Identifying and Prioritizing Solutions to Solve the Hubris Syndrome among Managers of Sports Organizations in Iran
Subject Areas :Elham Ershadi Rabri 1 , Fahimeh Adib Saber 2 , Alireza Elmieh 3
1 - PhD student in Sports Management, Rasht Branch, Islamic Azad University, Rasht, Iran
2 - Assistant Professor, Department of Physical Education, Faculty of Humanities, Rasht Branch, Islamic Azad University, Rasht, Iran
3 - Associate Professor, Department of Physical Education, Faculty of Humanities, Rasht Branch, Islamic Azad University, Rasht, Iran
Keywords: Hubris Syndrome, Power, Human Resources, Managers,
Abstract :
Extended Abstract
Introduction
Today, organizations are known as important human centers that have an important and high importance by providing products and services to societies. Today's organizations are managed by human resources, and these human resources have a different and variable position in terms of hierarchy. The difference in the performance and levels of human resources, as well as the complexities in organizations, has caused interpersonal interactions and interactions between individuals in organizations to have an important position today. In order to improve their performance and create a suitable platform to achieve the intended goals, organizations should improve interpersonal and group interactions among their members and always try to create a suitable platform for the formation of these interactions. One of the important issues in the field of organizational studies is measuring the performance of organizational managers. Today, various phenomena have affected the behavior of managers. In general, the concept of hubris has not been comprehensively investigated as an important issue in organizational environments. On the other hand, the research gap regarding hubris syndrome in Iran and in sports organizations has caused there to be no information regarding the existence of hubris syndrome in sports organizations. In a way, this issue has caused this phenomenon to be ignored; there is no basis for confronting and managing the phenomenon of hubris syndrome. Conducting the present study can have positive functions from a scientific and practical perspective. From a scientific perspective, conducting the present study with the aim of analyzing the phenomenon of "hubris syndrome" in Iranian sports organizations can create evidence about this phenomenon and lead to eliminating the research gap in this regard. Given the lack of evidence sources regarding the phenomenon of hubris syndrome; conducting the present study can be of great help from a scientific and practical perspective in removing ambiguity about this phenomenon and help to form solutions in this regard. With this in mind, the present study was designed and implemented with the aim of identifying and prioritizing solutions to eliminate hubris syndrome among managers of Iranian sports organizations.
Methodology
The present study is a descriptive-analytical research that was conducted in the field. In this study, according to the purpose of the study, participants were selected based on purposive sampling from among people who were aware of the research topic. The inclusion criteria for the research samples included executive background (having executive background in the field of sports for more than 7 years), research background (having at least 3 recent studies close to the research field), and knowledge and awareness of the phenomenon (having technical and scientific knowledge of the processes of the above phenomenon from a managerial, sports, and medical perspective). The sample selection process continued until no new data emerged during the information gathering process, in other words, the data reached saturation in 13 interviews, and the continuation of the interviews was conducted solely to ensure the findings. In this study, 14 interviews were conducted with 14 people. In the present study, the triangulation theory was used to design the conceptual framework of the research. The three-pronged model includes structure, content, and context, which is a type of logical model in the classification of models; all concepts, events, and organizational phenomena can be examined, studied, and analyzed in the form of three branches: structure, content or behavior, and context.
Results
The results of the present study showed that 12 solutions were identified as solutions to eliminate hubris syndrome among managers of Iranian sports organizations. According to the results of the TOPSIS method, it was determined that identifying the stakeholders of sports organizations and interacting with them to identify their needs and concerns was identified as the most important solution to eliminate hubris syndrome among managers of Iranian sports organizations with a coefficient of 0.7684. Therefore, it is suggested that by clarifying the media activities and public relations of sports organizations in order to express the facts existing in the organization and empowering commissions, committees and active groups in sports organizations, conditions should be provided for controlling hubris syndrome in Iranian sports organizations.
Discussion and Conclusion
Hubris syndrome in management refers to the tendency of managers to be arrogant and misjudge their abilities and powers. This phenomenon arises as a result of repeated successes and a sense of power and can lead to illogical decisions, ignoring the opinions of subordinates, and inflexibility towards change. Managers who fall into this syndrome trap not only harm their individual performance, but can also lead the entire organization to failure and stagnation. Therefore, identifying and managing hubris syndrome in management environments is essential to lead to healthy and efficient competition. Paying attention to hubris syndrome and controlling this syndrome in organizational environments can make managers pursue decision-making in organizational environments more scientifically. The lack of knowledge about the status of hubris syndrome in Iranian sports organizations has led to the design and implementation of the present study with the aim of identifying and prioritizing solutions to eliminate hubris syndrome among managers of Iranian sports organizations. According to the results of the present study, it is suggested to identify the stakeholders of sports organizations and interact with them to identify their needs and concerns and facilitate intra-organizational communication through the design of relevant electronic systems; to provide conditions for controlling hubris syndrome in Iranian sports organizations. The present study also had limitations, including access to real information of individuals, cultural and social differences among Iranian sports organizations, and environmental, economic, and political changes in the country and its impact on the performance of managers as well as on their views on hubris syndrome.
Keywords: Hubris Syndrome, Power, Human Resources, Managers
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