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Ottawa Voyageurs: Importance of Decision Making and Compensation for Boosting Motivation and Teamwork

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Added on  2019-09-21

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This case study discusses the importance of decision making and compensation in boosting motivation and teamwork in the context of the Ottawa Voyageurs, a Canadian pro soccer club. The head coach and deputy commissioner had to allocate $85,000 among six players whose contracts were about to end, while also ensuring the value of other team players. The case covers the history of Canadian soccer, the establishment of the CPS league, and the compensation criteria for players. It also discusses the challenges faced by the Ottawa Voyageurs and the decisions made by the head coach to improve the team's performance.
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Ottawa VoyageursThis case was developed by few professors along with a PhD. Candidate for class discussion. It’spublished on 14th October 2003. This case covered the importance of decision making, compensation forboosting motivation and teamwork. Manuel Tertuliano and Chris O’Leary was the head coach and deputycommissioner of the Ottawa Voyageurs that was a Canadian pro soccer club (CPS). In 1998, O’Learyjoined CPS and found it as a problem child league from powerhouse league. O’ Leary demands from thehead coach about compensation decision making of his six players whose contracts were about to end. Hehas to allocate $85000 among six players which will prove to be beneficial for team. They realized thatteam can face elimination in both cases if performance is not up to mark and low game attendancerespectively. In such circumstances, he realized to motivate his six players and found that compensation isthe sole tool. He needed to ensure the value of not only six players but also other team players who werecontributing a lot in the team as individuals.The primitive people of Canada and Alaska used to play aqsaqtuk game comprised of two teams. Canadawas the first country who sends a team to Britain to play soccer in 1888. Soccer ranked first sport withmore registered members as compare to hockey. In spite of the eagerness they showed for sports, still inCanada there was no professional league established. Canadian franchises, six in number, joined thehands of (NASL) league in 1968 but expired till 1984. Canadian’s own soccer league established in 1986but unfortunately collapsed in four years due to interest inadequacy.Such bumpy history of Canadian Soccer couldn’t diminish their sports spirit. In United States, theachievement of soccer league becomes the base of the establishment of Canadian pro soccer team in1996. In May 1997, with ten teams it started officially its season in ten different cities and honoured CAS/ACS.To continue this professional league a solid business model was badly required so for this CPS opt toestablish an individual owners association. Each and every owner got enough time for the operations andnegotiation with players, their contracts and trades. In the league, CPS plays an immense significant rolein terms of negotiation in all contracts, working relationship with local city and government for stadiumsfinancing, structuring a salary cap, relationship statuses with other leagues and positive role to bring backall young professional players back in Canada. With its continuance growth, league evolved fewprinciples to direct the soccer business including passion for soccer, role model for youth players, youngin style, meeting place for all fans and soccer diversity in each and every facet.Season started from May to October and during the period of 1997 to 2002 there was an improvement inoverall attendance along with the spectators. CPS was in pursuance of expansion methods with moreteams and building new stadiums along with the maintenance of quality play and rise in talent. Playerswere the key people of CPS. The ages of the players were 18-35 and average age was 24. Team wasrestricted to 23 players only. Over time span of their career all players can transfer their teams till 31st ofJuly.Among 15 teams of CPS compensation decision was entirely standardized. Player’s ability andmarketability were the basis of compensation package. Compensation was comprised of salary, bonus andincentives. In the period of 2002-2003 salary fezzes was $2.5million excluding bonuses and employeessalaries were from $35000-$45000 excluding bonuses.Bonuses confined from $5000 to $15000 representing a small proportion of team member’s remunerationassortment. Bonus was the reward of performance and in player’s contract several guidelines was
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