الاتجاهات الحديثة في الإدارة الرياضية

Administrative Management

• Modern Trends in Sports Management: This is a study of modern trends in sports administration, targeted at fourth-year students specializing in sports management. The course is taught by Dr. Mohammad Fouzi Abdul Aziz Ali and Dr. Ihsan Hassani Ahmad Joudah.

HRM (Human Resource Management)

• Definition: HRM is the planning, organizing, directing, and controlling of activities related to selecting, appointing, training, developing, rewarding, caring for, and retaining individuals to contribute to achieving organizational goals.
• Importance: HRM is crucial as it's the core of any activity, the most expensive cost element, a critical factor for effectiveness, and critical for replacing limited resources. It develops employee skills, creates a suitable working environment, and boosts loyalty.
• Goals: Includes achieving maximum output, increasing employee performance via training and a supportive environment, increasing loyalty and commitment through fair compensation and policies, and objectively assessing employee performance for fair rewards and promotions.
• Functions:
• Planning: Forecasting workforce needs in terms of quantity and types
• Organizing: Defining roles, responsibilities, and authorities among individuals.
• Directing: Guiding individuals towards organizational goals (Motivation, Command)
• Controlling: Managing and coordinating activities based on the workforce plan.
• Recruitment: Identifying and acquiring the right workforce.
• Selection: Testing and choosing qualified candidates.
• Training & Development: Continuous skill improvement.
• Compensation: Determining fair compensation packages.
• Employee Relations: Providing a supportive and positive environment.

Organisational Culture

• Definition: A system that transmits existing experience and collective knowledge, embodied in common attitudes, values, beliefs, myths, and historical experiences within a group.

• Origin and Evolution: Rooted in human history, evolving from early tools and developments to complex societies.

• Differences: Culture is different from civilizations which are mainly physical achievements, and from organizational projects which are written documents outlining the organization's vision and aims.

• Types: Different types of organizational cultures exist (e.g., strong, weak, adapted, etc.).

• Positive vs. Negative Cultures: Positive cultures foster collaboration and engagement, while negative cultures create conflict and dissatisfaction.

Administrative Reform

• Concept: A deliberate and comprehensive change in government or organizations, aimed at a future vision. It aims to improve public satisfaction, develop human resources, adjust structures, simplify procedures, and update tools.

• Characteristics: A profound, intentional, continuously evolving, and encompassing change process affecting all administrative bottlenecks.

• Factors Requiring Reform: Political, economic, social, and demographic issues (e.g., crises, competition, social issues, demographics like rapid population growth).

• Principles and Foundations: Holistic, systemic approach, integration with economic development, implementation of decentralization, transparency, cultural change.

• Strategies: Partial reform, horizontal reform (affecting all parts of the government), sectoral/regional reform (targeting specific areas), total reform.

Workplace Environment

• Definition: All conditions surrounding employees at work, encompassing physical, emotional, temporal, and spatial aspects.
• Importance: A conducive workplace environment fosters employee satisfaction, commitment, performance, and productivity, ultimately benefiting the organization. Poor conditions affect motivation, leading to issues.
• Elements:
• Organizational structure,
• compensation,
• leadership,
• performance evaluations,
• training programs,
• company policies,
• work-related personal and social interactions.

Innovation

• Concept: A process that involves generating new ideas, methods, or solutions.
• Elements: Originality, fluency, flexibility, analysis, risk-taking, originality, detachment, sensitivity.

Knowledge Management

• Concept: A process of creating, capturing, sharing, and utilizing knowledge.

• Characteristics: Accumulative, organized, contemporary, holistic, and adaptable.

• Source: External sources (external libraries, the internet, competitors' analyses, suppliers, clients, universities), internal sources (employee experiences, internal conferences, company library, internal research).

• Types: Explicit (formal knowledge documents), tacit (knowledge based on experience).

• Importance: Improved competitiveness, adaptability, reduced costs, increased innovation.

Feasibility Studies and Project Evaluation

• Purpose: Rationalize investment decisions by examining the economic and technical viability of a proposed project. Assess market demand, resources (materials & labor), funding, and return on investment relative to risk.

• Stages: • Project Idea Generation • Preliminary Feasibility Study • Detailed Feasibility Study (marketing, technical, financial, economic components) • Project Evaluation • Recommendations and Investment Decision

Competitive Advantage

• Definition: An advantage over competitors in utilizing outside opportunities or mitigating risks, deriving from effective utilization of resources (financial, human, intellectual).
• Types:
• Cost leadership: Lower overall costs than competitors through efficient operations.
• Differentiation: Unique product features, excellent service, brand reputation, etc.
• Focus: Serving a niche market with specialized products or services.
• Criteria: Originality, sustainability, defensibility.
• Sources: Strategic approaches, national context, resources.

HRM (HR Management) - Continued

• Emphasis: Current HRM focuses on developing the human resource as a strategic asset via implementation of various management philosophies.

• Shift: Transformation from the traditional control and command model to empowerment-based management emphasizing organizational flexibility and employee contributions.

• Modern HRM: Modern HRM emphasizes empowering employees, fostering a high level of motivation, understanding the human element, and adapting to environmental factors.

Leadership

• Concept: A process of influencing individuals or groups to achieve goals through communication, motivation, and direction.

• Islamic Perspective: Leadership should be characterized by compassion, avoiding harshness, forgiveness, seeking divine guidance, and seeking counsel in decision-making.

• Traits: Knowledge, skills, personality (self-reliance, decisiveness, empathy), adaptability, integrity.

• Styles:

• Bureaucratic,

• Participatory,

• Strategic,

• Supportive,

• Directive,

• Empowering,

• Knowledge-based.

• Considerations: Individual values, team dynamics, and contextual factors (organizational, social).

استكشف الاتجاهات والتحديات الحديثة في مجال الإدارة الرياضية. يتناول هذا الاختبار كيفية تحسين الفعالية وأهمية الإدارة الرياضية في تحقيق النجاح. اطلع على مجموعة من الأسئلة المتعلقة بالمحتوى لتعزيز فهمك لهذا المجال.