Final

1

Milestone 3

Will Hoekwater Southern New Hampshire University SPT-600 Mgmt of Sports Organizations Dr. Mauro Palmero

During their tenure, the New England Patriots were accused of cheating. The management team considered many factors to resolve this issue. Management conducted a thorough internal investigation, cooperated with the NFL, and admitted guilt to address cheating (Glennon, 2008). They considered the team's reputation, league sanctions, and fan and sponsor trust. Management also considered ethical issues and league rules.

The organization could have used several decision-making models to address the issue: Autocratic decision-making, where one authority decides without consulting others. The organization could have chosen this approach, but it may have led to further distrust and backlash from players, staff, and fans (Glennon, 2008). Second, consultative decision-making model, which involves seeking input from relevant stakeholders before deciding. The Patriots could have involved key players, coaches, and staff in the decision-making process to garner various perspectives.

In addition to collaborative decision-making, the organization could have engaged in open discussions and consensus-building with all relevant parties in this approach. This method might have been beneficial in rebuilding trust and cooperation. Therefore, the most appropriate decision-making model for resolving the issue would likely have been the collaborative approach (Glennon, 2008). This is because cheating allegations affect not only the organization but also its players, staff, and fans. All stakeholders could have felt united and responsible by having open discussions and reaching consensus. It would have let everyone participate in decision-making and own the solution.

The organization utilized a mix of decision-making models, primarily consultative and collaborative. They sought input from key stakeholders, such as the coaching staff and players, while also making decisions that were necessary to address the issue promptly. For example, they consulted with the coaching staff to determine the appropriate disciplinary actions for involved players.

In terms of motivational theories, the organization's decision could be analyzed through Maslow's Hierarchy of Needs. The need for self-actualization, or achieving one's potential, was evident in the organization's desire to rectify their actions and restore their reputation (Badubi, 2017). They also considered the safety and security needs of their players, staff, and fans by addressing the issue promptly and transparently.

Regarding leadership behavior models, the organization displayed elements of transformational leadership. They acknowledged their wrongdoings and actively worked towards a better future (Nanjundeswaraswamy & Swamy, 2014). This leadership approach can inspire change and foster a sense of purpose and growth. Furthermore, they exhibited aspects of authentic leadership by being genuine and transparent about their actions.

In hindsight, the organization's use of consultative and collaborative decision-making models was appropriate, as it allowed them to involve key stakeholders in the resolution process. However, they could have been more proactive in seeking fan input and addressing their concerns. The organization demonstrated elements of transformational and authentic leadership, which were beneficial in rebuilding trust and credibility.

The organization's decision and solution caused several structural changes. Team code of conduct and ethics policy changed most. They tightened rules to prevent cheating and stressed team integrity. Additionally, the organization's PR and communication strategy shifted toward transparency and openness (Glennon, 2008). The company also changed its internal controls and monitoring systems to comply with league rules.

In conclusion, the New England Patriots' management team investigated cheating, cooperated with the league, and accepted responsibility. They considered factors like reputation, sanctions, and ethics. The decision-making models used included consultative and collaborative approaches, with a leaning towards collaboration as the most appropriate. Motivational theories like Maslow's Hierarchy of Needs were evident in their actions, and leadership behavior models included transformational and authentic leadership. The organization could have been more proactive in involving fans in the resolution process. The changes in the organizational structure primarily revolved around a stricter code of conduct, enhanced public relations, and improved internal controls.

References

Glennon, S. (2008).  The Good, the Bad, & the Ugly: New England Patriots: Heart-Pounding, Jaw-Dropping, and Gut-Wrenching Moments from New England Patriots History. Triumph Books.

Badubi, R. M. (2017). Theories of motivation and their application in organizations: A risk analysis.  International Journal of Innovation and Economic Development,  3(3), 44-51.

Nanjundeswaraswamy, T. S., & Swamy, D. R. (2014). Leadership styles.  Advances in management,  7(2), 57.