A key component of preparing sport management students for the real world is their progression through a sport management–specific curriculum, more research is beginning to focus on the importance of field experiences in the preparatory process. A field experience can also be known as an internship, practicum, or mentorship, depending on the details of the experience and the preferences of the educational program. The field experience serves as an integral part of sport management programs, providing an opportunity for learning that is not available in the classroom. Challenging internships that allow the student to play an active role in an organization enhance the educational value of the experience to the student. Through them, students have the opportunity to acquire new skills while applying theories learned in the classroom. A student’s confidence will also grow when there is a sense of serving the organization in a positive manner.
While the field of sport management offers lucrative positions that may initially interest students in the industry, the reality is that they must start a sport management career at the ground level. Most of the industry positions for sport management interns are unpaid. Although the primary objective of a field experience is for the student to apply theories learned in the classroom in a professional atmosphere, some educators feel that students are being taken advantage of in non-wage situations. Some professional sport organizations have come under direct fire concerning their overreliance on unpaid interns. However, the labor laws in the United States do not have clear language dealing with unpaid internships.
The sport industry is very competitive, which makes it very challenging to obtain a career.
In order to be a potential candidate for a job you have to possess many skills. There are seven significant skills to keep you ahead of the game in the sports industry: communication skills, experience in sales, computer skills, time management, being a team player, a bachelor's degree, and being passionate about sports. Communication skills is one essential skill that helps you strive in this industry. You need to be able to communicate well with your colleagues and customers. Employers are also looking for people who have excellent writing skills. Experience in sales in sales is a plus in the sports industry. You want to be able to succeed in selling your products to customers. You have to interact with your customers and find out their wants and needs. Also, computer skills are one of the most important skills needed. Today, employers want their employees to be proficient in computer programs. Employers want them to be able to update their websites, use Microsoft Office to write up documents and fill in databases, and carry out presentations with Microsoft PowerPoint. Time management skills are also important. Since this industry is fast paced, you need to prioritize your work and use your time wisely. Being a team player is a vital skill. Many jobs require you to team up with colleagues to get a job done. When you're a member of a team you have to be able to interact with others well. You also need to be able to help each other out and make decisions together. This is how teams succeed. Obtaining a bachelor's degree is a very important part of getting that dream job. Employers want you to be knowledgeable about the business and how it works. It is also helpful to have experience in the field by doing an internship or volunteer work. Being passionate about your job is another skill needed. One of the reasons why people want to get a career in the sports industry is because they like sports. Liking what you do is what keeps you motivated. Since this industry is very fast paced you want to be enthusiastic in what you do. If you have all of these skills and you are passionate about sports, then you are ready to go out there and get that job!
http://footballjobs.teamworkonline.com
Sunday, October 11, 2009
Sunday, October 4, 2009
"Memo Editiing"
To: T. Leoni, Manager, Personal Department
From: Donald Pryzblo, Manager, Data Processing Department
Subject: Incorrect payroll checks
Mr. Leoni, recently I have been reviewing the “errors” made in the computer files. Faulty time sheets are a very big problem we are having. Contrary to what you insinuated in our meeting, the majority of these errors were made by clerks in the personal department. I feel the employees in the data processing department should be blamed for the mistakes of others. My fellow employees are correctly copying the invalid time tickets that the personal clerks are preparing. The errors are being made by the staff in your department.
You and I previously discussed requiring computer operators in the data processing department to compare entries against the time sheets. . I feel this task will be very time consuming and pointless for my staff. The clerks in the personal department are miscopying the entries. My employees does not have spare time to correct the errors made by others. Also, I cannot hire additional help to fix this problem. I do feel we can work something out where both staffs take part in the revision. This will save both of us time and money. I encourage you to inform your employees to review their work carefully before giving it to the computer operators. I will also pay close attention to the work of my employees. I hope we can resolve this issues and get the work corrected.
Please contact me if you have any questions or concerns. Thank you for your time.
Sincerely,
Mr. Donald Pryzblo
In this email the first thing I corrected was, stating who the email was to in the message. The first sentence was a fragment. Mr. Pryzvblo used the terms “my people, and your people” to frequently. Employees should be directly stated as staff or employees. He acted as if he owned the people. Also, I changed the tone of the message. I feel he didn’t have much respect for Mr. Leoni the way he was speaking to him. I hope that Mr. Leoni realizes that Mr. Pryzblo cannot have his staff correcting errors that his staff created. Also, that he will realize to practice what he preaches. If they had a meeting about the problem in the past Mr. Leoni should have had more supervision over what his employees have been doing. A part of being a manager is reviewing and monitoring the work of your staff, which obviously wasn’t done in this situation. I hope he realizes he cant put the mistakes of his staff on others. If anyone should be hiring additional help it should be him. Furthermore, Mr. Pryzblo should realize not to sent emails like this. It was strictly stating things that he will not do instead of trying to compromise and work together. I feel Mr. Pryzblo should have took a more professional formal approach when writing this email. I think he took it to personal and wasn’t looking out for the best interest of the company.
From: Donald Pryzblo, Manager, Data Processing Department
Subject: Incorrect payroll checks
Mr. Leoni, recently I have been reviewing the “errors” made in the computer files. Faulty time sheets are a very big problem we are having. Contrary to what you insinuated in our meeting, the majority of these errors were made by clerks in the personal department. I feel the employees in the data processing department should be blamed for the mistakes of others. My fellow employees are correctly copying the invalid time tickets that the personal clerks are preparing. The errors are being made by the staff in your department.
You and I previously discussed requiring computer operators in the data processing department to compare entries against the time sheets. . I feel this task will be very time consuming and pointless for my staff. The clerks in the personal department are miscopying the entries. My employees does not have spare time to correct the errors made by others. Also, I cannot hire additional help to fix this problem. I do feel we can work something out where both staffs take part in the revision. This will save both of us time and money. I encourage you to inform your employees to review their work carefully before giving it to the computer operators. I will also pay close attention to the work of my employees. I hope we can resolve this issues and get the work corrected.
Please contact me if you have any questions or concerns. Thank you for your time.
Sincerely,
Mr. Donald Pryzblo
In this email the first thing I corrected was, stating who the email was to in the message. The first sentence was a fragment. Mr. Pryzvblo used the terms “my people, and your people” to frequently. Employees should be directly stated as staff or employees. He acted as if he owned the people. Also, I changed the tone of the message. I feel he didn’t have much respect for Mr. Leoni the way he was speaking to him. I hope that Mr. Leoni realizes that Mr. Pryzblo cannot have his staff correcting errors that his staff created. Also, that he will realize to practice what he preaches. If they had a meeting about the problem in the past Mr. Leoni should have had more supervision over what his employees have been doing. A part of being a manager is reviewing and monitoring the work of your staff, which obviously wasn’t done in this situation. I hope he realizes he cant put the mistakes of his staff on others. If anyone should be hiring additional help it should be him. Furthermore, Mr. Pryzblo should realize not to sent emails like this. It was strictly stating things that he will not do instead of trying to compromise and work together. I feel Mr. Pryzblo should have took a more professional formal approach when writing this email. I think he took it to personal and wasn’t looking out for the best interest of the company.
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