Professional Sports Franchise Manager


Managing a semi-professional sports franchise is an enormous task, which requires extra commitment since one has to accomplish dissimilar objectives. The job specifications entail ensuring the team and training staff are well constituted; furthermore, it is necessary to ensure that the team conforms to appropriate attitudes and winning tendencies (Masteralexis, Barr & Hums, 2008). It is imperative to amass information on commerce and marketing since the sole aim is to make proceeds. The upcoming Hard-Nuts football club’s mission entails the creation of eminent soccer players with the ability to conform to winning attitudes thus keeping the team in the business.

The team focuses on enhancing soccer talents amongst players by delivering a superior curriculum, which will eventually equip them with interpersonal skills. The goal is to edify the team on principles such as dedication, enthusiasm, self-sacrifice, and taking delight in their work. With the adequate monitory resources, the team is strong-minded thus making the era prolific and pleasing, while striving to attain the stipulated mission.

Leadership styles and management factors

Leadership is a significant aspect in all sports since it affects the conduct of the team stakeholders. Managing this team requires a person with indisputable inspiration. There are several leadership styles, which are practical but they should suit the trainers, players, captains, and other employees. Mixed leadership approaches like democratic, transactional, as well as task and people directed are suitable in managing a team (Mehrotra, 2005). These styles alone do not meet the team’s mission and objectives but the manager would have to exude high levels of motivation. These leadership skills will empower the manager and the captain in running the club.

Democratic leadership aids in linking all stakeholders in club affairs. Task-oriented style empowers the manager to execute order and control roles. Familiarity with the team is the initial stage to avoid future surprises. Planning the season is crucial by setting clear goals, identification of everyone’s needs, as well as dates of the events. Forecasting the problems is a strong management tool since it depicts where there are roadblocks thus eliminating them.

There will be constant circulation of information across the team to evade uncertainty and hearsays. Another aspect of information is feedback, which is significant to the club members. This will help players in evaluating themselves, as well as resetting their targets. Involving players, trainers and other stakeholders in decision-making is crucial in maintaining an enabling atmosphere. This will instill a sense of ownership Timely and effectual problem solving is paramount in ensuring understanding among players. These management techniques are crucial in team building to attain the mission (Fried et al., 2007).

The ladder of authority is crucial in maintaining the flow of information, as well as duty performance. It is imperative to assert that teamwork is the road to success. The club, therefore, plans to stipulate norms that eliminate discriminatory behaviors. However, it aims at upholding friendship and peaceful coexistence. This will eventually lead to teamwork, which is an important factor in winning. Stress management is also important since it diminishes non-attendance, health complications, and saves hospitalization costs. The club aims to manage stress by educating players on overcoming pressure, clear goal setting, and other biological strategies.

Player and business needs

According to American football, a club may comprise up to 53 players. However, Hard-Nuts Football Club would consist of 22 players and 4 referees. The 18 players can be in the match with 11 playing at the same time, while the rest awaiting substitution (Field, 2009). The head coach would aid in recruiting players and subsequent identification of the team captain. Enrollment of players would start from local or state talents. Consequently, coaches may seek others from top-division team members to fill any vacancy. Some of the business needs of the club include the formation of the budget considering the available funds, as well as the period.

It is imperative to note that most leagues have salary cups that limit the entire squad payroll. It is important to figure out the roster of coaching, as well as the needs then fill them within the limits of the team’s budget. In case of a remarkable cap, space may aid in hiring an experienced agent from other teams to share expertise. In addition, it is important to include traveling expenditures and schedules in the budget.

It is paramount to address the business and marketing aspects, together with settling on the unsurpassed public relations stratagem (Fried et al., 2007). There would be thorough promotion using a mixture of media like Facebook and Twitter. In addition, there would be local TV advertisements, as well as considering chief sponsorships. Sponsorship is significant since it helps the manager, as well as the business in terms of traverse promotion. There is a need to organize fun gratitude outs or nights as a method of recompensing the loyalists. The salary of players would be pegged on the skills and experience, but not on a uniform basis (Field, 2009). The projected salary structure is as follows.

Years of experience Minimum salary
0 $ 225,000
1 $ 300,000
2 $ 375, 000
3 $450,000
4 and above $ 525, 000

Anticipated conflicts and Resolutions

Conflict is a customary occurrence in a football team and it can be one of the propellers of a team’s achievements. Appropriate conflict management normally leads to superior decisions, as well as imaginative ideas and immense output from the team. However, poor conflict resolution interferes with teamwork thus preventing individuals from achieving their personal goals. A notable conflict that may erupt in a team is leadership conflict.

Players may come from various backgrounds with different leadership fashions, where they were free to make every decision. This; therefore, would lead to conflict since such people would want to make decisions for the entire club. Another conflict is background dissimilarities and personality collides. Some players may be expressing discriminatory behaviors against others due to variation of color, while others may not be comfortable with colleagues due to character differences. This may culminate in poor results during matches. Business conflict may include mistrust in financial management. This may arise when there are aspects of misappropriation of club funds.

Leadership conflict may be solved by employing various headship styles other than sticking to a single approach. A combination of democratic, task, and people-centered types of leadership is noteworthy. This will enable the manager and the captain to make a final decision while considering the views of players. Setting clear ethical codes would eliminate discriminatory behaviors. In addition, avoidance of direct finger point, but segregating the culprits and speaking to them in private would have a great impact.

This would allow them to elaborate on their problems, as opposed to crowd correction where some would fear to express themselves. On business conflict, transparent auditing of the club’s accounts will reduce such cases. It is important to enlighten the management team of the club that trust is the technique to success (Wandberg, 2005).


Everything is just a plan and it is imperative to evaluate its success, which may be semi-annual or yearly. This requires setting targets followed by continuous monitoring of the undertakings (Combs & Falletta, 2000). This would require goal setting, actions, and expected dates. Other parameters include actual dates, responsible person, and the status of the action. In addition, there is a need to include possible roadblocks, anticipated solutions, as well as other things that may aid in achieving the goals in the evaluation plan. The first step is to prepare an evaluation pipeline detailing the objectives and expectations of the proposed evaluation.

Secondly, the device approach paper details the justifications and budget estimates. Depending on the TOR, there is a need to contract an experienced consultancy firm to evaluate the club. The fourth step is to undertake the participatory evaluation. This will eventually lead to proposed recommendations, lessons, as well as follow-ups. The last step is the agreement with the evaluation report and execution of the recommendations.


Managing a novel club requires determination and immense management skills. Furthermore, it requires excellent knowledge in football, as well as the leagues. Setting a mission statement is crucial in giving directions and the ultimate aim of the team. A combination of leadership styles and applications of management factors normally lead to excellence. It is crucial to consider player and business needs since they aid in attaining the mission of the club.

Conflict is part of any team and business. However, successful resolution of such conflicts leads to the success of the team. Evaluation is the last step of any project, and it consists of six steps. It depicts accomplishments and failures of the club, as well as appropriate recommendations for future improvements. All these undertakings will ensure the fiscal steadiness of the club.


Combs, W. & Falletta, S. (2000). The targeted evaluation process: a performance consultant’s guide to asking the right questions and getting the results you trust. Virginia: American Society for Training and Development.

Field, S. (2009). Career Opportunities in the Sports Industry, 4th ed. New York: Infobase Publishing.

Fried, G. Shapiro, S. & Deschriver, T. (2007). Sport finance. Illinois. Human Kinetics.

Masteralexis, L. Barr, C. & Hums, M. (2008). Principles and Practice of Sport Management, 3rd ed. Massachusetts: Jones & Bartlett Learning.

Mehrotra, A. (2005). Leadership Styles of Principals. New Delhi: Mittal Publications.

Wandberg, R. (2005). Conflict Resolution: Communication, Cooperation, Compromise. Minnesota: Capstone Press.

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