Week 5 Case Study Interpersonal Communications Essay

Many everyday encounters can test our values. In sports conflict is expected, and as skill level increases conflict becomes more prominent. This is even more evident to coaches, as they experience conflict from players, referees, and parents. In my experience, coaching many times I must hold back what I want to say and walk away. One specific encounter with two parents tested my values of respect, positivity, and self-worth. In this experience, two parents confronted me after a game about the substitutions going on on the field, as I was a youth coach learning how to run the bench I was appalled at this statement. In this instance, I related to the barber contemplating what to do, “ What do you gain by it? Nothing.” (pg.15A) I also connected with the idea of upholding a reputation, as I would not want to be viewed as anything less than a great coach, “Murderer or hero?” (pg.15C) My values of respect and positivity helped me walk away from this situation, which further revealed how my character is centered around integrity.

InSideOut Coaching explains how to become a transformational coach. Coaches first have to "go inside" and articulate their reasons for coaching. Only those who have taken the InSideOut journey can become transformational. Joe Ehrmann provides examples of coaches in his life who taught him how to find something bigger than himself in sports. He describes his own InSideOut experience, starting with the death of his beloved brother, which helped him understand how sports could transcend the playing field.

They must clarify values. Norman Dale valued teamwork. He believed that no player was more important than the other and he expressed this during practice and showed it by changing the way the Hickory Huskers practiced. Unlike the town who wanted to get their star player back and keep the basketball in his hands and not confuse the boys by changing their routine, the new coach wanted to break these barriers. He “modeled the way” by sticking to his values and ignoring the pestering from the fathers and other townsfolk who invited themselves to practice and by kick out players who did not want to listen during practice.

Everyone is looking to succeed, some people just do not seem to understand how. Accomplishing an aim or a purpose is known as success. In John Wooden’s novel, They Call Me Coach, he uses his own experiences to inspire coaches and players all across America. Wooden had many wins in his career, but nevertheless, he suffered many losses. Overall, he was one of the most successful coaches/players of all time, being elected to the Basketball Hall of Fame as a player and a coach. This novel provides specific examples of Wooden’s pyramid to success, which makes it an excellent read for anyone looking to conquer their goals, not only in sports, but in life.

2.|Using a single attribute to develop an overall impression of a person or situation is called __________.|

Coach Dean Smith was head coach of the University of North Carolina (UNC) men’s basketball team for 36 years, from 1961 to 1997. He tallied 879 wins during his tenure at UNC, with his teams appearing in 11 Final Fours and winning two National Collegiate Athletic Association National Championships. He also coached the 1976 United States men’s basketball team to an Olympic gold medal. Coach Smith led and mentored many future National Basketball Association (NBA) legends such as James Worthy, Sam Perkins, Vince Carter, Jerry Stackhouse and Michael Jordan, to name a few. His successful basketball strategies and game innovations no doubt contributed to his wins on the court, but as important to his sustained team success was his methodical approach to team building and genuine care for his players as individuals. Dean Smith was both a visionary and ethical leader. This essay will detail how Coach Smith was a visionary leader that fostered an inclusive environment and used transformational leadership, with a focus on individual consideration, to methodically mold his teams. Additionally, the essay will show how Coach Smith was an ethical leader as he avoided falling into the ethical trap of worry over image and used the essential intellectual trait of intellectual perseverance in confronting the ethical

“Social Exchange Theory discusses an individual’s outcome to different social interactions by examining the exchange of resources during social interactions….. This theory is highly reliant on reciprocity for whatever costs are incurred by the individual,” (Fleming). There is ample evidence that Tim Duncan assessed the cost/benefit ratio of his personal and professional relationships before committing towards progressing them. This habit that would ultimately reveal a similarity between him and Popovich, where both expressed reluctance towards engaging in relationships with individuals who placed the success of themselves of the success of the team. During Duncan’s collegiate years at Wake Forest University he even helped co-author a book “Aversive Interpersonal Behaviors”, where he contributed an entire chapter titled “Blowhards, snobs and narcissists: Interpersonal reactions to excessive egotism”.

What leadership style does Coach Carter Us? - Coach Carter uses transformational leadership throughout the film. Transformational leadership is basically the leader having the ability to lead people/group to do more than they would usually be expected to do, this is to bring innovation and change within the team members. Coach Carter performs a lot of tasks to inspire the team. Coach Carter sees a bigger future for each player in the team, that they have the ability to achieve more if they imagined.

Being known as one of the greatest in your craft is something that many people strive for; Phil Jackson has achieved that while staying true to his beliefs and overcoming one of the greatest pains a person can know. His actions, behaviors, and decisions while coaching the Chicago Bulls and LA Lakers define him as both a visionary and an ethical leader. In this paper, we will review Phil Jackson’s use of intellectual stimulation to develop his teams into highly functional units capable of problem-solving and his use of management by exception-passive during games. We will also explore how he used ethical leadership to overcome his competing values during Kobe Bryant’s 2003 sexual assault case and his use of open-mindedness to consider an alternate point of view, giving him greater strength to do so. Furthermore, this paper will expose my personal experience with a need to further develop my use of intellectual stimulation and management by exception-passive, as I typically solve problems for my subordinates and follow up more than necessary. Finally, it will show my strength in the use of open-mindedness to support a leader that was attacking our team. Personally, I require more work to be known as one of the greats; however, the visionary and ethical abilities of Phil Jackson are what makes him arguably the greatest coach the NBA has ever known.

Andrew J. Dubrin lists seven types of power. They are position power, personal power, power stemming from ownership, power stemming from dependencies, power derived from capitalizing on opportunity, power stemming from managing critical problems, and power stemming from being too close to power.

Oftentimes in sports, coach’s contributions get overlooked while players garner most of the attention. When teams find success, it’s the players who receive the majority of the credit, while the coaches are often left in the background. Oppositely, when teams experience failure it’s the coaches who receive most of the criticism, not the players. In reality, organizations and teams are made up of multiple components, each having an effect on one another. Depending on the level of the sport, player to coach relationships can have an insurmountable effect on a team’s performance, culture, and cohesion. In building these relationships, coaches bring their own unique set of leadership skills and styles, and hope to have a positive influence

French and Raven (as cited in Carli, 1999) developed five classifications for types of power: referent, expert, coercive, legitimate and reward. Carli (1999) describes legitimate power as “the extent that others believe that he or she has the right to exert influence over

I routinely declare my belief that trustworthy relationships establish the foundation of a relationship in sport psychology. This study provides evidence-based suggestions to support that belief and the importance of trust in a coach (the leader) which can (as suggested by this research) predict future performance of a team.

In the business world, there are five types of powers. There is coercive, legitimate, reward, referent and expert power. There are three formal types of power are coercive, reward and legitimate power. The remaining two skills derive from one’s personal attributes and skills, also referred to as personal powers.

Have you ever wondered what role politics and power play in organizations? When used effectively they can be compatible in reaching the organizations goals. Power is defined as the ability to get someone to do something you want done or the ability to make things happen in the way you want them. (Schermerhorn, Hunt, and Osborn, Chap. 15). Power is important within organizations because it is the way in which management influences individuals to make things happen. When power and influence combine, most of the time 'politics' become involved in some manner which may pose some problems. Organizational politics is best described as management influenced by self-interest through the use