Running head: PERFORMANCE MOTIVATION AND MANAGEMENT CHANGE Gallegos 1

Performance Management and Management Change

Yogi Gallegos
Sports and Rec Management 584
March 27, 2015
Professor Weatherford

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Performance Motivation and Managing Change Paper

Introduction
There has been a plethora of research conducted, tested and hypothesized over
motivation for desired performance and change that is inevitable within the professional
work place, specifically within sport organizations. The purpose of this research is to
allow the reader to have a better understanding of what successful performance
motivation and change management consists of within the realm of sports
organizations. These concepts are important to know and understand due to the large
number of failing sport organizations that are either conducting the wrong processes or
no processes in the involvement with motivation and change management, which
ultimately leads these organizations to failure.
Review of Literature
Performance Motivation
Performance motivation is a very powerful tool that if used incorrectly, can corrupt an
organization. Performance motivation is split into two parts, intrinsic motivation and
extrinsic motivation. Intrinsic motivation can be summed up as one who takes part in an
activity for ones self-pleasure or without external incentives (Deci, Nezlek & Sheinman,
2005). This type of motivation is commonly seen as activities that are hobbies to the
individual. The second part of performance motivation is extrinsic motivation, which can
be defined as: an individual using motivation that comes from outside incentives such
as praise from others or an increase in money. This type of reward system provides
fulfillment and/or pleasure that may not come directly from the task itself (Deci, Nezlek &
Sheinman, 2005).
Managerial Techniques Used for Boosting Motivation. Within a sports organization
there are many parts that make up the whole. It is very important to have each part inline with the organizations standards, philosophy and moral values in order to have a
working organization striving for a common goal set by the founders of the organization
(Wei Ting, Kou Hsien, Yi Ching, Chia Huei & Hui Chin, 2013). Motivation can be
extremely good and boost an organization toward success, but it can also be the end to
an organizations existence as well. According to McQuerrey (2015), here are several
types of motivation that should be used for positive reinforcement to build and maintain
a successful sports organization:

Create a positive work environment

Motivate personnel by giving them a positive work environment, allow and
encourage teamwork activities and be able to offer all tools necessary for
personnel to be successful at their position.

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Set Goals
Managers need to have a set list of goals that they would like to see reached
at a certain time. This time frame should not be strenuous, but instead a
manageable allotment of time to get the goals accomplished. It is also good
practice to allow staff to help the manager develop these goals to give the
employees a voice or a sense of worth to the organization. This will allow
the individual to have some intrinsic motivation toward completing the task.

Provide Incentives
Managers should motivate staff by implementing a system of incentive based
opportunity (money, gift cards, vacation days, etc.). This type of motivation will
allow the employees to work toward a personal goal while accomplishing the
greater goal as well.

Recognize Achievements
Managers need to have a set date at the end of every month to celebrate
employee accomplishments. This will boost team morale and give the staff
another motivation to perform desirably.

Share Profits
Managers motivate employees by having some type of profit or point system.
Employees that share their points with other employees will increase their
point total, which will have an end result of earning multiple positive
reinforcement awards along with helping a fellow co-worker reach their goals
as well. This results in the company having a win-win dynamic by gaining
team morale and getting their tasks accomplished!

Solicit Employee Input

Managers need to routinely check with their employees to make sure all is
well in terms of satisfaction level. Managers need to make sure that they
switch avenues from month to month of how they receive their feedback from
employees (anonymous polls, face to face conversation, using employees to
conduct a review, etc.)

Provide Professional Enrichment

Managers need to encourage employees to continue their education and
continually seek more education on their profession.

Managing Change

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Change in the sport organizations is inevitable. What does this mean? The term
change, when coupled with sport, could actually mean a variety of different things.
This multi-faceted component (change) is why managing change is such a difficult task
to manage if not taken as a continuous idea rather than a definite solution that cures all
(Ehsani, Mondalizade, Kozechian & Honari, 2013). Loan & Gabriel (2010) commented
on change noting that the whole world of sports is changing in order to achieve higher
performances. A good example of change is using Major League Baseball (MLB). To
put this ideology into laymans terms, during the 90s and early 2000s steroid usage
was prevalent among professional baseball players in the MLB (Butterworth, 2008).
These players were consuming performance enhancing drugs to try and raise their level
of performance, raise their teams performance and to ultimately raise their odds of
winning a MLB championship title which includes getting an increase in earnings and
raising individual stats. In this example, there are multiple changes that took place within
the game of baseball at the professional level that left management devastated.
Homerun totals were enormous, pitchers earned run averages were awful and the illegal
substances that players were consuming were paying off (Butterworth, 2008). Once the
MLB office caught wind of the activities that were taking place within their league, it was
already to late. Multiple records had been broken, players gained millions of dollars and
tremendous amounts of newly found fame, all the while, the game that many knew and
love had been taken advantage of (Butterworth, 2008). Loan & Gabriel (2010), go on to
add, Change is certainly the axis for the whole mankind of the 21 st century.
Where did the MLB organizational leaders go wrong by not taking account of change?
Loan & Gabriel (2010) offer information that is relevant toward this event and any other
event involving change that organizations are not ready for concluding that
organizations that will be successful in the transformational world of sport will be the
ones that throw away their classical approach toward the world that once was, and
rebuild their organization on approaches that will be. Loan & Gabriel (2010), also add
that managers of the future will need to possess a series of qualities, knowledge skills
and behaviors common to the employees and specific for the management team.
Recommendations
The first recommendation toward a sports organization is to gain information,
knowledge and understanding in the field that they will be working in. High percentages
of organizations will fail because they are not keeping up with the times or not throwing
away their classical approach for a newer version. As stated previously, times change
and in the world of sport change is inevitable for higher performance. These
organizations can continually seek education by hiring professionals to come and speak
to the organization or by going to take more higher-level course work at an institution.

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Organizations that want to take gaining education over their craft seriously can do both
methods by utilizing all available paths for knowledge.
Another recommendation for sport organizations is for managers to consider revising/
implementing all or some of the motivational techniques to boost motivation within their
organization. Techniques such as: creating a positive work environment, setting goals,
providing incentives, recognizing achievements, sharing profits, solicit employee input,
and providing professional enrichment. Motivation is a very sensitive issue that should
not be taken lightly. As stated above, motivation can be a very powerful component
either making or breaking the organization. The implementation can help avoid
organizational failure by pushing the organization forward toward higher success. Once
again, organizations can higher agencies to come and speak to the management team
as a whole about motivation and the perks that come along with proper motivational
tactics.
Conclusion
Performance motivation and management change are both important factors in
becoming a successful sports organization. Positivity is a very powerful technique that
can and will become a useful tool to organizations that take motivation seriously and
use them correctly. Motivational techniques along with change have both been around
for thousands of years, but some organizations have lost sight of educating themselves,
along with their members, of the history of how certain techniques have been used
toward successful behaviors and/ or the power of motivation as a whole. Organizations
are trying to continuously reinvent the wheel, when it has been around for centuries
without any issues. Organizations needs to stop trying to come up with new ideas to
build the wheel and concentrate on how to make the ride smoother by adjusting
different components of motivational techniques that have already been tried and tested
and finding the best fit for their respective organization.
After reading this research, the reader should understand that the purpose of this
research was to gain understanding of what successful performance motivation and
change management consists of within the realm of sports organizations. The reader
should have also gained knowledge over performance motivation and management of
change concepts and how they are important toward the overall success of their
respective organization.

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References
B Butterworth, M. L. (2008). Purifying the body politic: Steroids, Rafael Palmeiro and the
rhetorical cleansing of major league baseball. Western Journal of
Communication. 72(2), 145-161.
B

Deci, E. L., Nezlek, J., & Sheinman, L. (2005). Characteristics of the rewarder and
intrinsic motivation of the rewardee. Journal of Personality and Social Psychology,
40(2), 1-10.

Ehsani, M., Mondalizade, Z., Kozechian, H., & Honari, H. (2013). Identify factors for
entrepreneurship development in sport of Iran. Pamukkale Journal of Sport Sciences,
4(3), 41-52.

Loan, T., & Gabriel, S. (2010). Performance management in the institution of physical
education and sports - selective scientifical researches of the doctoral thesis. Ovidius
University Annals, Series Physical Education & Sport/Science, Movement & Health,
10(2), 769-774.
McQuerrey, L. (2015). 7 techniques for increasing motivation. Houston Chronicle.
Retrieved from http://smallbusiness.chron.com/7-techniques-increasingmotivation-55420.html

Wei Ting H., Kou Hsien W., Yi Ching W., Chia Huei H., Hui Chin W. (2013). Autonomy

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and structure can enhance motivation of volunteers in sport organizations. Perceptual &
Motor Skills. 117(3), 709-719.
B