...Richard E. Lapchick, and Neza K. Janson. This editorial was published in New Direction for Institutional Research in the winter of 2009. The author of the last piece of writing, “Tackling Unconscious Bias in Hiring Practices: The Plight of the Rooney Rule,” is Brian Collins. This piece of writing was published in New York University Law Review in June 2007. “Minorities Coaches Do Not Face Discrimination in Hiring” simply explains what its title says; that minorities coaches do not face discrimination in the hiring process for coaching job. Meanwhile, the two peer-review articles, “Decision Making in Hiring: Intercollegiate Athletics Coaches and Staff” and “Tackling Unconscious Bias in Hiring Practices: The Plight of the Rooney Rule”, explains in greater details that the first article is not true and that minorities experience a lot of difficulties when trying to find a coaching job in sports. Throughout this paper, key terms such as minorities, coaching, and discrimination, will be used a great deal of time as each author explained their beliefs. Even though both sides of this argument are very compelling, there is only one side that I believe in. Although...
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...Manage People Performance Task 1 BSBMGT502B By Elisabete S. Torres 1. Report Housefriend’s is a homewares retailer specializing in bathroom fittings, bedroom fittings, mirros and decorative items. Housefriend’s caters to the furnishing market for new and renovated dwellings. Counting with a chain of eight stores situated around the greater of each state’s capital city. 2. Organization Information Housefriend’s is a home wares retailer specializing in bathroom fittings, bedroom fittings, mirrors and decorative items. Housefriend’s caters to the furnishing market for new and renovated dwellings. Counting with a chain of eight stores situated around the greater of each state’s capital city. Mission Housefriend’s mission is to be the major retailer company in the houseware sector across the state, providing more choice to customer whilst maintaining the higher quality overseas manufactured lines. Vision Housefriend’s aims to provide customer with a wider selection of merchandise with great customer service and high product quality. Value * Quality * Excellent service * Qualified professionals * Health and safety standards * Strong Customer focus * Flexible service hours * Affordability * Imported houseware items 3. Operational Plan Operational Goal | Team goals | Progress | Goal | Focus | KPI | Reason/ barriers | Team | Goal | Deliverable | KPI | Time frame | | To be the major retailer in our sector across...
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...Independent University Bangladesh [pic] MBA 509 : Human Resource Management Assignment : Mentoring at Coca Cola foods Prepared For: Dr. M. Nazmul Amin Majumdar Lecturer Graduate School Of Business Independent University Bangladesh Prepared by: Riaz Uddin Ahmed ID: 0620017 Naveed Ahmad ID: 0831059 Afroza Begum ID: 0620013 Jubair ahmed ID: 0421016 Date of Submission: 26.11.2012 Mentoring at Coca Cola foods Introduction Mentorship is considered as an important training & development tool as a formal programme in many renowned Companies of the world. It refers to a relationship between an experienced person and a less experienced person for the purpose of helping the one with less experienced one, known as “the protégé”. The protégé seeks the advice and support of the more experienced person. The mentor provides proper guidance and counselling so that the less experienced persons can advance in their lives, careers or education. According to Scandura, Tejeda, werther & Lankau (1996, p. 50), in the mentoring process, mentors speedup nurturing environments wherein protégés many grow faster and more professional than their peers and are therefore better prepared to compete in the organization and as leaders. Coca-Cola Foods, which is one of the world’s most recognized Company believes that Human Resource Department is a key to building competitive advantage through people and to the creation of a high performing organization...
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...Instructions 2. Supervisor’s Performance Planning Worksheet 3. Employee’s Performance Planning Worksheet 4. Report of Performance Appraisal 5. Employee’s Job Duties, Goals and Development Plan and Overall Rating Form For Next Appraisal Period 6. Supplemental Factors for Supervisory Staff Members Performance Appraisal Information Sheet Appraising the performance of staff is the single most important job duty associated with the role of supervision, and one of the most complex in terms of skill. Competent appraisal involves the supervisor in setting goals and standards, clearly communicating performance expectations, assisting staff in accomplishing the job to be done, and evaluating the results. This is performance management, accomplished day-by-day, and in response to changing needs, assignments and the requirements of the job. This formal review process is designed to work with and encourage the informal day to day practice of performance management, while providing a framework in support of salary adjustments, promotion and employment decisions. The University of Arizona requires that employees receive a formal performance appraisal once a year (typically on the anniversary date of hire into the position), with new employees receiving reviews at three months and six months as part of the probationary process. Training and coaching for both employees and supervisors in the process of performance appraisals is available free of charge from Employee...
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...College hoops' black coaching issue Myron Medcalf [ARCHIVE] ESPN.com | July 18, 2013 When a national sportswriter calls to talk about minority hiring in college basketball, folks of all races seem to get nervous. As I sought feedback following last week's release of the "2012 Racial and Gender Report Card: College Sport" by Central Florida's Institute for Diversity and Ethics in Sport -- the report excludes historically black colleges and universities -- which states that the current pool of Division I African-American head coaches (18.6 percent through the 2011-12 season) is at its lowest mark since the 1995-96 season, people weren't sure what, if anything, they should say. Multiple administrators passed on the opportunity. The NCAA wanted to see my questions, and then it wanted a pre-interview phone conversation before it ultimately emailed its responses. The coaches who talked on the record always ended our chats with the same concern: "I didn't say anything that will make me look bad, right?" Shaka Smart Andy Lyons/Getty Images To reach Shaka Smart's level, black coaches often have to overcome certain labels. I don't blame them. It's an incendiary issue, because we're uncomfortable with race as dialogue. It's still a subject that makes athletic directors -- 89 percent of whom are white at the Division I level, per the report -- squirm. Minority coaches speak cautiously, because they don't want to be labeled as rebels or militants. That hesitancy...
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...Bobby Petrino: Arkansas Razorbacks Coach Bobby Petrino was the head football coach for the University of Arkansas and in his four-year career led the Razorbacks to a 34-17 record. He dreamed of driving the Razorbacks to a championship win; however, his dream was shattered due to his own poor and unethical actions. Bobby Petrino’s inappropriate relationship with a former student, misuse of program funds, and dishonesty led to his dismissal from the University. This paper gives a brief overview of the Bobby Petrino case, my thoughts on his behavior and University’s action against him. Case Overview In overview of the Bobby Petrino case, Petrino was a married man with four children and he had an excellent career coaching the Arkansas Razorbacks football team. He coached the Razorbacks to many victories during his time at the University of Arkansas and won the appreciation, trust, and respect of Razorback fans for his accomplishments. However, he lost all appreciation, trust, and respect when his affair with 25-year-old former University volleyball athlete, Jessica Dorrell was televised and released in the news. His actions brought shame and embarrassment upon his team and the college. On top of having an affair with her, he used program funds to hire her as his athletic coordinator and supplied her with a personal bonus/gift for taking the position. Dorrell was hired into her position because of her relationship with Petrino not her qualifications. There were several applicants...
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...THE SUCCESS OF COACHING AND MENTORING COACHING FOR SUCCESS Building a Successful Training/Coaching Team (Arneida McDonald) (August 18, 2010) Prof. Lezlie Clay BUS310, Training and Development Strayer University Online Building a Successful Training and Coaching Team Business coaching and a training helps get any business running at peak performance and help keeps the company’ skills sharp. When you work with a business coach, you commit to being your best in business and in life. The business coaching relationship is simple and working with a business coach forges a foundation for the success that any manager wants most in business. In the business environment, coaching and training team is imperative to have within your HR department; the tools provided by these two teams in a company are one of the key elements to success to any organization. As anybody knows, companies have a diverse number of employees that might need additional assistance depending on their background (language, religion, etc.), level of knowledge and skills. When situations like this arises in any organization, the HR in particular should have a coach to assist any employee to help the open up and share the problem that they are going through even thought, it might be related to other employees, the supervisor, or the job itself. At this point is when coaching becomes a feedback for any manager...
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...playing sports 7 Effects of EEO and AA on women coaching sports 9 Effects of EEO and AA on women in administration………………...11 Section III. Summary and Conclusions 14 References ............... 17 INTRODUCTION Women in sports have indeed come a long way. Years ago it was socially unacceptable for women to do anything other than cook and clean. Men dominated the work place and the sports industry. But eventually women got fed up with being treated less significant than their male counterparts and began protesting. Not until the mid-1950s and early 1960s did nondiscriminatory employment become a strong social concern (Bohlander & Snell, 2004). While women were just beginning to make a name for themselves, the government began regulating Equal Employment Opportunity (EEO) by passing a series of laws, in an attempt to correct social problems of interest to particular groups of workers, including women. EEO laws have made a major impact on women in all industries, but especially on women in sports. While EEO laws focused on non-discrimination, affirmative action went beyond providing equal employment opportunity. Affirmative action (AA) required employers to become proactive and develop a plan to correct areas of past discrimination (Bohlander & Snell, 2004). However, both EEO laws and AA have paved the way for women to not only play sports, but to also coach sports and to obtain top sport management positions. Today, girls and women are doing a little bit...
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...organisation needs to be determined and applied. It contains of different jobs and departments which are needed within the organisation. The organisational structure is based on literature and facts and it is explained in detail, why the specific structure is chosen. After determining the structure, the job descriptions are made. By identifying the tasks and responsibilities of the different position, the functions of the management, the support staff and the team are analysed. In the management positions, this assignment will deal with the tasks and responsibilities of the COO (Chief Operating Officer), the support staff deals with the Office and HR Management and the individual teams will be responsible for the head of activities and entertainment as well as operating employees in the different departments. The next step is creating job advertisements based on the job description. The job advertisements for the different positions (COO, Head of activities, Head of entertainment, Office manager) contain of a brief description of the company following the tasks the position has to fulfil. In addition to that they...
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...Introduction Many organizations across all countries have recognized training as strategic priority and it is great tool to give an organization a competitive advantage. Trainings are divided into two broad types; there are on-the-job trainings and the off-job trainings. Off-job training takes place outside worksite and there are varieties of techniques and that includes conferences, simulations, discussions, case studies, and laboratory trainings…etc. However, these programs are very costly. On-the-job training, on the other hand, is given at workplace as the name implies; employees are trained how to do the job assigned while at work. It is the oldest form of training prior to the advance of off-site trainings and still the predominant form in the United States. OJT can save money, and employees are immediately productive in their job role, building in the same time, a solid working relationship. Nonetheless, there are some disadvantages of it is that sometimes bad habits from the trainer could be passed and production might be decreased to get the trainee up to speed. Also some of OJT are done on ad-hoc manner with no formal procedure or content, and during the process, no specific goals or objectives are specified or developed. Not to mention trainers; those usually have no formal or training experience on training. That is what we can call informal on-the-job training. Lynch (1991) supported that a formal or structured OJT approach is more specific to achieve the firm’s...
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...Pat Summit once said, “But to us, orange is a flag of pride, because it identifies us as Lady Vols and therefore women of an unmistakable type. Fighters. I remember how many of them fought for a better life for themselves, I just met them halfway” (Jenkins & Summitt, 2013). The importance of a player and coach relationship in the athletes’ athletic and academic objectives is exemplified in this quote. Countless student-athletes begin their careers with aspirations of becoming professionals, and desire a coach who will help them achieve this goal. Disregarding student athletes’ aspirations, in a recent NCAA report, only 19.1 percent of men’s basketball players play professionally, with only 1.1 percent of those playing in the National Basketball...
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...MYGOVERNMENT ONLINE SERVICES PORTAL (MOSP) CHANGE MANAGEMENT REPORT TABLE OF CONTENTS 1. INTRODUCTION ....................................................................................................... 3 1.1. Document Purpose ............................................................................................ 3 1.2. Audience ............................................................................................................ 3 1.3. Project Background .......................................................................................... 3 2. CHANGE MANAGEMENT ........................................................................................ 4 2.1. Overview ............................................................................................................. 4 2.2. Objectives .......................................................................................................... 4 2.3. Approach ............................................................................................................ 4 2.4. Methodology ...................................................................................................... 5 3. MOSP CHANGE ENABLEMENT WORKSHOP ....................................................... 6 3.1. Overview ............................................................................................................. 6 3.2. 3-Phase Process .................................................................
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...being coached by a male coach. However, there is limited research on this topic. Therefore, this study will further analyze the different reasons why female athletes prefer to be coached by a male coach. Purpose of Study The purpose of this study is to research why female athletes prefer male coaches. The study will analyze the different reasons for female athletes preferring male coaches. This study will contain only college female athletes. Significance of Study The significance of this study is to show why 71% of female athletes prefer a male coach (Lirgg, Dibrezzo, & Smith, 1994). If athletic directors knew exactly what female athletes were looking for in a coach, then it would help them determine who to hire for that position. With the right coach, players could be more motivated to perform at their highest level, which could translate into a successful season. Hypothesis In this study it is hypothesized that female athletes will prefer being...
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...However, despite those reports questioning Taylor and some people in the Bills' organization wanting to see rookie quarterback Cardale Jones get a shot this season. Buffalo needs to stick with Taylor and do not give up on him yet. With making that type of statement, you may be asking yourself why should they stick with him? To answer that question, let's remember he is still young and developing as a quarterback. This is only Taylor's second season as a starting quarterback. He still is learning how to be a starter as his first four years in the NFL, he was the backup to Joe Flacco in Baltimore. Could Taylor's coaching be better in Buffalo? Sure. Last season and the first two games of this season, his offensive coordinator was Greg Roman. Roman was fired and Anthony Lynn, the Bills' running back coach took over. Will Lynn be Taylor's offensive coordinator next season? Or the better question is will Rex Ryan be back as head coach next...
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...As a life long Cincinnati Bengals fan, I have listened to Marvin Lewis speak several times in clinics and other coaching conventions. He has a sound concept of defense, and what it takes to be successful at the highest level. I also appreciate what he has done for the team I root for, as we were mired in a decade long of embarrassing seasons before his arrival. He has brought stability, consistency, and pride back to our franchise. I have coached at both the high school and middle school level, and have spent time as the offensive, defensive, and special teams coordinator at the high school level at some point in my career. I stepped away from coaching three years ago to spend more time with my family. I have two children, Mackenzie is 7 and Andrew is 5. The time it takes to be a successful coach even at the high school level was just far too much for me and my family. This past season I decided to get back into coaching, and I took over the middle school program in the district I teach. I had a great time getting back into it, but didn't have to spend my summer coaching football, or 100+ hours a week breaking down film, preparing offensive scripts, evaluating our players, attending booster and coaches meeting, as well as practicing and games. It was just enough for me to get my competitive fix, but not so much that I felt like it was taking me away from my family. While watching the video Winning with the Three T''s (Tackling, Third-Downs, and Takeaways),I felt by far the...
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