well as develop the
fan experience into something truly memorable. From previous
research, franchises have learned
that most fans care more about the experience rather than the
product on the field or court. Major
League Soccer must move forward and try to use all soccer-
specific venues, as this leads to
increased fan satisfaction. In addition, teams must try to target a
new market: teenagers. Teens
are the future of fans; therefore, they must be pursued to
increase fan loyalty at a young age.
Young adults usually have disposable income as well, and
research has shown that focusing on
this demographic can have positive effects on ticket sales. Rules
might have to be changed in
order to allow more franchises to sign designated players
because that is who fans want to see
playing. Designated players can increase attendance as well as
quality of the team. It also adds
value in marketing as teams will be able to create a face to
97. associate with the franchise. It is
necessary to create marketing campaigns to advertise game
plans, increase attendance, and create
the best overall experience so that fans will keep coming back
for more. Major League Soccer
can learn from other professional leagues’ ticketing plans, as
well as other soccer leagues around
the globe, and they can increase and sustain fan attendance in
the future.
EMPHASIS ON EXPERIENCE
14
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