Relationship Management Quarter

Stakeholder Arrangements Quarter (hereinafter, the Quarter) is a lecture introducing the learners to social implementations primarily through key topics related to stakeholder arrangements. The Quarter is the last of four lectures of Social Quadrivium, which is the fifth of seven modules of Septem Artes Administrativi (hereinafter, the Course). The Course is designed to introduce the learners to general concepts in business administration, management, and organizational behavior.

Outline

Information Architecture Quarter is the predecessor lecture. In the enterprise implementation series, the previous lecture is Worker Productivity Quarter.

Concepts

1. Stakeholder arrangement. The action, process, or result of arranging or being arranged that an enterprise does for and/or offers to its stakeholders.
   • 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.
2. Enterprise justice. An overall perception of what is fair in the workplace, composed of distributive, procedural, informational, and interpersonal justice.
   • Distributive justice. Perceived fairness of the amount and allocation of rewards among individuals.
   • Informational justice. The degree to which employees are provided truthful explanations for decisions.
   • Procedural justice. The perceived fairness of the process used to determine the distribution of rewards.
   • Interpersonal justice. The degree to which employees are treated with dignity and respect.
3. Information distribution. Making needed information available to those stakeholders who are selected to obtain information in a timely manner.
   • Stakeholder resource. Informational and/or other assets that can be drawn on by a stakeholder in order to stay informed about and/or be benefited by an enterprise.
   • FYI message. The abbreviation FYI stays for "For your information" and is commonly used in email, instant messaging or memo and messages, typically in the message subject, to flag the message as an informational message, with the intent to communicate to the receiver that he/she may be interested in the topic, but is not required to perform any action. FYSA (or "For your situation awareness") is another abbreviation that serves a similar purpose.
4. Organizational climate. The shared perceptions organizational members have about their organization and work environment.
   • Mission. The purpose of an organization.
   • Organizational process. One of the ways that organizational work is done.
   • Ritual. A repetitive sequence of activities that express and reinforce the key values of the organization, which goals are most important, which people are important, and which are expendable.
   • Small business. An organization that is independently owned, operated, and financed; has fewer than 100 employees; doesn't necessarily engage in any new or innovative practices; and has relatively little impact on its industry.
   • Workspace. Space in which to work.
   • Workplace. A place where people work, such as an office or factory.
   • Organizational demography. The degree to which members of a work unit share a common demographic attribute, such as age, sex, race, educational level, or length of service in an organization, and the impact of this attribute on turnover.
   • Open-book management. A motivational approach in which an organization's financial statements (the "books") are shared with all employees.
5. Value-based management. The organization's values guide employees in the way they do their jobs.
   • Organizational value. The primary or dominant value that is accepted throughout the organization.
   • Rule. An explicit statement that tells managers what can or cannot be done.
6. Organizational citizenship. Actions that contribute to the psychological environment of the organization, such as helping others when not required.
   • Utilitarianism. A system in which decisions are made to provide the greatest good for the greatest number.
   • Positive diversity climate. In an organization, an environment of inclusiveness and an acceptance of diversity.
   • Organizational citizenship behavior. Discretionary behavior that contributes to the psychological and social environment of the workspace, while not being part of employee's formal job requirements.
7. Social responsibility. A business' intention, beyond its legal and economic obligations, to do the right things and act in ways that are good for society.
   • Corporate social responsibility. An organization's self-regulated actions to benefit society or the environment beyond what is required by law.
   • Affirmative action. Organizational programs that enhance the status of members of protected groups.
   • Glass ceiling. The invisible barrier that separates women and minorities from top management positions.
8. Ethical work climate. The shared concept of right and wrong behavior in the workplace that reflects the true values of the organization and shapes the ethical decision making of its members.
   • Code of ethics. A formal statement of an organization's primary values and the ethical rules it expects its employees to follow.
9. Stakeholder engagement. An individual's involvement with, satisfaction with, and enthusiasm for the enterprise he or she works for or is involved with.
   • 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.
   • 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.
   • Sexual harassment. Any unwanted action or activity of a sexual nature that explicitly or implicitly affects an individual's employment, performance, or work environment.
10. Stakeholder participation. A participative process that uses the input of stakeholders to increase their commitment to enterprise success.
    • Representative participation. A system in which workers participate in organizational decision making through a small group of representative employees.
    • Participative management. A process in which subordinates share a significant degree of decision-making power with their immediate superiors.

Practices

Market Engagements Quarter is the successor lecture. In the enterprise implementation series, the next lecture is Leadership Quarter.