Philadelphia Phillies v Atlanta Braves

Running down the rosters: Atlanta Braves

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Since finishing off one of the biggest collapses in NL history, the Braves have responded by doing absolutely nothing, at least when it comes to adding. They did trade away Derek Lowe and let shortstop Alex Gonzalez leave in free agency. But every member of the current 25-man projected roster below was in the organization last year.

Rotation
Jair Jurrjens – R
Tommy Hanson – R
Brandon Beachy – R
Mike Minor – L
Randall Delgado – R

Bullpen
Craig Kimbrel – R
Jonny Venters – L
Eric O’Flaherty – L
Arodys Vizcaino – R
Kris Medlen – R
Cristhian Martinez – R
Anthony Varvaro – R

Disabled list: Tim Hudson (R)
SP next in line: Julio Teheran (R), Medlen, Todd Redmond (R)
RP next in line: Robert Fish (L)(Rule 5), Peter Moylan (R), Adam Russell (R), Cody Gearrin (R)

It’s looking increasingly likely that Hudson, who is coming off back surgery, will miss at least the first couple of weeks of the season. The Braves can’t be too confident about the health of Jurrjens or Hanson, either. Of course, they have great depth with Delgado, Teheran and Medlen, but it’d be for the best if it’s not tested in early April.

The bullpen is also strong, with the game’s most untouchable one-two punch and Vizcaino seemingly ready to take on a big role in the sixth and seventh innings. The only spot that figures to be up for grabs is the last one, assuming Medlen isn’t needed in the rotation. Fish, who was taken from the Angels in the Rule 5 draft, could claim it over Varvaro with a strong spring.

I’m listing Moylan with the next in lines since he’s likely to spend the first month or two rehabbing following shoulder surgery. He’s back with the Braves on a minor league contract (and thus won’t be on the major league disabled list initially).

Lineup
CF Michael Bourn – L
LF Martin Prado – R
3B Chipper Jones – S
2B Dan Uggla – R
1B Freddie Freeman – L
C Brian McCann – L
RF Jason Heyward – L
SS Tyler Pastornicky – R

Bench
C David Ross – R
INF Jack Wilson – R
1B-OF Eric Hinske – L
OF Matt Diaz – R
OF Jose Constanza – L

Next in line: INF Drew Sutton (S), INF Brandon Hicks (R), INF Josh Wilson (R), OF Jordan Parraz (R), OF Luis Durango (S), OF Stefan Gartrell (R)

For the record, that’s not how I would arrange the lineup. Fredi Gonzalez, though, likes Uggla in that cleanup spot, no matter that it would make more sense to have him lower in the order breaking up the lefties. And while McCann spent much of the season hitting third and fourth, he was dropped down to sixth at the very end.

The roster here is probably set. I’d rather see them carry Sutton than Constanza, but that would leave them without a legitimate backup center fielder. Better yet, they could carry both and go with an 11-man pitching staff once Hudson is healthy. But figure the odds…

These Braves are still very much a threat in the NL East if things break right. However, I’d be more optimistic if I felt safe in projecting any of their starters to throw 200-220 innings. And if they had a different manager.

A-Rod will be back on Fox for the playoffs

Alex Rodriguez
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Alex Rodriguez made for a shockingly good analyst during last year’s playoffs. He’s clear and concise and is able to criticize players without being a jackass. That’s key, as so many current and former players who spend time doing analysis seem loathe to call out a player despite the fact that that’s what they’re there for.

Fox obviously liked what they got out of A-Rod, because he’s coming back:

Now, if they can refrain from hiring Pete Rose and if TBS brings back A.J. Pierzynski, tuning in to the pregame and postgame shows may actually be worth your time this October.

Blame Baseball’s copycat behavior for its lack of diversity in the executive ranks

Rob Manfred
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Following on yesterday’s stuff about baseball’s marked lack of diversity in the executive ranks comes a Ken Rosenthal column which digs into it a bit.

I might observe that, while, Rosenthal is right on all of the facts, there is a whiff of pushback in the story. As if MLB folks were hearing the criticisms Murray Chass and others have leveled in recent days about the lack of women, minorities and other candidates who don’t fit the “30-something MBA from an Ivy League school” mold of so many of today’s top execs and wanted to get some points out there. The league’s search firm is examined and there is a bit of “well, here is an exception; and here are a few more . . .” to it. Which, hey, that’s fair. Like I said, Rosenthal has his facts right and treats the issue seriously.

I think Rosenthal’s best bit, however, is the point he hits on at the end, when he says “homogeneity is dangerous in any industry, particularly when bright people are excluded.” That’s probably the key word to think about when you think about baseball’s hiring practices. “Homegeneity.” Baseball has a distinct lack of women and minorities in key positions, but I don’t think it’s because baseball is maliciously racist or sexist. Rather, it’s because baseball is acutely prone to copycat behavior that breeds homogeneity.

Everything about baseball culture, from the first day of a player’s minor league career-on and from the first day an intern is hired to get coffee for an assistant general manager is about not being different. About not sticking out. About emulating successes. You may mess up or you may fail, but if you do it while going about your business the way other, successful people went about theirs, you’ll be way better off than if you did things differently or stuck out.

This is true of all industries to some degree, but it seems far more prevalent in baseball. It’s a smaller world with fewer opportunities than business at large. It’s a more conservative world in terms of temperament. It’s one where you’re far more likely to have a reporter ask you about why you did something than, say, the accounting industry. It makes people afraid to take chances and makes people far more likely to do what that last successful guy did than to go out on even the shortest of limbs.

Not that things don’t change. Indeed, today’s preference for 30-something MBAs is radically different than the old model of hiring some old “baseball man” to run baseball operations. But it only came to the fore after the sabermetric and analytical model forced its way into the conversation with success and/or efficiencies that were impossible for even the crustiest old baseball man to ignore. That said, it was a transformation that was so difficult and radical that it was literally turned into a book and a movie and led to a decade and a half of arguing. A philosophical change which may have been casually noted in another business and then quickly emulated played out like some sort of cultural civil war in baseball circles. Change came, yes, but it wasn’t easy.

But here we are again, with the old baseball men replaced by the “Moneyball” disciples, who have become the new normal. A normal which one deviates from at great risk in baseball’s conservative world. I don’t believe that baseball’s homogeneity in the executive ranks is a function of bad people who believe bad things making bad decisions. I think it’s about fear and conformity more than anything else. Now there is a fear that not hiring that Ivy League MBA is the radical and perilous move. And if that Ivy League MBA was one who worked under another Ivy League MBA with another, all the better. And the easier we can sell him to fans as “the next Theo Epstein,” well, the better. And it sure would be easier to do that if he looked like Theo Epstein! Comps are the lingua franca of old baseball scouts. They’re the lingua franca of baseball decision makers too.

Whatever the causes, the net effect of all of this is no different than if there were virulent racism and sexism in the hearts and minds of baseball’s decision makers. It’s the same rich white boys club that maliciousness and bigotry could’ve created, even if it was created via more benign means. If baseball’s leaders truly believe that diversity in their leadership ranks is important — and I believe them when they say they do — they need to attack the problem of its homogeneity in the same manner they would if there was something malicious afoot. They need to stop throwing up their hands and saying “well, that’s what clubs do” or “that’s what our search firm gave us” and make achieving diversity a goal with an action plan, not just a goal which is merely stated.