Western Field University Management Sport

Management sport

Table of Content
Executive Summary.........................................................................................................................3
Introduction......................................................................................................................................4
Core Challenges/Issues faced at Western Field University during the structural change...............5
Selecting top three priorities............................................................................................................9
Leadership skills and strategies.....................................................................................................15
Conclusion.....................................................................................................................................21
References and Bibliography.........................................................................................................22

Executive Summary
The present report presents an analysis of the managerial operation conducted at Western Field
University. The report presents the impact that have on the organization after the change in the
organizational structure. From the case study, the report firstly discusses the issues such as
individual praise, evaluation challenge and lack of training and development that appeared in the
overall operation of Western Field University and then top three priorities have been discussed
with the short-term and middle term goals. In addition, appropriate plans have also been
provided to achieve those objectives. The essential resource such as financial and human
resource required meeting those objectives have also been discussed in the report. Eventually,
the report provides a discussion on the link between individual style of management and
theories.

Introduction
The following report is based on the importance of changes in the organizational
structure and the impact of the structure has on the job performance. The purpose of the report is
to understand how changes in the organizational structure create impact on the organization and
the employees. The report provides a case scenario of Western Field University. The university
organizes sports and earns the revenue from the sales of tickets. The following report includes
three major challenges that the organization faced during the implementation of new structure-
Self-Managed Team. The report presents the issues in detail and selects major three priorities
that need to be implemented to avoid the issues or resolve them appropriately. In addition to this,
the report also provides the resources that need to be used to implement the plans and objectives.
Eventually, the report ends with assessing the personality, power, style and others that should be
used to deal with the self-managed team.
As put forward by Fan, Wong and Zhang (2013) the changes in the organizational
structure could create a major impact on the organization and the employees. The employees
face the difficulties in becoming the flexible to the environment. For example, they might have
to work under new supervisor or manager or the work responsibilities and duties might be
changed in the structural change. On the other side, the employees could perform more
effectively, which means they might like change. As the consequence, the organization as a
whole could perform well. Therefore, to understand the challenges, and to analyze how the
organization deals with them, the report considers the scenario of Western Field University.

Core Challenges/Issues faced at Western Field University during the structural change
Based on the scenario provided in the case study of Western Field University in terms of
the structure change, the following challenges are found that have created a strong impact on the
employees and the organization.
1. Individual Praise
2. Evaluation challenge
3. Employees demand over vacation length and approvals
4. Lack of training and development programs for the employees
Individual Praise-
At the initial stage, the new structure creates barriers for the sales representatives, they
have dealt with the challenges and gained the flexibility in the new position and the team as a
whole eventually performed well. However, when the credit goes to one single individual, the
others will certainly not accept the practice. In addition to this, it is also certain that if the entire
team is rewarded with tangible benefits, they might not prefer the process. This is because, in
order to perform on the new goals and objectives, the employees have to put more effort. Thus,
when the employees give additional inputs, in turn they expect the organization to return their
efforts with appropriate rewards. If the employees are not provided with appropriate benefits,
they might lose their enthusiasm and motivation to work being underpaid. This is really a
challenging issue to work with as the interpretation or the perspective that could be very personal
can drive this. In addition, if an individual or employee does not think they are being paid
enough to perform their jobs, they might perceive themselves to be underpaid. It is observed that

it is unless one does know what others are making or know the wages that are specific for a
particular job position; the dissatisfaction, which comes from being underpaid, is completely
based on the perception. Going forward, from an organizational perspective, it is valuable and it
is significant perspective that the employees who are dissatisfied with the monetary benefits for
the duties they perform could likely to leave the company (Leblebici, 2012). Hence, employees’
state of dissatisfaction can be compared to Herzberg’s two-factor theory. According to
Herzberg, there are some job factors that could result in satisfaction whereas there are other
factors that prevent dissatisfaction. There are two categories of factors according to Herzberg,
namely hygiene factor and motivational factors are usually the factors that are necessary for the
existence of motivation at workplace. The factors include pay, company policy, fringe benefits,
physical work conditions, job security and interpersonal relationship. Hence, the employees
demand for hike in the wages instead of group reward. This demand is related to “Pay” of
hygiene factor. So, if the employees do not receive such benefit as the reward for their
performance, they could remain dissatisfied. Therefore, it can be mentioned that Derrick might
have to observe a sudden employee turnover unless he applies appropriate strategies to deal with
such issue.
Evaluation challenge- It is certain that the evaluation process needs to be specific and it
could cover the entire workforce. However, here the challenge is evaluation of the performance
of 20 sales representatives by two coordinators. This is also a significant challenge to Derrick, as
the performance of each sale representative should be evaluated and hence Derrick might not be
able to supervise them all; it will take plenty of time and the evaluation might not be appropriate
or effective. Moreover, the entire evaluation process will not be conducted properly and there
will be no purpose. The sales representative under the new structure put a large amount of effort