Market Intercourses Quarter

Resource Acquisitions 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.

Outline

The predecessor lecture is Group Dynamics Quarter.

Concepts

• Critical incident. A way of evaluating the behaviors that are key in making the difference between executing a job effectively and executing it ineffectively.
• Technical skill. Job-specific knowledge and technique needed to proficiently perform work tasks.
• Work demand. A responsibility, pressure, obligation, and even uncertainty that individuals face in the workplace.
• Work resource. A thing within an individual's control that can be used to solve work demands.
• Socialization. A process that adapts employees to the organization's culture.
• Socialization. The process that helps employees adapt to the organization's culture.
• Skill variety. The degree to which a job requires a variety of activities so that an employee can use a number of different skills and talents.
• Skill variety. The degree to which a job requires a variety of different activities.
• Speaking skills. Skills that refer to the ability to communicate information and ideas in talking so others will understand.
• Decruitment. Reducing an organization's workforce.
• Assessment center. An off-site place where candidates are given a set of performance simulation tests designed to evaluate their managerial potential.
• Emotional labor. A situation in which an employee expresses organizationally desired emotions during interpersonal transactions at work.
• Encounter stage. The stage in the socialization process in which a new employee sees what the organization is really like and confronts the possibility that expectations and reality may diverge.
• Behaviorally anchored rating scale. A scale that combine major elements from the critical incident and graphic rating scale approaches. The appraiser rates the employees based on items along a continuum, but the points are examples of actual behavior on the given job rather than general descriptions or traits.
• Attitude survey. A survey that elicits responses from employees through questions about how they feel about their jobs, work groups, supervisors, or the organization.
• Fixed pie. The belief that there is only a set amount of goods and services to be divided up between the parties.
• Arbitrator. A third party to a negotiation who has the authority to dictate an agreement.
• Distributive bargaining. Negotiation that seeks to divide up a fixed amount of resources; a win-lose situation.
• BATNA. The best alternative to a negotiated agreement; the least the individual should accept.
• Conciliator. A trusted third party who provides an informal communication link between the negotiator and the opponent.
• Global sourcing. Purchasing materials and labor from around the world wherever it is cheapest.
• Integrative bargaining. Negotiation that seeks one or more settlements that can create a win-win solution.
• Intellectual property. Proprietary information that's critical to an organization's efficient and effective functioning and competitiveness.
• Negotiation. A process in which two or more parties exchange goods or services and attempt to agree on the exchange rate for them.
• Metamorphosis stage. The stage in the socialization process in which a new employee changes and adjusts to the job, work group, and organization.
• Material symbol. What conveys to employees who is important, the degree of egalitarianism top management desires, and the kinds of behavior that are appropriate.
• Mediator. A neutral third party who facilitates a negotiated solution by using reasoning, persuasion, and suggestions for alternatives.
• Organizational justice. An overall perception of what is fair in the workplace, composed of distributive, procedural, informational, and interpersonal justice.
• Orientation. Introducing a new employee to her or his job and the organization.
• Panel interview. A structured interview conducted with a candidate and a number of panel members in a joint meeting.
• 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.
• Prearrival stage. The period of learning in the socialization process that occurs before a new employee joins the organization.
• Realistic job preview. A preview of a job that provides both positive and negative information about the job and the company.
• Realistic job preview. A substantive selection test that is a job tryout to assess talent versus experience.
• Recruitment. Locating, identifying, and attracting capable applicants.
• Selection. Screening job applicants to ensure that the most appropriate candidates are hired.
• Situational judgment test. A substantive selection test that asks applicants how they would perform in a variety of job situations; the answers are then compared to the answers of high-performing employees.
• Work sample test. A hands-on simulation of part or all of the work that applicants for routine jobs must perform.
• Structured interview. A planned interview designed to gather job-related information.
• Unstructured interview. A short, casual interview made up of random questions.
• Professional ability. An individual's capacity to perform the various tasks in a job.
• Readiness. The extent to which people have the ability and willingness to accomplish a specific task.
• Zero-sum approach. An approach that treats the reward "pie" as fixed, such as that any gains by one individual are at the expense of another.
• Reading skills. Skills that entail an understanding of written sentences and paragraphs in work-related documents.
• Writing skills. Skills that entail communicating effectively in text as appropriate for the needs of the audience.

Practices

The successor lecture is Stakeholder Engagement Quarter.