Difference between revisions of "Enterprise Intelligence Quarter"
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#*[[Stakeholder list, roles, and responsibility designation]]. A listing of the stakeholders affected by a business need or proposed solution and a description of their participation in a project or other initiative. | #*[[Stakeholder list, roles, and responsibility designation]]. A listing of the stakeholders affected by a business need or proposed solution and a description of their participation in a project or other initiative. | ||
*[[Informational justice]]. The degree to which employees are provided truthful explanations for decisions. | *[[Informational justice]]. The degree to which employees are provided truthful explanations for decisions. | ||
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*[[Perceived organizational support]]. Employees' general belief that their organization values their contribution and cares about their well-being. | *[[Perceived organizational support]]. Employees' general belief that their organization values their contribution and cares about their well-being. | ||
*[[Perceived organizational support]]. The degree to which employees believe an organization values their contribution and cares about their well-being. | *[[Perceived organizational support]]. The degree to which employees believe an organization values their contribution and cares about their well-being. | ||
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*[[Team efficacy]]. A team's collective belief that they can succeed at their tasks. | *[[Team efficacy]]. A team's collective belief that they can succeed at their tasks. | ||
*[[Team identity]]. A team member's affinity for and sense of belongingness to his or her team. | *[[Team identity]]. A team member's affinity for and sense of belongingness to his or her team. | ||
*[[Team cohesion]]. A situation when team members are emotionally attached to one another and motivated toward the team because of their attachment. | *[[Team cohesion]]. A situation when team members are emotionally attached to one another and motivated toward the team because of their attachment. | ||
*[[Wellness program]]. An organizationally supported program that focuses on the employee's total physical and mental condition. | *[[Wellness program]]. An organizationally supported program that focuses on the employee's total physical and mental condition. | ||
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*[[Work council]]. A group of nominated or elected employees who must be consulted when management makes decisions involving personnel. | *[[Work council]]. A group of nominated or elected employees who must be consulted when management makes decisions involving personnel. | ||
*[[Sexual harassment]]. Any unwanted action or activity of a sexual nature that explicitly or implicitly affects an individual's employment, performance, or work environment. | *[[Sexual harassment]]. Any unwanted action or activity of a sexual nature that explicitly or implicitly affects an individual's employment, performance, or work environment. | ||
*[[Sexual harassment]]. Any unwanted activity of a sexual nature that affects an individual's employment and creates a hostile work environment. | *[[Sexual harassment]]. Any unwanted activity of a sexual nature that affects an individual's employment and creates a hostile work environment. | ||
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*[[Employee engagement]]. An individual's involvement with, satisfaction with, and enthusiasm for the work he or she does. | *[[Employee engagement]]. An individual's involvement with, satisfaction with, and enthusiasm for the work he or she does. | ||
*[[Employee engagement]]. When employees are connected to, satisfied with, and enthusiastic about their jobs. | *[[Employee engagement]]. When employees are connected to, satisfied with, and enthusiastic about their jobs. | ||
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*[[Affective events theory]]. A [[model]] that suggests that workplace events cause emotional reactions on the part of employees, which then influence workplace attitudes and behaviors. | *[[Affective events theory]]. A [[model]] that suggests that workplace events cause emotional reactions on the part of employees, which then influence workplace attitudes and behaviors. | ||
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*[[Organizational commitment]]. The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in that organization. | *[[Organizational commitment]]. The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in that organization. | ||
*[[Organizational commitment]]. The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization. | *[[Organizational commitment]]. The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization. | ||
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*[[Procedural justice]]. Perceived fairness of the process used to determine the distribution of rewards. | *[[Procedural justice]]. Perceived fairness of the process used to determine the distribution of rewards. | ||
*[[Procedural justice]]. The perceived fairness of the process used to determine the distribution of rewards. | *[[Procedural justice]]. The perceived fairness of the process used to determine the distribution of rewards. | ||
Revision as of 17:57, 3 April 2018
Stakeholder Engagement Quarter (hereinafter, the Quarter) is the first of four lectures of Operations Quadrivium (hereinafter, the Quadrivium):
- The Quarter is designed to introduce its learners to enterprise discovery, or, in other words, to concepts related to obtaining data needed to administer the enterprise effort; and
- The Quadrivium examines concepts of administering various types of enterprises known as enterprise administration as a whole.
The Quadrivium is the first of seven modules of Septem Artes Administrativi, which is a course designed to introduce its learners to general concepts in business administration, management, and organizational behavior.
Contents
Outline
The predecessor lecture is Enterprise Acquisitions Quarter.
Concepts
- Stakeholder analysis. The work to identify the stakeholders who may be impacted by a proposed initiative and assess their interests and likely participation.
- Stakeholder involvement.
- Stakeholder power
- Stakeholder list, roles, and responsibility designation. A listing of the stakeholders affected by a business need or proposed solution and a description of their participation in a project or other initiative.
- Informational justice. The degree to which employees are provided truthful explanations for decisions.
- Perceived organizational support. Employees' general belief that their organization values their contribution and cares about their well-being.
- Perceived organizational support. The degree to which employees believe an organization values their contribution and cares about their well-being.
- Team efficacy. A team's collective belief that they can succeed at their tasks.
- Team identity. A team member's affinity for and sense of belongingness to his or her team.
- Team cohesion. A situation when team members are emotionally attached to one another and motivated toward the team because of their attachment.
- Wellness program. An organizationally supported program that focuses on the employee's total physical and mental condition.
- Work council. A group of nominated or elected employees who must be consulted when management makes decisions involving personnel.
- Sexual harassment. Any unwanted action or activity of a sexual nature that explicitly or implicitly affects an individual's employment, performance, or work environment.
- Sexual harassment. Any unwanted activity of a sexual nature that affects an individual's employment and creates a hostile work environment.
- Employee engagement. An individual's involvement with, satisfaction with, and enthusiasm for the work he or she does.
- Employee engagement. When employees are connected to, satisfied with, and enthusiastic about their jobs.
- Affective events theory. A model that suggests that workplace events cause emotional reactions on the part of employees, which then influence workplace attitudes and behaviors.
- Organizational commitment. The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in that organization.
- Organizational commitment. The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization.
- Procedural justice. Perceived fairness of the process used to determine the distribution of rewards.
- Procedural justice. The perceived fairness of the process used to determine the distribution of rewards.
- Psychological contract. An unwritten agreement that sets out what management expects from an employee and vice versa.
- Psychological empowerment. Employee's belief in the degree to which they affect their work environment, their competence, the meaningfulness of their job, and their perceived autonomy in their work.
- Representative participation. A system in which workers participate in organizational decision making through a small group of representative employees.
- Workplace spirituality. The recognition that people have an inner life that nourishes and is nourished by meaningful work that takes place in the context of community.
Roles
- Whistle-blower. An individual who raises ethical concerns or issues to others.
- Whistle-blower. An individual who reports unethical practices by their employer to outsiders.
Methods
Instruments
Practices
The successor lecture is Stakeholder Relations Quarter.
