Money Ball(Based on the book “Money ball”: The art of

winning an unfair game.)

Cast

• Directed By : Bennett Miller • Written Credits: Steven Zailian, Aaron

Sorklin (Screenplay), Stan Chervin (Story), Michael lewis(Author Book)

Top Billed Actor Cast

• Brad Pitt – Billy Beane• Jonah Hill – Peter Brand• Philip Seymour Hoffman – Art Howe• Robin Right – Sharon• Chris Pratt – Scott Hatteberg• Stephen Bishop – David Justice• Reed Diamond – Mark Shapiro

Produced By:

• Mark Bakashi – Executive Producer• Michael de Luca – Producer• Rachel Horovitz - Producer• Robin Jaffe – Producer Major Baseball league

Liason• Mychael Danna – Original Music• Wally Pfister – director of Photography• Christopher Tellefsen – Film main editor

Continuation

• Francine Maisler – Casting• Jess Gonchor – Production design• David Scott, Brad Ricker – Art Direction• Kaisa Walika-Maimone – Costume design• Nancy Haigh – Set Decoration• Bridget Bergman – Makeup Artist• Jean Ann Black – Makeup Artist (Mr. Pitt)

Movie Details

• Filmed in – USA , Blair field recreation park 4700 E Long Beach California, Sony Studios and other MLB Locations(Yankee stadium, Red Sox Stadium, etc)

• Language – English• Release Day – 23 September 2011

BOX OFFICE

• Budget - $50,000,000• Opening weekend - $19,501,302 (US Only)• Total Gross - $75,605, 492 (US Only)• International Gross - 35,458,256 (estimated

Euros)• Still to add DVD and Blue ray revenues

estimated to be over 20 million dollars• Second most nominated movie of the year.

Synopsis

Critics Review’s

• David Denby (The New Yorker) The most soulful baseball movie.

• JR Jhones (Chicago reader) The social network of sports movies. Human resources in full effect

• Lisa Kennedy (Denver Post) Money ball turns an unlikely subject interesting, making a professional sport the nexus where past and future collide.

• September 23, 2011

Scene 1- 15:00-20:00

• During this scene we see how a player is negotiated based on how well they performed

• The value is the same given to a well trained employee

• We also see how a CEO will consult and take into consideration the HR specialist advice on the matter on the cost value of the change.

Scene 2- 57:00 -60:00

• Billy is frustrated because Art did not follow his instructions, which were to place Hatteberg at first. The team lost the game, as a result of this decision.

• Billy meets with Art, accept his responsibility for not making him part of the initial conversations and changing process.

• They engage in a brief discussion, each expressing different opinions.

• Billy leaves Art’s office, both of them are visibly frustrated.

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Communication Barriers

• Perceptual and Language Differences• Restrictive Environment• Deceptive Tactics (authoritarian-style

management)• Distractions– Physical– Emotional– Information Overload– Round-the-clock accessibility

Guidelines:Overcoming Communication Barriers

• Adopt a receiver-centered approach• Foster an open communication climate• Commit to ethical communication• Create efficient messages– Listen– Demonstrate empathy– Promote participation– Negotiate– Explain the reason-behind decisions

Guidelines: Improving your Non-Verbal Communication

• Interpret non-verbal signals carefully• Be aware of the non-verbal signals you send– Eye behavior– Gestures– Posture– Voice

• Learn how to control your emotions – Emotional Intelligence

Guidelines:Improving your Verbal Communication

• Provide practical information• Give facts rather than impressions• Clarify and condense information• State precise responsibilities• Persuade others and offer recommendations

Guidelines:Achieving an Effective Meeting

• Prepare for the meeting– Decide your purpose– Select participants and location

• Conduct the meeting– Keep and follow an agenda– Encourage and promote participation– Close effectively – agreements

• Following-Up after the meeting

Guidelines:Implementing Changes Effectively

• Analyze the process and the changes you need to implement

• Prepare your team to accept the changes• Explain the changes and their reasons (WHY)• Persuade your team, sell the big picture• Create participative environment • Listen to the reactions (verbal and non-verbal)• Communicate results during and after the

implementation

Guidelines:Providing Feedback Effectively

• Prepare your message• Focus on facts, not impressions or emotions• Control your emotions, be objective• Adjust your approach to the receiver• Begin with common interests and positive feedback• Continue, notifying the receiver’s opportunity areas • Explain your expectations and the reason-behind• Establish agreements

Scene 3 1:00:00-1:05:00• Billy Beane communicates to his assistant that part of his responsibilities

will be to travel with the players when they are not locals and be in charge of the firing or trades of players. The Gm general assistant (Billy) indicates to Peter Brand why he does not mingle or mix emotions with the players because he believes that does ease the process of the firing.

• Peter starts to travel with the team. At a certain moment the player David Justice asks why Billy does not travel with the team, to what Peter answers that the GM does not travel with the team so there is no emotional link at the time of a trade or a Firing. He also does ask why he has to pay a dollar for a soda can and the answer given is that the GM wants the team money to stay in house. To which he ask were in the ball park is his money.

• The press calls “the money ball experiment” a failure, since the team up to that moment have lost 14 of the 17 played games in the American league.

Scene 4 1:40:00-1:45:00The Art of Winning

In the final part of the movie scene (1:40) we can appreciated the result of how the human resources professionals applied the metrics in the selection process, and convert into a successful way of thinking. To be more specific, the conversation was based of the science data related to the characteristics of each player or to be related as an employee of a professional organization. To be measured in the same way of the financial competitions between different the staff and the general manager.An essential tool described between the owner and general manager was If the right “talent” was the correct one, but I asked myself what is the right definition that applies here. But the talent will be based on the metric evaluation, research, data and science tools to provide the correct decision.

Impact On Management

• The impact that the management has on the different process that were chosen to understand the approach that was utilized in order to provide a new perspective on the necessary characteristics needed. So the selection process, as well as the evaluation process is a very long period of time in order to really understand how the impact of Billy Beane and his staff approach.

• The impact of the administration process in the human resources department can be viewed in a very complex way, due to the diversity of opinions on the staff. Specially on the beliefs of the long term goals that the Oakland, Athletics were able to achieve based on a revolutionary way approach to the game.

Owner’s Point Of View

• Also the owner’s point of view was essential in the way he adopted unique types of methods and metrics based on new science data, for the more traditional process of the “scouting department”. Basically the scouting process was based on the process to evaluate the physical and mental abilities of a player, but didn’t gave importance to the statistical value of the process or equation.

• As the general manager explained to its employees its not always the individual player who need to shine in the team, but most important the skills and abilities to rely upon. That means if the individual is able to hit a “home run” in a abstract way, but most important the positive impact that it will have on a team.

Positive Impact• Billy Beane was a pioneer in the way he viewed how can changes

and new elements, can provide the necessary characteristics to enable, a development of a new way to approach the problem. Also he talks about the way the team is t asking shape, how the individual impact of each of the pieces have been integrated into the whole concept of the team. As the team starts to perform at a higher level we can see how the metrics applied in the beginning of the movie, have transformed into successful team.

• The explanation that was provided by Billy, involved a way to have a competitive advantage and to be conscience of the best asset in the organization: Human Capital. If an organization wants to be successful is necessary to recruit and develop the best talent available.

Research and Statistics = Success

• As the movie comes to an end we can observe the final result of the whole procedure involving the human resource professionals and the implementation of the art of winning. How the talent evolved into success both on the field, as well as the administrative part of equation. One of the great implementation is the technology based changes that can be seen as the movie develop.

• The art of winning was achieved in a new and groundbreaking process to evaluate and provide the right way to be able produce and retain the best talent possible, as well as the professionals that form part of the administrative side of the business.

Relation to Human resources/ Conclusion

References

• Excellence in Business Communication, 6th Edition– John V Thill– Courtland L Bovée

• www.imdb.com• Money ball “The Art Of Winning” Michael

Lewis

Thanks for your time

• Any questions?