Abstract
M.B.A.
Many talented football players had their football career rather cut short or marred by long term of inactiveness, in this country due to their unbecoming behaviour or because of a fall out with the coach. These incidences have been widely reported.
Not only do the players lose out under these circumstances but the whole football community as in the club itself, the spectators, the sponsors, the football union, journalists, persons very close to the errant player and the country at large, are compromised as inappropriate ways of managing the situation are exercised.
Punitive measures are generally preferred over corrective ones. This undesired state of affairs persisting, as it looks more likely that it will, it will continue to haunt the football industry indefinitely unless appropriate intervention happens.
The tonic could be the belated assistance of an astute and empowered labour relations manager in the strategic employee relations of the PSL clubs in general.
The absence of guiding regulations and policy framework within which labour relations operations are carried out, gives way to allsorts of inhibitive practices resulting from sentiment-derived decisions. Think about it, where policies lack sentiments rule.
Too many roles are generally unfairly entrusted to football coaches. Many football coaching literature and manuals either generate or affirm this notion. Coaches voluntarily take functions that are beyond their capacity.
Not all coaches have the skills to motivate players. Those who have such a plus are few. Unfortunately this category of coaches may be thin in other critical aspects of coaching and in employee assistance as well as employee wellness side of things.
Irrespective of the relatively high budget needed to accommodate the package of the LRM, the rewards are greater. Going for it is damn worth it, folks!