Non-Technical Individual Skills are Weakly Connected to the Maturity of Agile Practices

Context: Existing knowledge in agile software development suggests that individual competency (e.g. skills) is a critical success factor for agile projects. While assuming that technical skills are important for every kind of software development project, many researchers suggest that non-technical individual skills are especially important in agile software development. Objective: In this paper, we investigate whether non-technical individual skills can predict the use of agile practices. Method: Through creating a set of multiple linear regression models using a total of 113 participants from agile teams in six software development organizations from The Netherlands and Brazil, we analyzed the predictive power of non-technical individual skills in relation to agile practices. Results: The results show that there is surprisingly low power in using non-technical individual skills to predict (i.e. explain variance in) the mature use of agile practices in software development. Conclusions: Therefore, we conclude that looking at non-technical individual skills is not the optimal level of analysis when trying to understand, and explain, the mature use of agile practices in the software development context. We argue that it is more important to focus on the non-technical skills as a team-level capacity instead of assuring that all individuals possess such skills when understanding the use of the agile practices.Comment: 18 pages, 1 figur

Should Girls Play Hockey With Boys? Perspectives From The USA Women\u27s Olympic Hockey Team

An exploratory descriptive analysis on USA Women\u27s Olympic hockey team player\u27s perspectives on playing with boys during their developmental years was conducted. Fifteen elite women American hockey players completed a questionnaire about their experiences playing on boys\u27 teams, making the transition to girls\u27 hockey, and how they thought playing with boys effected their physical and psychological development. Data analysis included both qualitative and quantitative data. Results showed that all participants had played with both boys and girls. They all started playing on boys\u27 teams and transitioned to girls\u27 teams mainly for safety reasons. Participants reported positive effects from playing with boys on skating, shooting, stickhandling, passing, positional play, as well as confidence, competitiveness, leadership, and enjoyment. All participants had positive and negative experiences while participating with boys their overall recommendation was that girls should play boys during their youth development years

A KD framework in football data analytics: a value co-creation framework for the use of knowledge discovery technologies in the football industry

Investment in sport technologies are expected to grow by 40.1% during 2016-2022 reaching approximately $3.97 billion by 2022. As well the recent changes in technology regulations by The Federation Internationale de Football Association (FIFA) since the 2018 World Cup created promising football technologies. This research questions addressing the issue of what is the value of such technologies for professional football teams? and what are the benefits of these technologies? This is achieved by developing a framework for understanding the value co-creation process from the knowledge discovery systems in the football industry. The framework aids in mapping the resources, pinpointing the outputs, identifying the competencies leading into capabilities, and finally in realisation of the value of the final outcomes in that journey. On another words, different teams have different resources that allow them to achieve certain outputs. These outputs enable the coaching team to achieve and maintain certain abilities. By changes in practice the will improve the team ability and enhance their analytical capabilities. Therefore, that will allow and aid the coaching team to gain new outcomes such as improving training strategies, transferring players, and informative match strategies. Additionally, improved understanding of the value co-creation process from the knowledge discovery systems in the football industry answering, why are some teams better able to gain value from investment in knowledge discovery technologies than other teams in the football industry. The framework has been developed in three phases in which semi-structured interviews where used in the first and second phases for developing and validating the framework respectively. The third and final phases is verifying the framework by developing a knowledge discovery maturity model as an online assessment s tool in operationalising the research findings. The main contributions of this research are the adaptation and customisation of Melville et al. (2004) to develop a value co-creation process form knowledge discovery resources. Moreover, applying Agile (APM, 2015) artefacts and techniques and tools in improving the value co-creation process between coaches and data analysts. That s aided in developing the value co-creation knowledge discovery framework in football analytics. Additionally, the development of a key performance indicators balanced scorecard and its adaptation as a in understanding the relationships between the key performance indicators (i.e. physical, psychological, technical and tactical performance indicators). Finally, the development of the knowledge discovery maturity model in football analytics which was used in understanding and pinpointing areas of strength and weakness in the utilisation of the various football resources used in football analytics (human resources, technological resources, value co-creation resources and analytical models used)

Expertise in coach development:The need for clarity

In this position paper, we start by identifying the issues inherent to coach development; we then consider the current status of coach development and present our position before concluding with key points and suggesting resolutions for the issues. Our intention is to propose the progression of appropriate practices and approaches for the professional development and preparation of coaches. In coach development, a lack of clarity exists at both organisational and individual levels, particularly around the role of and aims for coach developers. Organisationally, we consider a radical reframing required to progress the profession of coach development. We also suggest that many individuals currently involved in coach development do not possess the requisite knowledge to move the field forward. Our aspirations for coach development include recognising the need for expertise and what it looks like in practice. Coaching and coach development interactions should examine particular coaching challenges, concentrating on the thought processes and decision-making strategies necessary to solve them. This necessitates a bespoke, problem-based approach to learning.</p

Spartan Daily, September 3, 2015

Volume 145, Issue 6https://scholarworks.sjsu.edu/spartandaily/8213/thumbnail.jp

Chapter 2 The Sports Performance Playbook

Why do so many sports teams have losing records, year after year? Why do others win big, but only every 20 or 30 years? And why is it that so few teams enjoy sustained, continual success? This book gives the answer. Providing a blueprint or "playbook" for success in sports at every level, it lays out a clear step-by-step plan for building a team culture that will lead to winning consistently. With each step, the book introduces real-world tools that can be easily implemented by every sports organization and coach to achieve success, including team charters, individual athlete plans, player accountability systems, and team communication strategies. It offers expert advice and practical guidance on key areas, such as aligning individuals with a clear team plan, resolving conflicts proactively, and learning from every game and every season to develop a smarter and more consistent culture of success. The Sports Playbook: Building Teams that Outperform, Year after Year will help every team fulfill its true potential through leadership, focus, and performance. It is essential reading for coaches, sport management professionals, and leaders of every kind of team, inside and outside of sports

Intellectual capital and performance in temporary teams

Purpose: The purpose of this paper is to deepen resource-based view theory by analyzing how intellectual capital (IC) affects performance in temporary teams and by showing the moderating role of integrative mechanisms. Design/methodology/approach: The research context focuses on 153 national teams of football (NTF), also referred to as national soccer teams, as an example of temporary groups. A partial least squares (PLS) methodology was utilized on a data set built from transfermarkt.com and FIFA world rankings. Three main hypotheses were developed and tested using first a PLS and then an OLS approach. Findings: The results show how IC contributes to performance, extending the findings of previous studies to the context of temporary teams. Additionally, the results show how some integrative mechanisms such as assembly decisions and team leader experience influence temporary team performance by creating an interaction effect with existing IC. Originality/value: This study contributes to IC theories for three reasons. First, it applies IC research to a specific research context: temporary teams, where specific organizational capabilities are required to coordinate resources. Second, the study analyzes the role of integrative mechanisms as moderators of the relationship between IC and performance in temporary teams. Third, the study focuses on NTF as an example of temporary teams

Effective Leader Development Within a Church-Planting Organization for a Changing and Chaotic World

A challenge in cross-cultural church planting is developing leaders. Cross-cultural church-planting organizations like Latin American Mission (LAM; pseudonym) that lack a leadership development strategy struggle to form lasting leaders, sending missionaries with Biblical training but not leader development training. Additionally, developing leaders in a volatile, uncertain, complex, and ambiguous (VUCA) environment creates specific challenges that missionaries must address. The purpose of this qualitative, Delphi method study was to investigate the leadership development perceptions and experiences among existing LAM missionaries in the regions of Latin America (Colombia, Cuba, Mexico City, Peru, Brazil, and Ecuador) to provide suggestions for improving effective leadership development within a VUCA environment. Understanding the LAM missionaries’ perceptions and experiences provided insight into best practices and strategies for developing leaders. Thus, the problem was that LAM needed to further understand the realities of their missionaries to better equip them to effectively train new church leaders for a VUCA environment. Concepts of positive leadership, vertical leadership development, cross-cultural leadership, followership, and coaching influenced this investigation. This qualitative Delphi method study proved effective in gathering collective wisdom, using consensus data from a panel of experts within a context. Using a three-round modified Delphi method, a panel of 17 participants who lived and worked as missionaries in a Latin American context with the LAM church-planting organization provided wisdom for best practices in leadership development within a VUCA context. Five themes emerged from the panel’s experience that endorsed many tenets of the conceptual framework, specifically within positive leadership, vertical leadership development, and coaching. The panel confirmed that a VUCA environment affected their experience in developing leaders. Other themes included influences vi on leader development like positive organizational climates, both the developer’s and new leader’s mindset, trusting relationships between developers and new leaders, and positive feedback. The conclusions were that missionaries desiring to develop new leaders in a VUCA world could use the key tenets of positive leadership and vertical leadership development; also, coaching was an effective development tool for a VUCA context

Labor Markets in Professional Sports

Many interesting elements of supply and demand are starkly observable in professional athletics. Understanding institutional arrangements, competitive balance and labor-management relations requires a basic understanding of sports labor markets and the struggle for control of those markets between interest groups. In this paper we treat historical and contemporary labor issues in North America and Europe, from reserve rules and free agency, high levels of player pay and work stoppages, to the distribution of playing talents across teams. We discuss the relationship between personal productivity and pay; relative versus absolute demand; competitive and cooperative interactions across firms (teams); factor substitutions; player mobility and the Coase theorem. We briefly consider how property rights affect supply, athletic talent, arms races and restrictions on competition. The problem of (excess) incentives to compete leading to externalities and inefficiencies are noted throughout the paper. Restrictive agreements such as reverse-order drafts, payroll caps and revenue sharing may constrain these forces, but they also redistribute rents from players to owners. All of these schemes, in one way or another, punish success. The European approach -- promotion of better-performing teams and relegation of those with the poorest records -- punishes failure. It remains an interesting economic question as to which system is better.