5. What kinds of metrics in a business organization might capture the same spiri
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5. What kinds of metrics in a business organization might capture the same spirit as a basketball plus/ minus index?
CASE CONCLUDED Inspired by emerging evidence-oriented evaluation really make smart decisions. They could say that examples in other sports (see Moneyball), Cuban a certain player is worth five wins, but he can be and Winston were most interested in measuringa signed for half as much money as a player who is player by how well the team did with that player worth seven wins. That's a better buy. The owner is on the court, after accounting for the other players getting more player for the dollar." Being efficient on the court with him. The Mavericks' "plus/minus with the money you have is the key to being suc- index" adjusts for how good the team is withoutcessful in professional sports. But he warns that the player on the court as well as for the opponent "th is a tool, not an end-all solution. You want to and for game situations. (Without such adjustments, think in terms of multiple inputs, and good math- players on a top team like the Los Angeles Lakers ematical analysis is just one tool to be used in the ould all look good, because the Lakers so often evaluation process. The proof of the value of the Mavericks' evalua- tion system is clear to see. During the last 10 years hile Professor Winston is quick to point out that no system is perfect, he believes the system he the team has systematically improved their winning derived for the Mavericks beats other player evalua percentage from 49 to 69 percent tions because it can reflect defensive prowess. It's with team's first NBA championship in 2011 defense, Winston says, that plus/minus "really shines because defensive stats such as blocked shots rebounds, and steals can't encapsulate a player's worth. Cuban also defends the system from skeptics saying it is not for ranking players by talent or for trades, but for determining good lineups and tracking player development. "It's a system you use to see how [players] are being used and contributing in the short in their own evaluations? term, and how good they are over the long term. Questions 1. In what ways does the Mavericks' system of evalu- ation address the most common problems with performance evaluation? 2. Why are people so skeptical of objective data often choosing to use far more subjective metrics 3. concerns or questions would you have Professor Winston adds, ".. . optimizing your spending under the salary cap in professional bas- about using only this type of information in per formance evaluation? ketball is really critical." Winston explains: "The at lessons can be learned from this article in creating an evaluation for first-line managers? might capture the same spirit as a basketball plus/ ole issue for me is getting beyond player per- formance as defined by box scores and other tradi- tional measures. For me, it's about determining the 5. What kinds of metrics in a business organization contribution the player makes toward the team's minus index? Then I can parse out what he is worth. A success. given team only wins so many games, so the holySources: Wayne Wi inston www.kelley.iu.edu/ugrad/spotlights/ grail is figuring out how many wins each player can create. Once you know that, team owners can mark-cubans-surprising-player-performance-numbers-580/tab/print spotlight wayneWinston.cf httpo//blogs wsj.com/numbersguy!Explanation / Answer
“Plus / Minus Metrics is a box score based metric to evaluate how a team is impacted by a player on and off the court and overall impact of the player on the team.”
The metrics are more useful in games, which have a higher scoring rate. It uses both on the court and off court scores. It is more useful in a higher scoring game like basketball than hockey.
Its calculated as follows: A team with that player scored +7 baskets more than the opponent and without the player made -3 points less than the opponent. Therefore, the player's score is +7+-3=10.
The organization can broadly incorporate the plus/ minus metrics in their systems as follows:
Taking an example: Mr. X has KRA of total 100 points achieved is 80 points according to his achievements calculated as percentages. Earlier employing performing same role had a consistent performance of 77 points. Hence, Mr. X is 3% better contributor to the organization.
Key Factors are:
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