A IMPLEMENTAÇÃO DA MERITOCRACIA COMO PLATAFORMA DE DESEMPENHO EM UMA ENTIDADE ESPORTIVA DE ALTO RENDIMENTO

In corporate organizations, meritocracy is conceived when employees are valued for their contribution to companies' results. In turn, organizations promote this exchange with the purpose of engaging the collaborator with the goals that it pretends to achieve. In this scenario, the principles of...

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Bibliographic Details
Published in:Podium : sport, leisure and tourism review leisure and tourism review, 2016-09, Vol.5 (3), p.75
Main Authors: Cegalini, Vinicius Lordello, Cardoso, Marcos Vinicius, Fleury, Fernando
Format: Article
Language:Portuguese
Subjects:
Athletes
Human performance
Meritocracy
Sports
Tennis
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Summary:In corporate organizations, meritocracy is conceived when employees are valued for their contribution to companies' results. In turn, organizations promote this exchange with the purpose of engaging the collaborator with the goals that it pretends to achieve. In this scenario, the principles of meritocracy are applied. In Sport, one of the types of meritocracy is called High Performance, in which competition is characterized by the development of athletes and the quest for victory over opponents, with natural objective comparisons between players and teams. Thus, the concepts of meritocracy can be adapted and used in the universe of Sports. This work aims to understand meritocracy concept application in a high-performance tennis sports entity. Thus, we condicted an in-depth interview with the manager of the tennis entity and analyzed the results that pointed out how the entity seeks the evolution of young players in the ranking using meritocracy. Among the conclusions, this work presents the evolution of the main young tennis players who participate in the entity studied. In addition to the increasing in the ranking list of the best young players, the concepts of meritocracy, by increasing the performance of athletes, fit the universe of the sport that seeks for results in high performance, and can be replicated in other organizational contexts.
ISSN:2316-932X
DOI:10.5585/podium.v5i3.200