Strategy and sports met in the movie Moneyball. The Oakland Athletics applied statistical analysis to the evaluation of players and surged in performance. The team’s analysis method, called sabermetrics, was unique in how it applied objective data to predict future player performance.
Requirements: Clear
2.2 Action Required: (Knowledge Application-Apply)
This activity is important because as a manager, you should understand the factors that affect a firm’s profitability and long-term survival. According to the resource-based view, a company can gain a competitive advantage from resources that are inimitable and rare.
The goal of this exercise is to demonstrate your understanding of the resource-based view by writing a conclusion in your words after reading a case study.
Case Analysis (The Resource-Based View in Sports)
Strategy and sports met in the movie Moneyball. The Oakland Athletics applied statistical analysis to the evaluation of players and surged in performance. The team’s analysis method, called sabermetrics, was unique in how it applied objective data to predict future player performance. The Athletics were able to recruit players at a lower cost due to their proprietary knowledge. Even after competitors started using statistical analysis, the Athletics benefited from their early knowledge, capable staff, and history of decision-making. All of this, of course, translated into profit for the team owners.
Competitive advantage comes from unlikely places in other sports as well. Researchers found that NCAA football programs benefit from staff diversity. Racial diversity among coaches and varied past experiences predict success. NBA basketball teams are more successful as they gain shared experiences. After years together on a team, just like after years together in a workplace, players/coworkers have a shared understanding of how work is done.
Financial resources are of huge benefit to the few universities with successful sports programs. Paying top coaches, building impressive athletic facilities, and fan support, all contribute to intangible gains such as reputation, stronger shared feelings of winning history, and motivation.
But what happens with a team suddenly loses its competitive advantage? In 1986, Southern Methodist University in Dallas, Texas, dealt with what is called the “death penalty” in college sports. After years of paying players and their families, among other serious violations of NCAA rules, the team was punished by canceling its entire 1987 season. This damaged recruiting efforts, fundraising, reputation, and shared experiences among staff and coaches to that point. It was 20 years before SMU was in another bowl game.
2.3 Test your knowledge:(Question)
Read the case about the resource-based view in sports and write the conclusion of this case in your words. Create a discussion board thread and upload your answers. (Min words recommended 100-150)
2.4 Instructions:
Read the case about The Resource-Based View in Sports & demonstrate your understanding.
3.2 Action Required:
The purpose of this interactive activity is to your understanding of the concepts learned from lessons.
LIFE SATISFACTION
Of course, job satisfaction is important for other reasons as well—reasons that have little to do with job performance or organizational commitment. For example, job satisfaction is strongly related to life satisfaction, or the degree to which employees feel a sense of happiness with their lives. Research shows that job satisfaction is one of the strongest predictors of life satisfaction. Put simply, people feel better about their lives when they feel better about their jobs. This link makes sense when you realize how much of our identity is wrapped up in our jobs. What’s the first question that people ask one another after being introduced? That’s right—“What do you do?” If you feel bad about your answer to that question, it’s hard to feel good about your life. The connection between job satisfaction and life satisfaction also makes sense given how much of our lives are spent at work. Presents the results of one study that examines time spent on daily activities, along with reported levels of positive and negative feelings during the course of those activities. The participants in the study spent most of their day at work. Unfortunately, that time resulted in the highest levels of negative feelings and the second-lowest levels of positive feelings (behind only commuting). Home and leisure activities (e.g., socializing, relaxing, exercising, intimate relations) were deemed much more satisfying but took up a much smaller portion of the day. The implication is clear: If we want to feel better about our days, we need to find a way to be more satisfied with our jobs.
Indeed, increases in job satisfaction have a stronger impact on life satisfaction than do increases in salary or income. It turns out that the adage “money can’t buy happiness” is partially true.
3.3 Test your knowledge:(Questions)
Reading
3.4 Instructions
Read this paragraph carefully and try to understand, how does job satisfaction is strongly related to our life satisfaction, write your (Comment) view few lines in your words.
5.2 Action Required:
Motivating your employees is one of the most vital managerial activities. An organization with motivated employees means a highly engaged, committed, and productive workforce. As a manager, you must be able to influence and guide the behavior of your employees.
The purpose of this interactive activity is to demonstrate your understanding of the concepts learned lessons by responding to discussion questions.
5.3 Test your Knowledge (Question):
Access the discussion forum for this activity by clicking on the discussion link below.
Click on “Create Thread.”
Enter a title for your response in the “Subject” line.
Type your response into the message field to the following discussion prompt:
Which of the outcomes in are most appealing to you? Are you more attracted to extrinsic outcomes or intrinsic outcomes?
5.4 Instructions
Post your response to the appropriate Discussion Board forum before the end of the due date.
6.2 Action Required:
The purpose of this interactive activity is to demonstrate your understanding of the concepts learned lessons by responding to discussion questions.
6.3 Test your Knowledge (Question):
Access the discussion forum for this activity by clicking on the discussion link below.
Click on “Create Thread.”
Enter a title for your response in the “Subject” line.
Type your response into the message field to the following discussion prompt:
Which component of ethical decision-making do you believe best explains student cheating: moral awareness, moral judgment, or moral intent? Why do you feel that way?
6.4 Instructions
Post your response to the appropriate Discussion Board forum before the end of the due date.
7.2 Action Required: (Knowledge Application)
Cognitive ability refers to capabilities related to acquiring and applying knowledge in problem solving. Types of cognitive ability include verbal, quantitative, reasoning, spatial, and perceptual. Research indicates that genes and the environment play equal roles in how we acquire these abilities. Consider the facets of cognitive ability and cognitive employment testing in your future career: how important will they be?
Case Analysis (Sorry, You’re Too Smart)
Have you ever been turned down for a job because you were “overqualified”?
Although this may sound like a compliment, it can be disappointing when you are job hunting. Consider applicants who are turned down for jobs because they are “too smart.” This could be determined by pre-employment testing or the interviewer may assume applicants’ cognitive ability based on education level, GPA, or certifications. You don’t often hear someone say that an applicant is “too emotionally intelligent” or “too physically coordinated.” So why does it matter if you are overqualified in cognitive ability?
Employers may argue that cognitively overqualified employees will not perform well in their jobs. The lack of challenge they feel in the job tasks could make them bored and unmotivated and then lead to low performance. In fact, research shows that cognitively overqualified employees perform just as well as other employees, but not necessarily better. If the employees are in leadership positions and are cognitively overqualified, they perform better than other leaders. So if someone tries to tell you that you won’t perform well if you are cognitively overqualified, that’s not a fact.
Employers may also argue that employees who are cognitively overqualified for their jobs will have higher job dissatisfaction. Specifically, they may be dissatisfied with the wages, challenges, and potential for career advancement. In short, these employees see the gap between their current and potential situations and that makes them unhappy at work.
We all don’t have intelligence tests when we are employed, so what about when you perceive you are overqualified in your cognitive skills, but don’t have actual test scores to support your assumption? Employees who perceive they are cognitively overqualified tend to actually be correct. They also tend to have higher levels of openness to experience personality trait from the Big Five model.
7.3 Test your knowledge:(Questions)
1. An interviewer who assumes you have a certain average cognitive ability level because she knows your level of education would be correct according to what test?
2. According to the case, what might a company do to raise job satisfaction and retain employees who are cognitively overqualified?
7.4 Instructions:
In this exercise, please read the mini-case and answer the questions that follow. Post your answer in the discussion board using the discussion link below
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