Improving Performance of Newcastle United Football Club

This document discusses the problems faced by Newcastle United football club and suggests using business intelligence to improve their performance. It explores the AMO theory and highlights the importance of effective human resource management. The document also provides evidence of knowledge of key business intelligence and data analytics systems, along with an analysis and justification of a dashboard.

Report

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Introduction to the problem/opportunity statement regarding Newcastle United football club.....1
Theory to link problem statement....................................................................................................2
Evidence of knowledge of key business intelligence/data analytics systems..................................4
Analysis and justification of dashboard...........................................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Introduction to the problem/opportunity statement regarding Newcastle
United football club
Newcastle United is the one of the named football clubs in the England. This club
participate in the English Premier League. In past years it is observed that club is facing a lot of
problems and its performance is also not good. There are number of reasons behind such a low
performance. In the current time period mentioned football club is at 13th position which in no
way can be considered good. Number of factors are affecting Newcastle United performance to
great extent. Some of these factors is taking players from other clubs for specific time period,
paying fee to the player more and less then the market value etc. All these factors lead to the
sharp decline in the players performance (Bhattacharyya, 2013). Newcastle United time to time
take many players from other clubs but performance does not improve and even declined which
is one of the main matter of concern for the football club.
There are three positions in the football match but some perform well and some not.
Ultimately, this lead to poor performance of the football club during matches. Major problem for
the Newcastle United is that its mid field team is doing well and play with full efficiency but
other positions are not doing well and whatever opportunity mid fielders create does not convert
in to match winning or goals. Thus, it is one of the main problem, either employees are less
efficient or there is problem of coordination between them due to which Newcastle United failed
to win match in the Premier league (Babu, 2012). In order to solve such kind of problem
business intelligence tool is used so that trends can be identified and accordingly problem can be
solved so that Newcastle United performance can be improved.
There are number of factors that greatly affect business firm performance. It became
important for the corporate to identify the best way to deal with such kind of situation. Here,
business intelligence comes in use because it assists firm in keeping regular tracking of business
conditions and accordingly managers make decisions at the workplace. Consistent hiring of unfit
players is also one of the factor that is creating problem for the Newcastle United football club.
As usual clubs for specific duration give their players to another club. There are number of
reasons behind such kind of practices and one of them is that players frequent get injured. If any
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player is injured then its efficiency get decline when he comes to playground because he become
unfit for game.
Regular exercise is requiring to keep oneself to fit for game. Every club intend to perform
well and due to this reason when player recovered from injury it is temporarily send to another
football club. Thus, when Newcastle United take such kind of player in its squad sometimes
player perform well and sometime not. Hence, such kind of practices are creating a lot of
problem for Newcastle United.
Theory to link problem statement
If all issues are taken into account then in that case it can be said that Newcastle United is
facing problem of proper management of human resources in the business. Human resources
play a vital role in growth of any business firm. If they are used effectively then in that case
business firm gain good amount of return. On other hand, if human resources are not used
effectively then in that case business face a lot of issues at workplace and ultimately big problem
originate. So, human resource has due importance for the business firm. AMO theory is one of
the most important human resource management theory that can be used by the business firm
(Anandarajan, Anandarajan and Srinivasan, 2012). In the short form AMO, A stands for ability,
M stands for motivation and O stands for opportunity. According to this theory, in any company
there are multiple work system components which overall frame or prepare an employee
characteristics or way in which they behave or react in specific situation. This theory state that an
organization interest can be addressed by any system only when organization focus on the
employee’s ability, motivation and opportunity. If in any organization will have strong capability
to handle any tough situation then company will be able to take risk in order to handle business
conditions. It is the human resource courage, knowledge and skills that lead to growth of any
organization. Newcastle United football club need to spend money training and development of
its players. If training will be given to the players in systematic way then in that case their ability
can increase many times. This will assist Newcastle United football club in increasing its wining
growth rate.
Second, factor that affect a lot to the employees is motivation. If employees are motivated
then in that case they make efforts for benefit of the organization. On other hand, if employees
are not motivated they just do their job and quit from office. Such kind of employees do not
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work efficiently at the workplace. Thus, same case applied on the Newcastle United as it must
also motivate its players. Currently, approach followed by the Newcastle United is demotivating
players a lot. For example, there are many players to whom it is paying more then their market
value. On other hand, there are many players to whom less amount of fee is paid then market
value. Such kind of players if perform well then feel demotivated as they are receiving according
to performance. On other hand, there are many players are not giving good performance but
receiving good amount. Such kind of things often affect team performance and lead to poor
coordination among employees. This is the reason due to which Newcastle United football club
is not in top 10. Thus, Newcastle United must revise pay structure and must pay fee to the
players according to their performance so that those who perform well can receive good amount
and those who not perform well must not be paid higher amount. By doing so those who not
perform well will be motivated to show extra efforts and those who were performing well will
further make efforts to improve performance.
Opportunity is another point which need due attention. If employees will be given growth
opportunity they will work in organization with dedication or vice versa (What is AMO theory?
2019). Newcastle United must shuffle its players on varied positions and must give them
opportunity to perform on that. If someone perform well on new position then it can be fixed on
that. By doing so better opportunity can be provided to the player and can be utilized in better
way.
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Evidence of knowledge of key business intelligence/data analytics systems
Figure 1Dashboard
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Analysis and justification of dashboard
Highlights of dashboard results is given below.
 Dashboard is indicating that defenders receive highest yellow cards 40, forward receive
27 and mid fielder receive 26 as well as goal keeper receive 1.
 Red card across position is quite low both defender and forward receive 1 red card and
mid fielder receive 3 red cards.
 On front of shots on target it can be seen that forward score is 195 and same of mid
fielder is 82.
 In respect to shots across segments score in case of forward is 524 and same for mid
fielder is 257.
 In case of shooting accuracy score made by the forward is 383 and same for mid fielder is
406. In case of blocked shots defender score is 20, forward score is 110 and mid fielder
score is 77.
Defender observe highest number of yellow card. Mid fielders frequently break rules as yellow
card is received 26 times and 3 times red card is received. Mid fielders are making half shots on
target then forward. Similar, trend is observed in respect to shots across segments. However,
shooting accuracy is high in case of mid fielders. It can be said that mid fielders are more
efficient then forward in terms of shoot accuracy but frequently break rule which is reflected by
number of yellow and red cards. In case of blocked shots defenders give poor performance and
just block 20 shots followed by forward 110 and mid fielder 77. This means that if opponent
player is try to make shot on goal post of Newcastle United it is receiving less resistance from
defenders. Thus, overall it can be said that defender’s poor performance is reason behind poor
performance of the Newcastle United and mid fielders are performing well then forward players.
However, mid field players are frequently breaking rules which is one of the major matter of
concern and sometimes well played player go out of ground which lead to loss of match by
Newcastle United.
CONCLUSION
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REFERENCES
Books and Journals
Anandarajan, M., Anandarajan, A. and Srinivasan, C.A. eds., 2012. Business intelligence
techniques: a perspective from accounting and finance. Springer Science & Business
Media.
Babu, K.V.S.N., 2012. Business intelligence: Concepts, components, techniques and
benefits. Components, Techniques and Benefits (September 22, 2012).
Bhattacharyya, D. K. 2013, Performance-Related Pay. Compensation & Benefits Review. 215-
222.
Duan, L. and Da Xu, L., 2012. Business intelligence for enterprise systems: a survey. IEEE
Transactions on Industrial Informatics. 8(3). pp.679-687.
IşıK, Ö., Jones, M.C. and Sidorova, A., 2013. Business intelligence success: The roles of BI
capabilities and decision environments. Information & Management. 50(1). pp.13-23.
Minelli, M., Chambers, M. and Dhiraj, A., 2013. Big data, big analytics: emerging business
intelligence and analytic trends for today's businesses (Vol. 578). John Wiley & Sons.
Sabherwal, R. and Becerra-Fernandez, I., 2013. Business intelligence: Practices, technologies,
and management. John Wiley & Sons.
Online
What is AMO theory? 2019. [Online]. Available through:<
https://study.com/academy/lesson/amo-theory-ability-motivation-opportunities.html>.
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