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مقاله درمورد Sports Management

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مقاله درمورد Sports Management


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موضوع تحقیق:

Sports Management

Can Sports Management Stop Steroid Use?

Sports Management Approach to Stopping the Use of Steroids

In the months prior to this fall, no one could browse through a newspaper sports section; tune a television set to ESPN; or listen to a sports talk radio station without being aware of facts, speculations and opinions regarding the recent revelations about the use of steroids in Major League Baseball.

We have been informed about parents who are outraged at the example steroid use sets for our youth. Journalists speculate about who has lied and what is the degree of alleged falsity in players' statements. Hall of Fame induction potential of alleged and proven steroid users has been debated. Former players have commented on the implications of such behavior. When Rafael Palmeiro returned to the field after his 10-game suspension resulting from a positive test for steroid use, the initial reaction of fans was analyzed as to the ratio of cheering and booing.

The larger question is: What is the solution to stopping what is widely believed to be a dangerous and unethical practice in all of sports? The purpose of this article is to analyze the situation from a sports management standpoint and define the roles professionals have in slowing if not stopping the spread of steroid use in professional sports and, more importantly, collegiate and scholastic sports.

As all of us who have studied the discipline of sports management know, management has been defined in many ways. For the purpose of this essay, the most appropriate definition can be referenced in Francis J. Bridge and Libby L. Roquemore's text Management for Athletics/Sport Administration Theory and Practice, fourth edition:"Management is defined as the achievement of predetermined objectives working through others."

The predetermined objective here is the elimination of steroid use in sports. In order to work through others, a manager should know what responsibilities are designated to whom and what authority, power and expertise each person possesses. The expectation should be for each person to use his or her abilities and resources to the fullest capacity to carry out such responsibilities.

President Bush proclaimed his leadership position in this objective during his January 2004 State of the Union Address when he said:

"The use of performance-enhancing drugs like steroids in baseball, football, and other sports is dangerous...I call on team owners, union representatives, coaches, and players to take the lead...get rid of steroids now."

Bush, the former managing general partner of the Texas Rangers, was accused by Jose Canseco of knowing about players using steroids during his time with the Rangers, and doing nothing. His authority over the situation is actually greater as President of the United States than it was as part owner of a baseball franchise. There is a difference between knowing a player is using steroids and having evidence to prove it. Tangible evidence comes in the form of a drug test, which could not be administered without a provision in the collective bargaining agreement players and owners. This was the case when Bush was in the Rangers' front office.

However, the distribution of steroids as a performance-enhancing substance is illegal and the U.S. Department of Justice, a division of the Executive Branch of the federal government, has the authority to investigate and prosecute violators of such laws. It is not likely a coincidence that the federal prosecutors' high-profile case against Balco laboratories and their alleged dealings with baseball players -- and the subsequent revelations that followed -- occurred just shortly after our nation's chief executive made his January '04 statement.

Steroid use is also a concern for the Occupational Health and Safety Administration (OSHA). When steroid use becomes a culture in a professional sport, the competitive advantage it has makes nonuse a threat to a player's career status. Therefore, not having strict rules and testing for steroid use creates an occupational hazard. This is a concern if the current steroid testing policy is not effective.

The professional athletes themselves have an obligation not to encourage steroid use to younger athletes, but this is not because they are perceived as role models. Their obligation is not to subsidize the steroid industry. The development of any unhealthy, performance-enhancing substance cannot occur without financial support. When professional athletes provide business to chemists who develop


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مقاله درمورد Sports Management

مقاله درمورد Organizational Behavior Management (OBM) Network

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مقاله درمورد Organizational Behavior Management (OBM) Network


 مقاله درمورد Organizational Behavior Management (OBM) Network

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Organizational Behavior Management (OBM) Network

 

Organizational Behavior Management (OBM) Network

The Organizational Behavior Management (OBM) Network exists to support the growth and vitality of Organizational Behavior Management. This site contains articles and information on the science of applying behavior analysis to business to improve organizational performance and safety.

What is Organizational Behavior Management (OBM)?

Organizational Behavior Management practices help organizations to get the results they want.

Organizational Behavior Management practices produce significant and measurable outcomes.

Organizational Behavior Management comprises a research base of methods and applications with proven effectivenesss in the areas of work motivation, supervisory effectiveness, leadership and executive coaching, injury reduction, quality improvement, change management, incentive and reward systems, reinforcement and feedback systems, performance management, and behavior-based safety.

Organizational Behavior Management has demonstrated performance improvements of more than 100% and savings of millions of dollars in many industries, including: Chemical and petro-chemical, financial, human services, manufacturing, paper, transportation, utilities, and many others!

Organizational Behavior Management is the only scientific approach to improving performance by applying the concepts and principles of applied behavior analysis. Behavior analysis is the psychology aimed at how environmental variables affect behavior. Applying the science of behavior analysis is the only sure way to fully understand behavior at both the organizational and individual levels.

Some of our featured free articles:

A Systems Critique of Gilbert’s PIP’s

In Human Competence: Engineering Worthy Performance, Gilbert describes a seven step ‘performance audit’. Accomplishments and requirements are identified and then exemplar and typical performances are determined. An index of Potential for Improvement Performance (PIP) is computed and then the value or ‘stakes’ of the improvement potential is assessed. Gilbert summarizes this process by stating, “Remember, our only reason for measuring is to discover our opportunities for performance engineering.”

 O Efeito do Observador

Na primeira edição de Values-based Safety Process, o autor Terry Mcsween escreveu "ninguém conduziu até agora uma pesquisa definitiva sobre os efeitos de empregados conduzindo observações nos seus próprios locais de trabalho" (p. 24). Nós achamos essa afirmação interessante e merecedora de uma investigação mais detalhada. Ao discutir esta questão com outros pesquisadores e praticantes da área, decidimos que existia interesse geral suficiente para que pesquisas adicionais sobre o processo de observação fossem realizadas. Muitos praticantes que foram questionados achavam que era evidente que empregados que conduziam observações a respeito da segurança de seus colegas trabalhavam de maneira mais segura como resultado de tais observações. No entanto, essa afirmação não havia sido cientificamente comprovada. Feedback e processos de observação são componentes críticos do gerenciamento de segurança comportamental (behavior-based safety, BBS), mas, curiosamente, existem vários estudos sobre os efeitos de feedback, enquanto estudos sobre os efeito da observação


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مقاله درمورد Organizational Behavior Management (OBM) Network

کتاب Pharmacological Management of Headaches زبان اصلی

اختصاصی از نیک فایل کتاب Pharmacological Management of Headaches زبان اصلی دانلود با لینک مستقیم و پر سرعت .

کتاب Pharmacological Management of Headaches زبان اصلی


کتاب Pharmacological Management of Headaches زبان اصلی

کتاب Pharmacological Management of Headaches زبان اصلی

حجم فایل: 3 مگابایت

In this book, headache experts summarize all the currently available therapies for primary headaches and most importantly, describe the ‘tricks’ that can ensure the success of headache pharmacotherapy. Prevention and acute treatment of migraine and cluster headache receive particular attention and individual chapters are devoted to the treatment of primary headaches in special groups, i.e. children, pregnant women and the elderly. Further chapters focus on selected secondary headache disorders and cranial neuralgias for which pharmacotherapy is available. The book is designed to meet the daily practice needs of general physicians, general neurologists, neurologists in training and medical students. Headache remains a leading reason for people to seek medical consultation, and migraine and other primary headache disorders are classified by the WHO as among the most disabling medical conditions in the general population, often affecting individuals during their most productive years. Unfortunately, under treatment and mismanagement are the fate of many headache patients and this book provides a sound basis for optimizing treatment.


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کتاب Pharmacological Management of Headaches زبان اصلی

Change management

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Change management

There is considerable overlap and confusion between change management, change control and configuration management. The definition below does not yet integrate these.

Change management is an important process, because it can deliver vast benefits (by improving the system and thereby satisfying customer needs), but also enormous problems (by ruining the system and/or mixing up the change administration). Furthermore, at least for the Information Technology domain, more funds and work are put into system maintenance (which involves change management) than to the initial creation of a system. Typical investment by organizations during initial implementation of large ERP systems is 15-20% of overall budget.

In the same vein, Hinley describes two of Lehman’s laws of software evolution: the law of continuing change (i.e. systems that are used must change or automatically become less useful) and the law of increasing complexity (i.e. through changes the structure of a system becomes ever more complex and more resources are needed to simplify it).

The field of manufacturing is nowadays also confronted with many changes due to increasing and worldwide competition, technological advances and demanding customers Therefore, (efficient and effective) change management is also of great importance in this area.

It is not unthinkable that the above statements are true for other domains as well, because usually, systems tend to change and evolve as they are used. Below, a generic change management process and its deliverables are discussed, followed by some examples of instances of this process.

Notes: In the process below, it is arguable that the change committee should be responsible not only for accept/reject decisions, but also prioritisation, which influences how change requests are batched for processing.

مدیریت تغییر

جهان همواره در حال تغییر و تحول است و ادامه حیات ذرات هستی در گرو همین تغییرات است. تغییر در همه پدیده‌های جهان جریان دارد و این تنها به طیف خاصی محدود نیست. تغییر پیش از پیدایش بشر وجود داشته و همیشه نیز وجود خواهد داشت. چه در غیر این صورت، در هر موقعیت و لحظه از زمان، انتقال به زمان و شرایط بعدی ممکن نخواهد بود. بشر همیشه درصدد ایجاد تغییرات مثبت، مهار تغییرات منفی و مبارزه با آثار آن بوده است و سعی نموده است که تغییرات را مدیریت نماید تا از آثار زیان بار آن در امان بماند. سازمان‌ها و بنگاههای اقتصادی نیز در دنیای پرشتاب امروزی دائماً در حال تغییر و تحول هستند و سازمان هایی می‌توانند باقی بمانند که برای بقای خود مزیت رقابتی بوجود آورند. سئوالی که به ذهن متبادر می شود این است که آیا تغییر فرایندی مثبت است یا منفی؟

نگرش به تغییر در دنیای مدیریت، نگرشی سیستمی و مبتنی بر فرآیند است. فرآیند از جایی آغاز و در جایی پایان می‌پذیرد. بنابراین می‌توان گفت که فرآیند مدیریت تغییر، فرآیندی آگاهانه و مبتنی بر رویکردی تعریف شده می باشد. در یک نگرش کلی می‌توان گفت فرآیند مدیریت تغییر از هفت مرحله تشکیل می‌شود که عبارتند از:

1- مرحله تدوین راهبرد و طرح

2- تغییر مستندات و مدارک در هسته مرکزی سازمان

3-  تشخیص جدول‌بندی تغییرات

4- برپایی ساختار و ترکیب‌بندی

5-  آزمایش در محیط قابل کنترل

6-گسترش ترکیب‌بندی تغییر

7- نمایش پایداری و عملکرد

زیرساخت‌های این هفت مرحله، زیرساخت‌های نرم‌افزاری و سخت‌افزاری هستند اما زیرساخت اصلی هر نوع تغییر در سازمان ها در حقیقت انسان ها هستند.

در مواجهه با تغییرات اگر سازمان آمادگی لازم را نداشته باشد که از درون خود، تغییرات را پذیرا باشد و در مقابل آن مقاومت نشان دهد، لاجرم به سمت اضمحلال خواهد رفت.

برای مدیریت در تغییر باید دانست که:

-  چرا تغییر ضروری است؟

-  چه کسی می‌خواهد تغییر رخ دهد؟

-  چه نتایجی مطلوب است؟

-  چگونه تغییر ایجاد می‌شود؟

-  چه کسانی حمایت و چه کسانی مشارکت می‌کنند؟

-  ما باید چه کنیم و در چه مسیری حرکت نمائیم؟

باید اذعان نمود که پیچیدگی پدیده تغییر از آن جهت است که فرآیندی دینامیک بوده و از تعامل متقابل عوامل مختلف بوجود می‌آید و تمامی این عوامل و متغیرهای آن در رابطه علت و معلولی با یکدیگر، ساز و کاری بوجود می‌آورند که درک و تحلیل آن را مشکل می‌سازد. از این رو تشخیص جهت مناسب تغییر دشوار می‌شود.

دو دلیل عمده وجود دارد که ضرورت تغییر در سازمانها را ایجاب می‌نماید:1-   نیاز به تغییرات درونی برای تطبیق با رخ دادهای ایجاد شده در خارج از سازمان.

2-   علاقه به پیش‌بینی توسعه در آینده و یافتن راه های تطبیق با آن.

به هنگام حادث شدن تغییر، عوامل انسانی در سازمان پاسخ‌های متفاوتی از خود نشان می‌دهند.مقاومت افراد در مقابل تغییر یکی از مهمترین مسائل سازمان ها و بنگاه های اقتصادی است زیرا آنها تغییر را نوعی تهدید برای خود می‌دانند و به سادگی پذیرای تحولات و تغییرات نمی‌شوند و غلبه بر این مقاومت و هدایت آن، یکی از مشکل‌ترین وظایف مدیران است. به هر حال تغییر هرچه باشد و مقاومت در مقابل آن به هر شدتی که باشد نیاز به مدیریت و راهبری دارد و مدیر باید افراد را توجیه کرده و آگاهی‌های لازم را به آن ها بدهد.

مقاومت در مقابل تغییرات دو منشاء دارد:

1-   مقاومت‌هایی که منشاء فردی دارند و به ویژگی‌های شخصیتی افراد مربوط می‌شود که عبارتند از: عادت، امنیت، ترس از ناشناخته‌ها، عوامل اقتصادی و بی‌اعتمادی به خود.

2-   مقاومت‌هایی که منشاء سازمانی دارند که عبارتند از: مکانیسم‌های ساختاری، احساس تهدید توسط متخصصان، هنجارهای گروه و سرمایه‌گذاری شغلی.

برای مدیریت تغییر و مقابله با مقاومت کارکنان در برابر تغییر، "رابینز" روش هایی را به شرح زیر پیشنهاد نموده است:

 1-   ارتباطات: مدیر باید با کارکنان ارتباطی موثر برقرار نموده و دلایل ایجاد تغییر را برای آنان بیان


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Change management

تحقیق درباره Sports Management

اختصاصی از نیک فایل تحقیق درباره Sports Management دانلود با لینک مستقیم و پر سرعت .

تحقیق درباره Sports Management


تحقیق درباره Sports Management

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تعداد صفحات: 5

 

موضوع تحقیق:

Sports Management

Can Sports Management Stop Steroid Use?

Sports Management Approach to Stopping the Use of Steroids

In the months prior to this fall, no one could browse through a newspaper sports section; tune a television set to ESPN; or listen to a sports talk radio station without being aware of facts, speculations and opinions regarding the recent revelations about the use of steroids in Major League Baseball.

We have been informed about parents who are outraged at the example steroid use sets for our youth. Journalists speculate about who has lied and what is the degree of alleged falsity in players' statements. Hall of Fame induction potential of alleged and proven steroid users has been debated. Former players have commented on the implications of such behavior. When Rafael Palmeiro returned to the field after his 10-game suspension resulting from a positive test for steroid use, the initial reaction of fans was analyzed as to the ratio of cheering and booing.

The larger question is: What is the solution to stopping what is widely believed to be a dangerous and unethical practice in all of sports? The purpose of this article is to analyze the situation from a sports management standpoint and define the roles professionals have in slowing if not stopping the spread of steroid use in professional sports and, more importantly, collegiate and scholastic sports.

As all of us who have studied the discipline of sports management know, management has been defined in many ways. For the purpose of this essay, the most appropriate definition can be referenced in Francis J. Bridge and Libby L. Roquemore's text Management for Athletics/Sport Administration Theory and Practice, fourth edition:"Management is defined as the achievement of predetermined objectives working through others."

The predetermined objective here is the elimination of steroid use in sports. In order to work through others, a manager should know what responsibilities are designated to whom and what authority, power and expertise each person possesses. The expectation should be for each person to use his or her abilities and resources to the fullest capacity to carry out such responsibilities.

President Bush proclaimed his leadership position in this objective during his January 2004 State of the Union Address when he said:

"The use of performance-enhancing drugs like steroids in baseball, football, and other sports is dangerous...I call on team owners, union representatives, coaches, and players to take the lead...get rid of steroids now."

Bush, the former managing general partner of the Texas Rangers, was accused by Jose Canseco of knowing about players using steroids during his time with the Rangers, and doing nothing. His authority over the situation is actually greater as President of the United States than it was as part owner of a baseball franchise. There is a difference between knowing a player is using steroids and having evidence to prove it. Tangible evidence comes in the form of a drug test, which could not be administered without a provision in the collective bargaining agreement players and owners. This was the case when Bush was in the Rangers' front office.

However, the distribution of steroids as a performance-enhancing substance is illegal and the U.S. Department of Justice, a division of the Executive Branch of the federal government, has the authority to investigate and prosecute violators of such laws. It is not likely a coincidence that the federal prosecutors' high-profile case against Balco laboratories and their alleged dealings with baseball players -- and the subsequent revelations that followed -- occurred just shortly after our nation's chief executive made his January '04 statement.

Steroid use is also a concern for the Occupational Health and Safety Administration (OSHA). When steroid use becomes a culture in a professional sport, the competitive advantage it has makes nonuse a threat to a player's career status. Therefore, not having strict rules and testing for steroid use creates an occupational hazard. This is a concern if the current steroid testing policy is not effective.

The professional athletes themselves have an obligation not to encourage steroid use to younger athletes, but this is not because they are perceived as role models. Their obligation is not to subsidize the steroid industry. The development of any unhealthy, performance-enhancing substance cannot occur without financial support. When professional athletes provide business to chemists who develop


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تحقیق درباره Sports Management