SPMA 3P21 FINAL EXAM

Madison Bryan

6620702

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1. This policy relates to the six principles of procedural justice because it shows consistency, by
informing the reader that all potential volunteers will be screened. It also shows bias suppression
through the same sentence, that members will not be individually picked for screening. The policy shows
accuracy and equity in performance by stating that the screening ensures high standards within the
volunteer program. The policy is also ethical because it never singles out specific people or position
holders. Representativeness and correctable are not present in this policy. This policy statement is
important to the management of volunteers because it tells the volunteers exactly what is expected of
them and that they will not be singled out, this screening process is completely equal to all.

2. The two concepts of interactional justice that could be used to communicate my decision are
interpersonal justice, meaning that respectful interactions are valued; and Informational Justice, this
means that the amount of information given to individuals is considered, and fairness perceptions of
decisions that are made are mitigated if the other three forms of justice are present within the decision.
These concepts can be highlighted when communicating my decision to the teams by being respectful to
all members during conversation and explain very detailed why the decision was made and why it is the
best option for all parties.

3. Things that must be considered when creating a performance appraisal are what is the purpose of the
appraisal, is it to develop the skills and performance of employees/volunteers, or is it for administrative
reasons? This needs to be clearly communicated through policy so that all incoming employees know
why they are being appraised. The next consideration is what is the approach that will be taken for
items within the performance appraisal, this needs to be stated in the policy so that employees know
what to expect and how they will be evaluated so that they can perform their job to the best of their
ability according to this policy area. The next consideration is what is the overall function of the
performance appraisal for the company, this needs to be included because it tells employees why they
need to appraised, this helps them to not feel singled out and suppresses bias.

4. Transactional leaders promote compliance of their subordinates through the use of rewards and
punishments, this type of leadership is best used in situations or tasks where there must be a quick
turnaround. This type of leadership is affected by mental capacity, skills and training/recruitment.
Transformational leaders identify a need for change and create a vision to guide the required change
through inspiration and they create this change through the help of committed employees and
stakeholders. This type of leadership is affected by emotions, values, goals, needs appraisal, and
feedback. I would be more comfortable using a transformational style of leadership because I would
rather motivate my workers to be productive, and I would not want to put to much pressure or
resentment on them with the use of rewards and consequences.

5. The first concept that CSU exemplifies is multi-level decision making through the use of the creation
of Senior Association Athletics Director for Diversity and Inclusion that is to work specifically with
students, this ensures that there is a position that is only considering the diversity and inclusion of
students and the implications decisions could have. The second concept shown is respect for difference.
This is shown when they state that the approach of the position is trying to hone in and identify the
unique experiences of the diverse population of student-athletes within the department. The ability to
respect and understand these differences is important when making decisions for the students. The
third concept shown is open communication, they say that they have a responsibility as leaders and
coaches to talk openly about diversity and inclusion and the importance of it. This will help all members
to understand what the expected behaviours are and what is not accepted. The final concept shown is
flexibility, through the use of multiple programs, like the John Mosley program, the Rambition program,
and more, they are able to provide help and experiences to all athletes in settings that foster inclusivity
and comfort to the students that need it.

6. policy considerations that are important when drafting policy for conduction a police check on our
volunteers are; who should be screened using the Police Vulnerable Sector Checks? (PVSC). Every
volunteer applying for youth coaching should be evaluated because it avoids discrimination and
possibility of litigation and keeps all children safe. The next policy consideration is what kind of
information is being sought? Only offences that could hinder the safety of the participants should be
considered, the rest needs to remain private and confidential. The third policy consideration is what
information generated by the check will constitute a red flag, this is important for volunteers to know
which of the previous offences may hinder their ability to volunteer and it avoids the possibility of
litigation because people looking over the PVSC will not hinder a volunteer without reasonable cause
any criminal charge within the PVSC should constitute a red flag. The fourth policy consideration is who
will be reviewing the results of the check, this is important so that volunteers applying will know who is
going to have their personal information and previous experiences and that it needs to be remained
confidential with these members. the final policy consideration is how will the information obtained by
the check be managed, this is important for confidentiality and safety of volunteer’s information of the
PVSC should not be kept on file for longer than a year to ensure that volunteers are safe.

7. The four functions of performance appraisals applied to Skate Canada are as follows, within-person
evaluation, this would be used within Skate Canada, where I conduct a meeting with all of the position
holders that I oversee one at a time to identify the strengths and weaknesses and training needs of each
employee, these would be documented, and we could discuss how we can accomplish these goals
together. The next function is between-person evaluation, I would communicate this through policy at it
would be stated at the beginning of employment, this would define how promotion and pay would be
administered, and how good and bad performance will be recognized. The third function is systems
maintenance, this would also be completed through one-on-one meetings with position holders and key
stakeholders to develop organizational goals, evaluate department goals, determine developmental
needs, and reinforce authority structures. The final function is documentation, this would remain private
and confidential, decisions would be recorded and placed into a private folder that is password
protected and deleted after 5 months in order to meet legal requirements.

8. For athletes within Players’ Association, the class of reward would be intrinsic and based on skill. I
would put an emphasis on the enhancement of skills so that the same people are not receiving the
rewards all the time and it would create a competitive advantage for the team. This is intrinsic because
not all athletes have the ability to be paid and this is not stated so it is easier to give them intrinsic
rewards. For the technical supervisors for Digital Media for Basketball Canada, they would be given
extrinsic rewards based on seniority and performance, this would allow for rewards and performance to
be easily measured and can value commitment to Basketball Canada.