Winning and it

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Winning and its Impact on Attendance in the
National Football League

• William Bryant

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INTRODUCTION

• Fans enjoy going to sporting events
• Pay good money to see their favorite sports teams
  throughout the year
• Cheer for the athlete(s) who help their favorite
  teams win on a regular basis

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• NFL, NHL, NBA, MLB each team in each sport
  begins the season looking to win the championship
  title
• Those teams with winning records usually have
  more people coming to their games (or do they?)

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• Competitive balance in professional sports is the
  goal to success for each league
• Salary cap in NFL (parity)
• No Salary Cap in other sports
• Does competitive balance help increase attendance
  at sporting events? (MTSU/Big Boi)
• If not winning and staying competitive, do teams
  have a chance to attract sellouts during home
  games

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NFL TEAMS/DATA

• Tennessee Titans
• Cincinnati Bengals
• Green Bay Packers
• Oakland Raiders
• Arizona Cardinals
• Information gathered from each teams media guide
  from 1988-2003

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NFL TEAMS/DATA

• Home games from 1988-2003
• Opposing teams for each game
• Number of fans in attendance
• Price of tickets per season
• Dates of each game (Aug-Jan)
• Results from each game (Win-Loss)

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GRANGER CAUSALITY

• Does winning (Y) have an impact on attendance
  (C)? In other words, does Y cause C?
• No brainer because losing teams dont attract
  large crowds (my belief before running the
  regression)
• Results showed each team with a P value less than
  1.

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Green Bay Packers

• Statistical figures shows that team sold out
  games during losing seasons, which clealy
  contradicts null. Why?
• Lambeau Field/1960
• Only sports team in city
• Rich tradition (championships/Brett Favre)

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Tennessee Titans

• Coliseum/Since moving to Nashville
• Fans enjoyed first season in 1999 (Music City
  Miracle/Super Bowl)
• Examination of losing year (2001) saw consecutive
  sellout streak continue in each of the next three
  years
• Subjective perception
• Objective perception

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Weakness in Research

• Five teams are not geographically close
• Three of the five teams relocated during the
  16-year period
• Recommendations

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EEOCs Guidelines

• Reasonable accommodation
• -Criteria for judging accommodation will be the
  alternatives considered or presented
• manifest requests dress
• -Bhatia v. Chevron USA
• safety concerns about respirator
• -Wilson v. U.S. West Communications
• covering an abortion pin
• observation requests Sabbath days

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EEOCs Guidelines

• Alternative accommodations
• flexible scheduling
• voluntary substitutions
• lateral transfers
• job assignment changes

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EEOCs Guidelines

• Undue hardship based upon a de minimis cost
• -Employers should document hardship by
  analyzing
• -cost of lost productivity
• retraining, rehiring, transferring
  employees, size of employer, number of
  employees

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Illegal Accommodation Request

• Sutton v. Providence St. Joseph Medical Center
• - Sutton believed his religion prevented him
  from providing SSN to employer
• - Internal Revenue Code requires employer to
  provide SSN with tax withholdings
• - Violating law constitutes undue hardship

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Recommendations

• Nondiscrimination, anti-harassment policy
• Include in employee handbook
• Widely disseminate policy conduct periodic
  reviews
• No Solicitation/No Distribution Policy
• soliciting distribution allowed only in
  nonworking areas and times
• Company wide Training
• Policies
• Diversity training

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RecommendationsIn the event of a complaint

• assess events on a case-by-case basis
• gather information from co-workers
• keep written statements
• allow the accused an opportunity to address
  concerns

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Guidelines on Religious Exercise Religious
Expression in Federal Workplace

• Employee may express religious views as long as
  it doesnt infringe on efficiency
• Agency may have legal obligation to restrict
  forms of speech that intrude on rights of others
• Affirmed rights of employees to wear religious
  jewelry, keep pictures engage in bible studies
  with coworkers

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Workplace Religious Freedom Act

• First introduced to the Senate in 1997
• Most recently introduced in September 1999
• If signed into law it would
• --- require employers with 15 or more employees
  to make an affirmative and bona fide effort to
  accommodate employees religious practices

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Workplace Religious Freedom Act (cont.)

• If signed into law it would
• --- more strictly define undue hardship based
  on cost of lost productivity, the number of
  employees who would require accommodation and the
  difficulty and the cost for employers that have
  more than one facility or place of business