PES 180 Change management

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School

Central Michigan University *

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Course

180

Subject

Management

Date

Jul 2, 2024

Type

docx

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Uploaded by dakotacochran

Change Management Dakota Cochran, Ethan Lewandowski, Lotrell Watkins Sports Management, Central Michigan University PES 180: Sports Management Governance and Org Theory Nick Williams November 11 2021

What are the change drivers present in the case? Which areas and people are impacted? I think the biggest change driver in this case was new leaders. The hires and promotion of Brian and Richard were not popular among other staff. Brian was put in power and delegated his work and then took credit for the work that others did. The coaches also started to resent Brian and Richard and tried to avoid them at all costs. This leads to very ineffective communication. This also led to many of the employees leaving and going elsewhere. This had a huge impact on the entire department and everyone in it. This pretty much goes against everything we have learned about empathy, and trust and communication and good leadership. (Ethan Lewandowski) John reassigned Claire to manage all games rather than just a head. He likewise reassigned Vince to regulate men's projects and the spending plan of University X, then, at that point, later was elevated to Deputy Athletic Director. After Vince left, he was supplanted by Brian and Richard yet who assumed control over a greater part of his obligations. The University additionally carried out a system for managers to get reports from workers that were given to John week by week. These Financial Performance assessments were utilized to decide how effective every unit in the office was each week. Afterward, Tony becomes famous with the staff and delivers Team Success because of his relational abilities and by drawing in the office into his drives. Ella's illustration of a change driver in the association is new leaders. (Dakota Cochran) Another change driver is the economic conditions. There are sports at University X that are struggling financially because of Brian’s inability to manage a budget for the athletic department. This economic issue affects the entire athletic department because it causes multiple sports to have to fight amongst themselves on how much they can receive to supply their programs. This leads to employee frustration with budget cuts, disengagement which ultimately

leads to employee turnover. (Lotrel Watkins) What change barriers are present? What needs to be done to remove the barriers? As stated earlier, one of the biggest barriers that needs to be addressed is employee disengagement and turnover. If you have coaches having to work around certain employees that is not good. Also, if you have employees under departments leaving at a high rate that is indicative of poor leadership. The barriers could be removed by demoting or firing Brian and Richard altogether. Brian and Richard also were not communicating the needs of other employees to John and if there is poor communication a lot of barriers are going to stay present. (Ethan Lewandowski) Inadequate training is amongst the barriers. Brian was hired to handle the budget but does not do his job. Thus, assigning the work to other people in the department and taking credit for it. Brian was a former intern; therefore, he has no professional experience balancing a budget. When hired Brian was not properly trained therefore, he ran into financial issues with budget cuts which led to employee turnover. (Lotrel Watkins) Stuart has a lack of employee involvement. He does not know how to operationalize that change. Another barrier present is when on the first page the case said, "During this same time, employee positions were shifted with minimal input” John fired and hired new coaches but especially with Women's Basketball. When John reconstructed the department and listed that no one should report directly to him. It even lists that resentment grew between the coaches there in the culture and overall, what needs to be done with that barrier is better communication, accurate training, and showing the coaches, teams, and employees’ vulnerability, and most importantly

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