Difference between revisions of "Enterprise Intelligence Quarter"
(→Instruments) |
(→Concepts) |
||
| Line 10: | Line 10: | ||
===Concepts=== | ===Concepts=== | ||
| + | #'''[[Stakeholder engagement]]'''. An individual's involvement with, satisfaction with, and enthusiasm for the enterprise he or she works for or is involved with. | ||
| + | #*[[Stakeholder engagement]]. When stakeholders are connected to, satisfied with, and enthusiastic about their enterprise. | ||
| + | #*[[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. | ||
| + | #*[[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. | ||
| + | #*[[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. | ||
| + | #*[[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. | ||
| + | #'''[[Stakeholder participation]]'''. A participative process that uses the input of stakeholders to increase their commitment to enterprise success. | ||
| + | #*[[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. | ||
| + | #*[[Representative participation]]. A system in which workers participate in organizational decision making through a small group of representative employees. | ||
#'''[[Stakeholder analysis]]'''. The work to identify the stakeholders who may be impacted by a proposed initiative and assess their interests and likely participation. | #'''[[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 involvement]]. | ||
#*[[Stakeholder power]] | #*[[Stakeholder power]] | ||
| − | # | + | #'''[[Enterprise credibility]]'''. The degree to which stakeholders perceive the enterprise as honest, competent, and able to be productive. |
| − | # | + | #*[[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. | + | #*[[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. | |
| − | + | #'''[[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. | |
| − | |||
| − | |||
| − | |||
| − | |||
| − | |||
| − | |||
| − | |||
| − | |||
| − | *[[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. | ||
| − | |||
| − | |||
| − | |||
===Roles=== | ===Roles=== | ||
Revision as of 02:10, 5 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 engagement. An individual's involvement with, satisfaction with, and enthusiasm for the enterprise he or she works for or is involved with.
- Stakeholder engagement. When stakeholders are connected to, satisfied with, and enthusiastic about their enterprise.
- 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.
- 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.
- 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.
- 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.
- Stakeholder participation. A participative process that uses the input of stakeholders to increase their commitment to enterprise success.
- 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.
- Representative participation. A system in which workers participate in organizational decision making through a small group of representative employees.
- Stakeholder analysis. The work to identify the stakeholders who may be impacted by a proposed initiative and assess their interests and likely participation.
- Enterprise credibility. The degree to which stakeholders perceive the enterprise as honest, competent, and able to be productive.
- Informational justice. The degree to which employees are provided truthful explanations for decisions.
- 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.
- 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.
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 Workgroup Design Quarter.
