大型体育赛事工作人员团队文化建设研究

发布时间：2018-03-23 05:03

本文选题：大型体育赛事工作人员　切入点：团队文化　出处：《首都体育学院》2015年硕士论文　论文类型：学位论文

【摘要】：研究目的：本文旨在通过对我国大型体育赛事工作人员团队文化建设的研究，提高体育赛事工作人员筹办工作的效率和筹办工作的科学性，为我国后续组织大型体育赛事的办赛团队提供一些有益的理论支持。研究方法：采用文献资料法搜索关于本文研究需要的理论资料。专家访谈法，深入的了解关于大型体育赛事工作人员在筹办体育赛事过程中呈现出来的团队文化。问卷调查法，主要对60名曾参与大型体育赛事的工作人员进行满意度的调查。数理统计法，对调查所获得的数据进行分类、整理、进行必要相关的数理统计，为本研究的分析与论述提供相应的理论依据。逻辑分析法，对调查得出的结论与体育学理论知识进行系统的分析与整合、归纳与演绎、类比等逻辑分析方法，得出相关的理论结果与建议。研究结果与讨论：分别对大型体育赛事工作人员团队文化中所包含的四种文化（物质、制度、行为、精神）中所包含的相关要素进行调查分析，，得出大型体育赛事工作人员团队文化建设的特点和问题。特点：大型体育赛事工作人员团队培训模式相对完善；团队分工明确；团队目标明确；团队业务能力相对较强。问题：大型体育赛事办赛团队成员相对分散导致沟通不畅；团队中个人发展规划不够健全；团队活动形式相对较少；团队融洽度不够高。研究结论：（1）综合归纳得出关于大型体育赛事工作人员团队文化的定义；（2）大型体育赛事工作人员团队文化建设整体建设比较完善，但在有些模块还是存在些许不足；（3）北京奥运会的办赛团队文化在办赛过程中得到了充分的体现，在团队文化建设的四个层面上以行为文化和制度文化表现的最为突出。研究建议：（1）在办赛团队中，岗位设置需更加系统化，专业化；（2）针对工作周期短的问题，筹办赛事的团队应该根据具体情况，提前组建团队、制定计划、设岗定人，加强团队培训，熟悉流程，统筹兼顾、团结合作、完成目标；（3）大型赛事的主办方或者是承办方应该为办赛团队成员提供较好的工作和生活条件，以充分调动工作人员的积极主动性，从而增强团队的凝聚力；（4）举办一些部门与部门之间的交流会，文体活动，加强团队成员之间的沟通，以此来加大部门之间的协调力；（5）在赛事即将结束或是结束后，可以把即将面临失业的社会招聘员工举荐到企事业单位、公司任职或者邀请一些有招聘需求的公司来为他们提供机会，为参加赛事筹办的社会招聘人员解决后顾之忧。
[Abstract]:The purpose of this paper is to improve the efficiency and scientificalness of the preparation of sports event staff through the research on the construction of team culture of the staff of large-scale sports events in China. It provides some useful theoretical support for our country to organize large-scale sports events. Research methods: the literature method is used to search the theoretical data about the research needs of this paper. Deeply understand the team culture that the staff members of large-scale sports events present in the preparation of sports events. Questionnaire survey is conducted on the satisfaction of 60 staff members who have participated in large-scale sports events. The data obtained from the investigation are classified, sorted, and necessary mathematical statistics are carried out to provide the corresponding theoretical basis for the analysis and discussion of this study. The conclusion of the investigation is systematically analyzed and integrated with the theoretical knowledge of physical education, induction and deduction, analogy and other logical analysis methods, and the relevant theoretical results and suggestions are obtained. Research results and discussions: the related elements of the four cultures (material, institutional, behavioral, spiritual) contained in the team culture of the staff of large-scale sports events were investigated and analyzed respectively. The characteristics and problems of team culture construction of staff in large-scale sports events are obtained. The characteristics are: relatively perfect training mode for staff in large-scale sports events, clear division of labor of teams, clear objectives of teams; The team business ability is relatively strong. Problems: the relatively dispersed team members of large sports events lead to poor communication; the individual development planning in the team is not sound; the form of team activities is relatively small; the team harmony is not high enough. Research conclusion: 1) the definition of team culture of the staff of large-scale sports events is summarized synthetically. 2) the overall construction of team culture of the staff of large-scale sports events is relatively perfect, but there are still some deficiencies in some modules; 3) the team culture of the Beijing Olympic Games has been fully embodied in the course of the competition, and the behavior culture and the system culture are the most prominent in the four levels of team culture construction. The research suggests that: 1) in the team running the competition, the post establishment should be more systematic and professional; 2) in view of the short work cycle, the team organizing the event should set up the team in advance, make the plan, set up the post person, strengthen the team training, be familiar with the process, take into consideration the overall plan, unite and cooperate according to the specific situation, and accomplish the goal; 3) the organizers or organizers of large-scale events should provide better working and living conditions for the members of the team, so as to fully mobilize the active initiative of the staff and thus enhance the cohesion of the team; (4) holding communication meetings between departments and departments, cultural and cultural activities, and strengthening communication among team members in order to enhance coordination among departments; 5) after or near the end of the competition, people who are about to face unemployment in the society can be recommended to enterprises or institutions, or companies with recruitment needs can be invited to provide them with opportunities. To solve the problems for the social recruiters who participate in the event.
【学位授予单位】：首都体育学院
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：G80-05

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