Leadership in Good Sport
The company in the simulation named Good Sport which is a Florida based manufacturer of fitness equipment such as treadmills, bikes, steppers and rowing equipment. Basketball player Jason Poole founded Good Sport 15 years ago. Good Sport has fifteen years of experience in providing excellent products to clients. The company has been successful marketing its exercise equipments to hospitals. Good Sport has also succeeded to provide equipments for clubs, hotels and residences into North Carolina, South Carolina and Georgia. The latest interactive holistic exercise equipment which developed by research and development (R&D) department is named XtendSport. Good Sport has four departments, R&D production, sales, and finance. Any new equipment need to be approved by each of the four departments before it can go to production. To continued succeed, Good Sport should consider the latest trends by designing and manufacturing new products.
Organization structure in Good Sport is the one which we see most frequently in corporations. The previous CEO Marvin Wallace led Good Sport and was in charge of production, R&D, sales, and finance departments. Each of the departments has their own vice president, senior manager and lower manager. Lower managers need to report to the senior managers, and senior managers need to report to the vice president, and finally report to the CEO. It means commands and decisions flow down from the CEO through certain management levels to employees. Therefore, within the company of Good Sport, it is a hierarchical or tall organizational structure. The hierarchy in an organization defines the ordered relation in term of power in decision making on a set of members in the organization (Shiba, 2002). The benefit of using hierarchical organizational structure is middle managers serve a valuable function by controlling work activities and managing corporate growth The disadvantage of using hierarchical organizational structure is too many level of managers cost too much (McShane & Von Glinow, 2004).
Organizational culture is the basic pattern of shared assumptions, values and beliefs that govern behavior within a particular organization. Organizational culture is a deeply embedded form of social control. It is the “social glue” that bonds people together and makes them feel part of the organizational experience. (McShane & Von Glinow, 2004). Good Sport’s has a dominant culture which is the high power distance, because most decisions go from the owner through certain management levels to employees. This dominant culture is shared most widely by the organization members.
Organizational Culture plays a crucial role in shaping employee and management behavior in an organization.
First of all, we need a definition for organization culture: Organizational culture refers to a system of shared assumptions, values, and beliefs that show employees what is appropriate and inappropriate
Sport leadership is an emerging area of research. Most of the leadership models from business management psychology field helped to shape some of the initial models that led on to popular sports leadership models such as the contingency theory (Fiedler, 1964), the discrepancy theory (Chelladurai, 1984), the path-goal theory (House, 1971), and the transformational leadership theory (Bass, 1990). After reading relevant research Chelladurai and Carron in 1978 conceptualised the multidimensional leadership model.
Organizational cultural is the system of shared beliefs and values that develops within an organization and guides the behavior of its members, while organizational structure is an expression of social and economic principles of hierarchy and specialization (Kinicki, 2015). Both the culture and the structure of an organization are important things for management to understand in order to successfully set and achieve an organization’s goals. Companies who excel in highly competitive fields can attribute their successful economic performance to a cohesive corporate culture that increases competiveness and profitability. This culture is best utilized in an organization that has the necessary structure to allow its employees to coordinate their
Organizational culture is very important and impactful on performance, employee morale, retention, commitment and productivity, and makes a difference. Organizational culture is a method of shared assumptions, values, and beliefs, which leads how people behave in organizations. These shared values have a powerful influence on the people in the organization and mandate how they act, dress, and perform their jobs. Its important that organization culture fits with organizational strategic choices.
The argument has been made that sports teams, whether they are college-level teams, professional teams, or club teams, have a unique culture that is dictated and directed by the coaches who lead them (Johnston, 2014). The idea that sports teams have a unique culture that can be dictated by a coach has become a topic of great interest in recent years as more people, both in and out of sports, have argued that a negative organizational culture within athletic teams breeds violence, misconduct among players, and causes a lack of motivation for a sport for players (Turman, 2003; Johnston, 2014). However, if the orgnizational culture within a sports team is negative, the question that must be asked is how can a coach influence and motivate players in a way that creates a positive organizational culture.
The concept of organizational cultures was first raised in 1970s, and soon became a fashionable topic. Organizational culture is the shared beliefs, values and behaviours of the group. Theorists of organizations believe that organizational culture represents the pattern of behaviours, values, and beliefs of an organization. Hence, studies around organizational culture have been seen as great helpful and essential for understanding organizations and their behaviours. Additionally, organizational culture has been considered to be an important determinant of organizational success. Therefore, leaders and managers pay more than more attentions on this topic, focusing on constructing and managing organizational cultures.
The culture within an organization can make or break how productive and how responsive the business operates. Organizational culture is the set of shared, taken-for-granted implicit assumptions that a group holds and that determines how it perceives, thins about, and reacts to its various environments, (Kinicki, A. and Kreitner, R., 2009).With that being said it becomes important to set values that you want everyone to work by. This will help when new employees are added to the team and will also help ensure that the behaviors within the organization are acceptable and beneficial to the overall outcome of the business. The culture should be determined right from the start so the right employees are hired. It becomes important to make sure that you have a way of identifying the people that truly allow your company to be successful and not just hire the superstar, (Morgan, H., 2008). Not everyone will fit in to all of the different type of organizational cultures.
The previous CEO’s management style did not encourage independence, initiative, and creativity, rarely promoting talent or motivating employees. The new CEO found staff morale, productivity, and performance suffering from a cultural environment previously mismanaged by controlling information to limit support, coordination and confidence of employee capabilities to gain influence over success of organizational objectives. He chose to respond by empowering each managerial level and distribute decision making ability to successfully achieve Good Sport’s objectives to excel in their marketplace. He provided each level the ability to be responsive for quickly making decision to effect change, accountable for their actions to evaluate objectives and offer fresh perspectives on vision and through empowerment of new roles an increased respective function, building stronger levels of trust with interdependency.
Captains of sports teams are given the stereotype that they are the most athletic player on the team, scoring the most goals and handling the ball best. In truth, captains have a lot of work they have to do that doesn’t even involve playing the sport. Captains are the most looked at player of the game; other players, younger kids and coaches look to them to set examples. They have to set examples in every aspect of the game; athleticism might be part of their job but it is not limited to it. The captain of any sports team must set the leadership standard for commitment, confidence, intelligence, and attitude.
Organizational culture can be defined as a system of shared beliefs and values that develops within an organization and guides the behavior of its members. It includes routine behaviors, norms, dominant values, and a feeling or climate conveyed. The purpose and function of this culture is to help foster internal integration, bring staff members from all levels of the organization much closer together, and enhance their performance.
Sports, in the context of our present day society, cover a vast range of activities, such as athletics, bowling, basketball, soccer, etc. Any game or competition that is designed to test physical skill is considered a sport; hence the list of sports can go on endlessly. In the past, all these were only very simple games, but they have evolved tremendously over the years and now, have become very professional sports, with many high-tech equipment to boost the sportsman’s performance.
Organizational culture is the behavior attributed to the shared beliefs, values and assumptions which governs how the humans within an organization behave.
Organizational culture can be defined as the glue that holds an organization together through a sharing of patterns of meaning. The culture focuses on the values, beliefs, and expectations that members come to share (Siehl& Martin, 1984). Organizational culture helps to contribute towards achieving the organizational goals, decision making processes, job satisfaction, employee motivation etc. It helps in uniting the employees of an organization.
The concept of organizational culture is one of the most debated topics for researchers and theorists. There is no one accepted definition of culture. People even said that it is hard to define culture and even more change it. It is considered a complex part of an organization although many have believed that culture influences employee behavior and organizational effectiveness (Kilmann, Saxton, & Serpa 1985; Marcoulides & Heck, 1993; Schein, 1985a, 1990).