Difference between revisions of "Talent Management Quarter"

Revision as of 03:10, 25 March 2018

Human Development 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.

The predecessor lecture is Human Decisions Quarter.

Psychological stress. In psychology, a feeling of strain and pressure. This feeling emerges as a response to one or more stressors or a lack of those. The reaction can possibly be pleasant, but the term, psychological stress, is usually used to describe unpleasant ones because constant and unpleasant reactions can cause serious health conditions. Some researches argue that human beings need some level of psychological stress in order to function normally.
- Stressor. A factor that causes stress. The factors may include demands, constraints, or opportunities.
- Hindrance stressor. A stressor that keep you from reaching your goals (for example, red tape, office politics, confusion over job responsibilities).
- Challenge stressor. A stressor associated with workload, pressure to complete tasks, and time urgency.
- Stress administration. Practice and a set of concepts, based on that practice, that define culture of coping or dealing effectively with psychological stress.
- Driving force. A force that directs behavior away from status quo (Kurt Lewin).

Shaping behavior. The process of guiding learning in graduated steps using reinforcement or lack of reinforcement.
Diversity skills training. Specialized training to educate employees about the importance of diversity and teach them skills for working in a diverse workplace.
Positive organizational scholarship. An area of organizational behavior research that concerns how organizations develop human strengths, foster vitality and resilience, and unlock potential.
Resilience. An individual's ability to overcome challenges and turn them into opportunities.
Sensitivity training. Training groups that seek to change behavior through unstructured group interaction.
Social learning theory. A theory of learning that says people can learn through observation and direct experience.
Social-learning theory. The view that we can learn through both observation and direct experience.
Team building. High interaction among team members to increase trust and openness.
Behavior. The actions of people.

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 #*[[Challenge stressor]]. A [[stressor]] associated with workload, pressure to complete tasks, and time urgency.
 #*[[Stress administration]]. Practice and a set of concepts, based on that practice, that define culture of coping or dealing effectively with [[psychological stress]].
+#*[[Driving force]]. A force that directs behavior away from status quo ([[Kurt Lewin]]).
 *[[Shaping behavior]]. The process of guiding learning in graduated steps using reinforcement or lack of reinforcement.
 *[[Diversity skills training]]. Specialized training to educate employees about the importance of diversity and teach them skills for working in a diverse workplace.