Question

Based on Moneyball movie

1, Provide two examples of Interorganizational Relationships and Resource Dependence.

2,  describe how technology was used to create the new process in the Oakland A's organization?

3, How did management shape the culture of Oakland A's organization? How was Billy Beane able to create change in the culture?

Answer 1

1, Provide two examples of Interorganizational Relationships and Resource Dependence.

Moneyball is working with a combination of sports knowledge and data analysis in a perfect manner. This concept can be applied in all spheres of the business world.

Many companies struggle with organisational change. Organisations work together in achieving organisational performance by adapting. At Oakland A organisation, there was a gap between perception and reality. They were losing matches in every season.

Very seldom we can find listening leaders. Billy Beane listened and understood Peter Brand's point of view. Listen more than you talk.

Beane had to match skills to the needs, in other words finding value in people which nobody can see. He creates a championship team out of the undervalued players but at affordable spending.

2.Describe how technology was used to create the new process in the Oakland A's organization?

At Oakland A organisation, there was a gap between perception and reality. Beane introduced the technology of data analytics in a different way. Previously ignored data was evaluated to come up with a solution for a pressing problem. Made decisions based on parameters that were overlooked that went on to become the most successful teams of the season despite being paid less Further it proves that if you are clear with your logic then it is better to stick to it. Eventually things would pay off.

3. How did management shape the culture of Oakland A's organization? How was Billy Beane able to create change in the culture?

Involvement of leadership with teams and brainstorming possibilities is very crucial for any organisational change. Beane looked at solving the issue from a different angle. His perception was different from the others at Oakland A. After recruiting Peter Brand into the organisation, he took time to understand Peter's evaluation of the data on the players. He explored Peter's innovative formula and made the impossible happen. He brought about a shift in the mindset from the age old practice of paying high to start players.

Looking at problems differently with an open mind, without being biased, helped Oakland A's organisation to achieve success.