Sources of Power in Sports Organizations
Discuss about the Contexts and Complexities in Childhood Education.
The case study of this present case is based on the Australian Grand Prix. It is a formula one motor race and oldest motor racing program in Australia. It has a strong sports history and the organizational power of the organization is quite effective. The success of an organization is depending on the organizational structure, performance and organizational change. The role of the individuals in the operation of the organization play an important role and they are holding certain powers regarding their posts in the organization. However, in an organization, there are certain sources of power exercising by the individuals related to the sports organization. The powers can be categorized as the legitimate power, expert power, referent power, coercive power and reward power (Næss, 2017). Legitimate power derives from the position of the individual in the organization. For an example, CEO of the organization is enjoying the legitimate positional power. Expert power derives from the knowledge of the member. It is their problem solving skills valuable for the future of the organization. Referent power originated from the interpersonal relationship skill of the board member such as the CEO. Further, reward power can be observed in between every board members of the organization. In this case, they are influencing the allocation of the incentives. All these powers help an organization to be developed. However, there are certain coercive powers exercising by the members of the sport organization.
The powers within an organization can be legitimated with the application of legal rules. Further, the powers should follow the rules prescribed by the Australian Sports Commission.
Consultants are playing an important role in the sports organization. The main duty of a consultant is to analyze the strategies, structure and management skills of any sports. They help to provide fruitful suggestion regarding the tactics of the game and work as a resourceful employee of the organization. Further, the management consultants help to improve the business by solving the disputes and finding a better way for doing things. In addition to this, the consultants are playing an important role in case of development of the organization and reducing the cost of the business. Certain challenges are existed in sports organization and being one of the oldest sports organizations, Australian Grand Prix has certain challenges to be faced. A good and experienced consultant can reduce the burden of pressure on the organization by thoroughly analyzed the strategies and management skills (Morgan & Taylor, 2017). Further, Smith (2010) opines that sports industry is instable. Therefore, the consultants will help to make an outline regarding the organizational changes and identify the political framework and resources within the organization.
The Role of Consultants in Sports Organizations
The term political landscape denotes any particular activity. Further, the political landscape defines the current state of things. An organizational performance is based on three outcomes such as financial performance, product market performance and shareholder return. Considering the definition of the political landscape, it can be stated Australian Grand Prix Corporation is setting out annual sports report for Melbourne and particularly deal with motor race. Power and politics play a significant role in case of business operation. Organizational effectiveness helps to achieve the organizational aim. It includes talent management, organizational design and leadership development.
However, certain conflicts regarding the funding have been cropped up during the course of business. The State government backs major part of the Australian Grand Prix Corporation (AGPC) funding. The grand prix sport has helped to increase the gross state product. The conflict has been cropped up regarding the financial decisions taken by the AGPC authorities. The main sources regarding the conflicts is the organizational change made in this organization. Certain differences in the interpersonal relationship have been made. Certain processes are there to resolve the dilemmas such as accommodating strategy, avoidance strategy, collaboration theory, compromising strategy and competition strategy.
In an organization, decision-making plays an important role, as an effective decision can lead to the better future. It is an essential part of the modern management. The term can be defined as a course of action that is chosen from set of alternatives with an intention to achieve the target. In the words of Trewatha and Newport, “Decision-making involves the selection of a course of action from among two or more possible alternatives in order to arrive at a solution for a given problem”. In any organization, the managers are making the important decisions to resolve the disputes (Jones, Newsome & Macbeth, 2016). The conditions that influence a decision are certainty, risks and uncertainty. There are two kinds of decision-making process: classical model and administrative model. There are certain key differences in between them. In classical model, the problems should be clear and the decision should be rational. In administrative model, before making any decision, the decision maker should have to understand the basis of the problem first.
The social and psychological environment of an organization is known as the organizational culture. In the words of Needle, organizational culture denotes the collective values and principle of organizational members in a company. Further, the history, product, market, technology, strategy, vision, values and language of a company fall within the definition of the organizational culture. According to Bernard Rosauer, “Organizational culture is an emergence – an extremely complex incalculable state that results from the combination of a few simple ingredients such as employees, work criteria and customer”.
Decision-Making in Organizations
However, the organizational culture should have to manifest properly; otherwise, it will create conflict in the organization. Therefore, a behavioral regularity is necessary to be applied. Certain ideologies are to be adopted to apply the organizational culture in an effective way (Mirriahi et al., 2015). Further, the habits of thinking, guiding perceptions, language and thinking capacities of the organization are also helped the process of proper manifestation of organizational culture.
In case of business management, there are certain applications exist. One of the effective quotes regarding the same is “culture eats strategy for breakfast” that has been quoted by Peter Drucker. Practically, it means that the success of an organizational plan depends on the proper implementation. According to this theory, if the people of the organization are not passionate about making any changes in the workplace, implementation of plan could not be effective in nature. In addition to this, a normal business strategy will also not be applied fruitfully. This quotation has certain positive application in case of the organizational plan. It helps to create a clear vision for the company. It motivates the employees so that they can be productive and efficient in nature. This quotation helps to maintain a strong cultural atmosphere in the organization. Therefore, application of this quotation is justifiable for the development of the organization.
In an organization, the culture can be managed through certain processes such as good leadership skill, effective environment maintenance, diversification training, and employee motivational program. A good leadership skill is the primary requirements in case of maintenance of proper organizational culture. Proper implementations of the policies are based on the skills of a leader. It has been observed that the leaders are motivating the employees too. This helps to establish proper cultural atmosphere in the organization (Waniganayake et al., 2018). Further, the environment of the workplace should also be acceptable and motivational for the employees. In addition to this, it is the duty of the employers and the business leaders to encourage the employees to follow the organizational perspectives. In case of any diversification, proper training should give to the employees and in this case, the employers should have to take active participation in the program. Certain changes should have to make in case of cultural leadership. These will help to maintain proper organizational culture in the company.
Leadership is a skill that helps to develop the base of an organization. It encompasses the ability of an individual to resolve a dispute and motivate the employees in a manner so that they could help the organizations to achieve its target and create a proper environment within the workplace. There are certain behavioral theories to encounter the behavior of the leaders and it concentrates on the marketing potentials and specific response made by the leaders. According to Dr. Rensis Likert, the behavior of the leaders should be encouraging, observing, listening and mentoring. He has introduced the theory of participative leadership. According to the trait theory, the performance of the individual helps to differentiate in between the leaders and non-leaders. However, trait theory is not applicable to this case, as it fails to consider the situational variables (Garrick et al., 2014). According to Smith, sports are instable in nature and therefore, a leader in sports category should have to take situational decisions. The Michigan studies have concentrated on the orientation ability of the leaders and therefore, in case of sports, this theory can be proved to be an effective behavioral approach. Further the strategies taken by the leaders help to make a drastic change in the operational works of an organization.
Reference:
Garrick, A., Winwood, P. C., Mak, A. S., Cathcart, S., Bakker, A. B., & Lushington, K. (2014). Prevalence and organisational factors of psychological injury among Australian school teachers. The Australasian Journal of Organisational Psychology, 7.
Jones, C., Newsome, D., & Macbeth, J. (2016). Governance and environmental implications of motorised events: insights from Australia and avenues for further inquiry. Current Issues in Tourism, 19(7), 680-696.
Kilo, R. A., & Hassmén, P. (2016). Burnout and turnover intentions in Australian coaches as related to organisational support and perceived control. International Journal of Sports Science & Coaching, 11(2), 151-161.
Members, A. (2018). AGPC welcomes two new Board Members. Retrieved from https://www.grandprix.com.au/fan-zone/news/agpc-welcomes-two-new-board-members
Mirriahi, N., Alonzo, D., McIntyre, S., Kligyte, G., & Fox, B. (2015). Blended learning innovations: Leadership and change in one Australian institution. International Journal of Education and Development using Information and Communication Technology, 11(1), 4.
Morgan, A., & Taylor, T. (2017). The Australian Sport Industry. In Sport Business in Leading Economies (pp. 27-64). Emerald Publishing Limited.
Næss, H. E. (2017). Global sport governing bodies and human rights: Fédération Internationale de l’Automobile (FIA), the Bahrain Grand Prix and corporate social responsibility. European Journal for Sport and Society, 14(3), 226-243.
Scott, L. (2016). Baldrige is Answer to How to Create the Culture You Need.
Waniganayake, M., Cheeseman, S., Fenech, M., Hadley, F., & Shepherd, W. (2018). Leadership: Contexts and complexities in early childhood education. Oxford University Press.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
