Market Intercourses Quarter

Enterprise 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

1. Recruitment. Locating, identifying, and attracting capable applicants.
   • Global sourcing. Purchasing materials and labor from around the world wherever it is cheapest.
   • Decruitment. Reducing an organization's workforce.
2. 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.
   • Panel interview. A structured interview conducted with a candidate and a number of panel members in a joint meeting.
   • Assessment center. An off-site place where candidates are given a set of performance simulation tests designed to evaluate their managerial potential.
   • Critical incident. A way of evaluating the behaviors that are key in making the difference between executing a job effectively and executing it ineffectively.
   • 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.
3. Socialization. A process that adapts employees to the organization's culture.
   • Socialization. The process that helps employees adapt to the organization's culture.
   • 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.
   • 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.
   • Metamorphosis stage. The stage in the socialization process in which a new employee changes and adjusts to the job, work group, and organization.
   • Orientation. Introducing a new employee to her or his job and the organization.

• 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.
• 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.
• Emotional labor. A situation in which an employee expresses organizationally desired emotions during interpersonal transactions at work.
• Intellectual property. Proprietary information that's critical to an organization's efficient and effective functioning and competitiveness.
• Material symbol. What conveys to employees who is important, the degree of egalitarianism top management desires, and the kinds of behavior that are appropriate.
• Organizational justice. An overall perception of what is fair in the workplace, composed of distributive, procedural, informational, and interpersonal justice.
• 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.
• 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.

Roles

1. Arbitrator. A third party to a negotiation who has the authority to dictate an agreement.
2. Conciliator. A trusted third party who provides an informal communication link between the negotiator and the opponent.
3. Mediator. A neutral third party who facilitates a negotiated solution by using reasoning, persuasion, and suggestions for alternatives.

Practices

The successor lecture is Stakeholder Engagement Quarter.