WESTERN MICHIGAN UNIVERSITY

Department of Human Performance and Health Education HPHE 4990

RECREATION/SPORT MANAGEMENT INTERNSHIP MANAGEMENT FUNCTION
QUESTIONS

GOAL DEVELOPMENT - ORGANIZATIONAL VALUES

1. What are the most important goals in the organization?

Making sure that all setup equipment is ready for the game or meet. Having the required
amount of student workers to be at the game and tearing down the game or meet afterwards.
Making sure we are giving the student athletes the full experience in their sport.
2. How were these goals developed? Who was actually involved?

Within our department of WMU Athletics Facilities to ensure that we always give student
athletes the full experience in their sport. That being Kyle Bixler, Matt Kulik, Brandon Sturgeon,
and Nick Owens.
3. How are these goals communicated to the employees? To the patrons, participants or
clients?
When student workers got interviewed by Kyle. He told them what our goals are and what we
do and why. They are not really communicated to the patrons or participants because we have
nothing on the WMU Athletics website stating them. The clients already know what we do and
why we do it. They wouldn’t be with us if they didn’t know.
4. How are the employees involved in organizational goal development?
They get told whenever there is an update about it or once every year. Specifically, when we
have our meeting for student handbooks. 
5. How and when are the organizational goals reviewed and/or revised to meet changing
conditions?
They are changed every year. When it comes to every August, that is when we have our
meeting for the student workers to tell them all about the place.
6. Attach examples of information produced by the organization which depicts the goals
and objectives by which they operate.
Student Handbook

PLANNING AND ORGANIZING

 1. How is the planning function carried out? Is there a special committee or board or group
charged with this responsibility?
Depending on the sport is how many people will work together to plan it. If it is for football,
then everyone that works for WMU Athletics will be a part of the meetings. Even outside
companies. If it is something smaller like volleyball, then it would be like Brandon and the
coaches to figure out what needs to be done for the upcoming game. Then Brandon will relay
that to us student workers.

2. Who is involved in the planning phases which determine the actual agency objectives,
strategies, tasks (jobs), timelines, schedules and programs?
Dan Bartholomae, Keanah Smith, Matt Kulik, Don Beyer, and many others. They are the head
people who decide what's going to happen for games/ meets.

3. Is there a master plan for the organization which is written and available for review? If
so, how often is it actually revised?
Yes, there is, and it is on the WMU website. I would say every six months to a year it is revised.

4. Are there departmental or unit plans within the organization?

There are departmental plans.

5. Organizing and gathering appropriate resources are important functions in any leisure
service operation. What are the most valuable resources in this organization?
I would say the student workers because without them, all of the games and meets would not
be able to go on. They know when taking this job that they will be working the football games
because those are mandatory shifts. 

DECISION MAKING AND PROBLEM SOLVING

1. How are problems handled in this organization? What constitutes typical problems that
are handled on a "routine" basis?
The problems are usually dealt with through Kulick or who is ever in charge of that sport. So,
like for soccer it was Kyle. If something breaks, then get a replacement for it. Like a ref mic. Or
need to get more cones for the parking lot. Or if the coach wants something else for the game.
2. What is the routine procedure that might be used to deal with a problem?
If a student worker finds or sees a problem they would go to the Intern, G.A., or one of the
Directors there. Then whoever oversees that game will take care of that problem.
 3. What constitutes a major problem or issue that faces the organization?
If something goes wrong during a game or meet. Like the times tables screens goes out. We
need to get that fixed or the replay system. Another thing would be if one piece of equipment
breaks or malfunctions during the game, we need to fix it.
4. How are these situations handled? Who becomes involved?
The person that oversees the site, that being the intern or director. Then the student workers
will do the heavy work if they are able to.

5. What is a methodology for trying to anticipate potential or underlying concerns or

problems that the organization may have to contend with at some future date?
Making sure we have more student workers there just in case we need them. Have more
materials if something breaks. Just having more stuff of whatever event, we are working.

6. What is a standard procedure for dealing with a "crisis situation?"

Contact Kulik, so that he knows right away. Then having him make the decision or whoever is
running that event in our department

MOTIVATION AND LEADERSHIP

1. How is leadership defined in this organization? In other words, what are examples of
true leadership? Explain and give examples.
Leadership is defined through who is going to step up when something goes wrong, or a shift
needs to be taken that no one wants to do. Being given a task and completing it. Taking charge
of a group of students and telling what needs to be done.
2. How are leaders within this organization identified? What do they do that is different
from the average staff member that sets them apart?

Taking on high responsibility for events and specific sports. For example, what I did for women's
soccer was contact the refs to make sure they are still coming and know where they are going.
Then for the away team I emailed the assistant coaches to see if they would like a locker room
before and after the matches. Those were the responsibilities I was given for soccer

3. What special characteristics are sought out in personnel that might identify them as
having "leadership potential"?
Strong communication skills, Problem-solving skills, Teamwork, and Integrity
 4. Explain whether or not there a belief that different "leadership styles" are required for
different situations? Provide examples.
Yes, different leadership styles are required for different situations. For example, Kyle is the
type of leader that will show you how to do something rather than tell. But he lacks the
demanding part and that’s where the directors come into play.
5. Describe the established method for motivating employees to excel.
I would say the easiest one is “the fast we get this done, that quicker we get to go home.” But I
found that student workers will work harder if there is some sort of reward or if food is given to
them.
6. Provide examples of motivation techniques that are utilized by the management
personnel to improve the quality of work efforts and/or productivity.

Like I said in the previous answer. That would be food or gear of some sort. Whenever we were
offered food at a long shift. Student workers intend to keep working hard throughout the shift.

COMMUNICATION PATTERNS

1. Identify the ways in which information is communicated within the organization? Give
examples.
We would communicate through emails and When I Work. That is the system we use to assign
shifts and etc. Then we would also call or text to each other too.

2. All organizations recognize the difficulty of communication blockages or breakdowns.

What are examples that may have occurred in this organization?
Like forgetting to send out emails until the last minute. Or giving workers the wrong
information if it was something small, like for setting up something

3. Who is the particular staff member that has the title and/or major responsibility to
communicate to the public or patrons? Describe this role.
I would say Brandon Sturgeon. He is the Director of Event Operations, and he usually deals with
outside parties when it comes to events that we host. But my department really does not talk
directly to the public.
4. How are communication problems handled in this organization?
People email the high ups and call or text to make sure they have the right information that one
needs.
5. Describe the special staff training or special sessions offered which addresses the need
to improve communications and service?
We do not have any staff training or ever had one for this job with WMU athletics facilities.
6. Provide examples of actual communication materials, such as newsletters,
announcements, brochures, memos, program bulletins.

All our stuff was through emails or phone calls.

EQUIPMENT AND FACILITIES

1. Describe the area and facilities in which you work.

My office was located at Read Fieldhouse, and I worked at all the Athletic facilities here at
WMU.
2. How are these maintained? Who is involved in custodial and maintenance of the
facilities? Who supervises? Who is totally responsible?
Matt Kulik runs all of them. He is the one who makes sure there is no damage to them. Knows
who is going to be practicing in the building at times. He assigns when it needs to be clean and
who need to be there for an event,

3. Determine if there is an actual maintenance management plan and/or a preventive

maintenance program (PMP).
There might be one, but I don’t know because I cannot find it.
4. Who pays for the maintenance or repairs?

The University. Athletics or academic side. Depending on what it is.

5. How is the area and facility designed for its original purpose? How could the design be
improved?
Read Fieldhouse is designed to host Men's and women's basketball, Gymnastics, Volleyball, and
indoor track and field. I think to add to the place, would be another two courts for practice so
more teams can practice at the same time.
6. How is the area facility aesthetically pleasing? How does it appeal to clients, guests,
participants and staff?
I think it is still somewhat pleasing for how big it is and how much history it has, but it needs to
be updated just because with our new logo and colors. A lot of old logos are still around the
building. But they have been working on it slowly.

My Questions to answer

1. How do you ensure that your team stays organized and on-task when working on a long-
term project with many moving parts?
When we worked football games, which are 12-hour shifts. I would give them a little break
throughout the day. Where we just sit and rest a little then when we I think we need to get
back to work I would tell them. Pretty much giving them those little breaks would give them a
little more energy.
2. Can you describe a time when you had to manage a crisis situation? How did you handle
it, and what did you learn from the experience?
During a football game I would be the replay guy that would take the screen out to the refs and
one time during a game my screen would not start to work. So, I had to tell the other guy that
was doing the same thing as me to have the refs come to him when they needed a reply. Also
told the relay guys up in the press box. But I called a tech that was working on the game, and
we got it handled. I learned to stay relaxed and, in those situations, and not to freak out
because we will get them fixed one way or another.
3. Can you describe a time when you had to make changes to a project mid-stream? How
did you communicate the changes to your team, and how did you handle any resistance
to the changes?
I had to make a lot of changes for setting up events, with it being where to put tables, chairs,
cones, etc. It was not really big changes because that was not my job and out of my pay grade
to do.
4. Can you describe a time when you had to make a difficult decision? How did you
approach it?
Mostly the times when I had to make a decision were when my supervisors would ask me what
I would do or what we should do. I would say what I thought would be best, but I would like to
know what they would do in that.
5. How do you evaluate the performance of your team members and provide constructive
feedback to help them improve?
I would either watch them do the task I have given them, and they tell them to do this, if their
way didn’t work or after they did something. I would go back to tell them or show them how to
do it properly.