Motivation In Basketball Free Sample

Motivation I. Introduction Motivation is one of a basics elements in human resources management. In every organization choice and usage of a proper motivation technicians is crucial for achieving the best results. In this paper I will put under consideration motivation of the Individuals and its Impact on the results of entire team, In context of a very specific type of organization – basketball sport club. Motivation is a real determinant of players’ involvement, which drives them to develop technical side of skills, and prompts to work at concentration, composure and faith in their own abilities.

In sport, encouragement Is a key to success, and as It came out from my findings, sportsman’s mental state is equal or even more important than their physical condition. My objective is to approve argument that the players of Kaka are not well motivated. Considerations taken by me do not apply to all members of the Kaka, but only players. Their features, capableness, aspirations, achievements constitute the strength of the organization. They carry the most Important organization’s goals by playing basketball, and wining matches.

Other members like coach, manager, physiotherapist eave their specific roles, such as supporting and taking care that everything around players Is alright, so athletes can focus on playing basketball. II. Organization description The Mime]ski Club Sporty Cobra Cornicing is a sporting organization which includes basketball team, founded in 1992 on the initiative of the municipal authorities and teachers of physical education from local school. After years of struggle In regional tournaments, In the season 2003/2004 team made Its debut In second polish basketball league.

During next few years, under the leadership of resent coach – Which W. , the Kaka was one of the best four teams in that league, but they do not achieved promotion to Polish national 1st basketball league until the season 2007/2008. Here is also worth to said about some primary goals of the Kaka: aspiring to achieve best results during season (classification to playoffs, promotion to Basket League); gaining interest in the greatest number of fans; 1 OFF creating the best conditions for training young players, who can be their future; developing various forms of physical culture; Ill.

Organization specification Basketball organization and all sporting organizations has some certain characteristics. When we are looking at basketball team like on a business, customers differ a little bit. Therefore, to a greater extent, than in other organizations, is important to the individual to create his individual attitude in the course of their work. In that case, sportsman’s results are important, but sometimes it would not be enough to attract crowds, and earn money for his team.

Fans and sponsors like to see the victory of their team, but most of all, they like to see the full players’ involvement n the game. And if they enjoy team’s matches, they will spend more money on tickets, gadgets etc. That’s the another reason why motivation is so important in that field. IV. Theory Motivation is our drive or willingness to do something. In management it is the process through which managers build the desire to be productive and effective in their employees.

In my research motivation is measured by some psychological aspects, such as involvement in trainings, ability to concentrate during games – that could have great importance, because if the best player could not concentrate during attaches his or her results will be poor; determination to achieve their goals, pleasure from playing basketball, relations with supervisors and teammates, ambitions for self-actualization. Motivation can be divided into two types: Intrinsic – which is internal to the every person and is driven by his or her personal interest tort enjoyment.

Employees who are intrinsically motivated tend to work at higher levels of productivity and strive to develop professionally. Extrinsic – which is external to the individual, and is based on factors from its environment. An extrinsically motivated person will work on a task that they do not particularly care for simply because of the anticipated satisfaction that will come from the extrinsic reward. Mason’s need hierarchy – Moscow presented the idea that human actions are directed toward goal attainment.

Any given behavior could satisfy several functions at the same time; for instance, going to a pub could satisfy one’s needs for self-esteem and for social interaction. Measles Hierarchy of Needs has often been represented in a hierarchal pyramid with five levels. The four levels (lower-order needs) are considered physiological deeds, while the top level is considered growth needs. The lower level needs need to be satisfied before higher-order needs can influence behavior.

My qualitative research is based on a questionnaires provided to 15 basketball players -who were chosen non accidentally by me, conversations with them, and also my objective observations during the match, when the Kaka was playing versus the Zinc. VI. Analysis of research When you look at the questionnaires completed by the athletes for the first time, it seems that the Kaka is a team of 15 highly motivated, self-confident players. Only one f them responded that he is not perceived by the environment as a confident person. 87% (13 people) of respondents answered that they defeat motivate them.

But when I asked them about making mistakes during matches, only eight players answered that they manage to forget about failure. Three of them are still thinking about their rebuff, which cause another rebuffs. Other athletes responded that if there are too much mistakes, they lose self-confidence and try not to worry about it. Are you perceived as a confident person by your environment? Defeat motivate/ denominate you? If you make a mistake during the match… Does it often happen that you lose concentration during a match?

It can be concluded that players are not fully confident about their skills, have problems with concentration during performances in public, cannot withstand pressure in difficult moments of a match. Athletes easily give in stressful situations, which has reflection in their results. Another aspect of their game, I would like to focus on is the level of players’ engagement in training, physical and mental development, and love of basketball. The first thing I asked was their tardiness or absence from training. As the chart wows 10 players have never been late during last season, three of did but no more than 3 times.

Two of them admitted to being absent. The next situation is also interesting. It seems that basketball is not a passion for all these athletes. Five players answered that, after sustaining injury and recovery, would probably choose a different sport than basketball. Have you been late or absent from training during last season? After a serious injury and recovery would you return to basketball? Improve your basketball skills, condition etc. After all, the rest of players declare high level of involvement. Only two of the fifteen players declared that they do not have additional trainings.

During conversation with players it turned out that most of these additional trainings are meeting and playing with teammates, and friends outside of the team. That’s good because it strengthens their relationship, and combines entertainment, relaxation with development of basketball skills. All basketball players replied that financial rewards are as important to them as intangible rewards. But when I asked the younger part of the team, what motivates them, they answered that they obtain motivation from playing as a professional settable player.

For elder players money has greater value, because they have to earn for their families. During conversations players seemed to be easy-going. They did not feel stress when I asked about their relations with the coach or management. In question to assess coach’s impact on the team’s motivation, the coach has been rated at 4. On the other hand, earlier, when I was watching their match, I have observed that coach has friendly relations with his players. Probably he is not tough enough to lead players at higher level.

When I asked If they would change club, if they got such a proposal, here of the players answered that they would reject the offer. This is due the fact that they have been playing in Kaka for many years, they are afraid of changes. The remaining 80% would consider such a proposal. Players do not use services of a sports psychologist, they do not get from club such possibility. Also financial prizes for their good results are admitted rarely. VI’. Conclusions & Recommendations Undoubtedly motivation in all sports organizations is extremely significant success factor.

Sources of motivation can be different, and each individual should be titivated personally. However, if we are dealing with players who do not like their job, because sport is not their passion, we should swap them for those who will try harder. My first recommendation, based on my research is to hire young players, who have vital ambitions and do not care about money at all. At the beginning for young basketball players the best motivation is the opportunity that they can play in a professional team. They can play even for free, and if they prove their value they will get a contract.

Research has shown that they are more ambitious than the older layers. The second suggestion is to hire psychologist who will evoke the need for victory in players. The athletes are submitted to a various factors that influences their behavior. They have contact with fans, media etc. Too much of criticism or praise can destroy player’s mental attitude. It indicates that player lose his self-confidence and concentration, so his results are also poorer. Some elements of a good the Month (or whole season) will encourage each player to have better efficiency rating, which is very popular motivation technique overseas.

My last conception is to revive new contracts. My idea is based on some changes in payroll. Every player get same wages, but if some of them is notoriously late for trainings, his results is not satisfactory etc. Salary can be cut by some amount of money, until he will get better. Threat also builds motivation. Sportsman is a specific type of employee. They have a huge need for being appreciated, and often need a strong stimuli to be fully motivated. Intangible rewards are important, but according to the Measles hierarchy of needs, psychological needs must be satisfied at the first place.

Nowadays without money it is not possible. So in Polish realities, the most important in a motivation process are all bonuses and prizes for additional involvement and great results. My research approved that the Kaka requires changes. Some group of teammates do not really care about improving their results. They do not have passion in basketball. And if you don’t have passion in what you are doing, you will never succeed. At this point I can compare this team to a boat, when one of the passengers tries to sink it, so their objectives cannot be achieved.

Admissions Counselor And Love My Job

Autobiography of a Student Development Professional – namely, you! Let me know about you and how your background affected your undergraduate collegiate experience. Going for my undergraduate degree was a tough and long road. I knew at some point if I wanted to advance in my Job, I would have to go back to school to get my undergraduate degree. In the beginning I knew I wanted to become a CPA. After going to the Community College and receiving my associates in Accounting, I decided that becoming a CPA was not for me.

I took some time off and went about life. It wasn’t until years later I returned to school. At the time I didn’t know what I wanted to do, I Just knew that I didn’t want a degree in Accounting. Instead I went for a degree in General Studies with a Social Science Concentration. While attending the program I took a counseling class and loved it. This should have been apparent to me, since I always enjoyed helping people and I was told that I was a good listener. Once again, I took some time off after receiving my bachelor’s degree.

I am currently irking as an Admissions Counselor and love my Job. This is what brings me here, back to school; this time to get my graduate degree in Counseling with a College Student Personnel Concentration. Which of the types of student development theories are most relevant to your experience and your development? There are many theories that are relevant to my experience and development. I feel like I can incorporate a little of all the theories. Of course every situation and student is different and different theories may work better on each individual.

Taking a quick lance at the theories I will have to say that the Cognitive Structural and Schoolhouses Transition theory I can conceptualized with more. I believe that a person’s perception is important to understand how it influence’s their life. Knowing how a student thinks, can help the counselor help the student. Do these correspond to those for which you had a proclivity on the Theory Sorter Exercise? The Student Development Theory Sorter really corresponded to my thoughts. I had scored very low on subjects that I had no knowledge in and the areas I can relate to I scored high.

Pelton Wheel Turbine

Performance Characteristics of Belton Wheel (Impulse Purpose: To investigate typical performance characteristics of an impulse turbine. Apparatus: Ramified Belton Turbine, Ramified Hydraulics Bench and digital tachometer. Sketch a labeled schematic diagram of the apparatus. Theory and Definitions: (Ref. Munson/Young/Schools A Brief Introduction to Fluid Mechanics, 3/e, p. 479) 1. Ideal power and efficiency From 1 ;D energy equation, derive the Ideal (Involved flow) power output of an Impulse turbine in terms of the flow rate and jet velocity.

Review the definition of output power of a rotating shaft in terms of the torque and rotation speed. The turbine efficiency is simply defined as the ratio of actual power to ideal power of the turbine. 2. Dimensionless Coefficients Review the definitions of flow coefficient, pressure coefficient and power coefficient. Procedure 1 Turn on the pump on the hydraulic bench and fully open the control valve. 2 With the friction belt on the brake disk completely disengaged, adjust the flow rate to obtain a pressure head of about 5 m at turbine inlet, as indicated by the pressure gage at the inlet.

Tighten the friction belt on the brake disk so that the difference in the tensions of the two spring balances is about 1 N. Read the tachometer to obtain the rotation speed. 4 Repeat step 3 until the maximum on the spring balance is reached, or the rotation speed is zero. 5 Disengage the friction belt and adjust the flow rate so that the pressure head at the inlet is about 10 m. Repeat steps 3 and 4. 6 Repeat with a inlet pressure head of 15 m and 20 m. Results: 1 . Compute and plot the torque, power output, and turbine efficiency against rotation speed for each inlet pressure head. 2.

Compute the flow coefficient, pressure coefficient and power coefficient and plot them on the same graph. Conclusion: Is the scaling law for outreaching verified? Performance Prediction of Prototype maximum efficiency, and predict the flow rate, pressure drop and the power output for a geometrically similar turbine that is 10 times larger in dimension and rotating at one-fifth of the speed. Date: Name ME-Expect 2 Data Performance Characteristics of Belton Wheel (Impulse Turbine) Radius from Turbine center to water Jet: R = 5. 5 CM. Brake drum Radius r = 3 CM. Head at inlet Flow Rate Xi’s Volume of water Speed 0 (RPM) Friction