Frank E. Kuzmits

The NFL combine: does it predict performance in the National Football League?

Kuzmits, FE and Adams, AJ. The NFL combine: does it predict performance in the National Football League? J Strength Cond Res 22(6): 1721-1727, 2008-The authors investigate the correlation between National Football League (NFL) combine test results and NFL success for players drafted at three different offensive positions (quarterback, running back, and wide receiver) during a recent 6-year period, 1999-2004. The combine consists of series of drills, exercises, interviews, aptitude tests, and physical exams designed to assess the skills of promising college football players and to predict their performance in the NFL. Combine measures examined in this study include 10-, 20-, and 40-yard dashes, bench press, vertical jump, broad jump, 20- and 60-yard shuttles, three-cone drill, and the Wonderlic Personnel Test. Performance criteria include 10 variables: draft order; 3 years each of salary received and games played; and position-specific data. Using correlation analysis, we find no consistent statistical relationship between combine tests and professional football performance, with the notable exception of sprint tests for running backs. We put forth possible explanations for the general lack of statistical relations detected, and, consequently, we question the overall usefulness of the combine. We also offer suggestions for improving the prediction of success in the NFL, primarily the use of more rigorous psychological tests and the examination of collegiate performance as a job sample test. Finally, from a practical standpoint, the results of the study should encourage NFL team personnel to reevaluate the usefulness of the combines physical tests and exercises as predictors of player performance. This study should encourage team personnel to consider the weighting and importance of various combine measures and the potential benefits of overhauling the combine process, with the goal of creating a more valid system for predicting player success.

Changes in the athletic profile of elite college American football players.

Abstract Robbins, DW, Goodale, TL, Kuzmits, FE, and Adams, AJ. Changes in the athletic profile of elite college American football players. J Strength Cond Res 27(4): 861–874, 2013—The purpose of this study was to compare positional anthropometric and National Football League (NFL) Combine performance levels in elite college American football players over the 3-year period from 1999 to 2001 to the 3-year period from 2008 to 2010. The sample included 15 offensive and defensive positions, and only those players invited to the combine and subsequently drafted in the same year (n = 1,712) were included in the study. Data from 10 combine physical tests were examined, including weight; height; the 9.1-, 18.3-, and 36.6-m sprints; the vertical and horizontal jumps; the 18.3-m shuttle run; the 3-cone drill; and the 102.1-kg bench press for maximum repetitions. Independent samples t-tests detected differences for each of the 15 positions (p < 0.05). There were no discernible trends in height and weight over the period in question, whereas players in the more recent group significantly improved performance in straight sprinting, the 3-cone drill, and the horizontal jump. Findings suggest that these tests better reflect characteristics such as explosiveness and first-step quickness as compared with the 18.3-m shuttle and the vertical jump, and that such characteristics have become more highly sought after by NFL coaches and scouts. The results of the present research suggest that the position-specific profiles changed over a relatively short period of time. Coaches and practitioners will be able to use the findings of this research to better prepare athletes for entry into the NFL.

The evaporating cloud: a tool for resolving workplace conflict

Purpose – This article has two purposes. The first is to synthesize the important current concepts, definitions, and styles of resolving and/or managing workplace conflicts. The second is to introduce a systematic approach to resolving workplace conflicts.Design/methodology/approach – Historical approaches to conflict management are briefly reviewed and Goldratts evaporating cloud is introduced as a structured approach to achieving win‐win solutions to workplace conflicts. A comprehensive case is used to demonstrate the application of the suggested approach.Findings – Goldratts evaporating cloud provides a systematic approach to identifying the conflicting needs or interests of the parties to a conflict, and a process for making explicit the assumptions underlying the conflict and challenging their validity, leading to win‐win solutions to workplace conflicts. The evaporating cloud incorporates well‐accepted principles of achieving win‐win solutions and complements existing approaches.Research limitatio...

Organizational politics:Tactics, channels, andhierarchical roles

This research examines the relationships among the types of self-serving political messages sent in organizations, the channels through which they are sent, and the targets to whom they are sent. Two theoretical streams converge in this study: Communication as Political Behavior and Media Usage Theory. A review and synthesis of these two bodies of literature yielded three hypotheses, each of which received strong statistical support. The data suggest that the process of encoding and transmitting self-serving messages is strongly related to the specific target to whom they are sent (boss, subordinate, or peer) and the channel through which they are sent (face-to-face, telephone, memo, or e-mail).

360-feedback in health care management: a field study.

In recent years, organizations representing all types of industries, including health care, have adopted the 360-feedback approach with the goal of strengthening leader performance. But while 360-feedback enjoys a high level of face validity, current research shows that it is not problem-free and often fails to achieve its goals without proper development and implementation. This research, conducted in a large public hospital, surveyed the top management team of 49 executives who participated in a 360-feedback project beginning in February 2001. The survey, designed to solicit opinions about the effectiveness of the 360-feedback project, resulted in several recommendations to improve the process: One, both mentors and participants (raters and those rated) should be formally trained to improve the feedback process. Two, participants-both raters and those rated-should be significantly involved in 360-feedback planning and development efforts. Three, the 360-feedback process should be linked to hospital objectives. Four, the 360-feedback process should focus not only on interpersonal issues but departmental and organizational goals as well. First and foremost, our findings show that regardless of how popular a management development program may be, no technique for improving management and organizational effectiveness, including 360-feedback, will work unless properly designed and implemented.

Negligent hiring: Reducing the risk

In recent years, the responsibility of employers to hire people who are not dangerous or violent has been heightened by the tort, negligent hiring. The courts have ruled that certain employers owe a special duty to employees and third parties (e.g., customers or clients) to protect them from the harmful or criminal acts of other employees. This article contrasts negligent hiring to respondent superior and negligent entrustment, describes the components of negligent hiring, and reviews important legal cases. The article also discusses how employers can minimize the risk of negligent hiring through prudent human resource practices.