Question 1

Which of the following poses additional challenge to managers in their pursuit of positive, cohesive cultures?

Accepted Answer

A) Recession 
B) Triangulation 
C) Globalization 
D) Inflation 
A) Recession 
B) Triangulation 
C) Globalization 
D) Inflation C

Question 2

In the context of changing organizational culture, leaders should pay attention to the _____ more so than structural positions in leading organizational change.

Accepted Answer

A) formal network channels 
B) informal social networks 
C) personal motivation factors of employees 
D) job profile of employees 
A) formal network channels 
B) informal social networks 
C) personal motivation factors of employees 
D) job profile of employees B

Question 3

Even when behavior in an organization changes, the change is not sufficient for cultural change to occur because:

Accepted Answer

A) individuals may change their behavior but not the values that drive it. 
B) behaviors are assumptions of culture and they are unstable. 
C) human behavior is extrinsically motivated. 
D) change in organizational behavior does not affect an organization's task environment. 
A) individuals may change their behavior but not the values that drive it. 
B) behaviors are assumptions of culture and they are unstable. 
C) human behavior is extrinsically motivated. 
D) change in organizational behavior does not affect an organization's task environment. A

Question 4

_____ are the deeply held beliefs that guide behavior and tell members of an organization how to perceive situations and people.

Accepted Answer

A) Assumptions 
B) Values 
C) Artifacts 
D) Rites 
A) Assumptions 
B) Values 
C) Artifacts 
D) Rites

Question 5

_____ promotes an inclusive workplace.

Accepted Answer

A) Cyberloafing 
B) Tolerating mild disrespectful behavior 
C) Ensuring diversity in every meeting 
D) Nonadaptive culture 
A) Cyberloafing 
B) Tolerating mild disrespectful behavior 
C) Ensuring diversity in every meeting 
D) Nonadaptive culture

Question 6

Describe some of the challenges to developing a positive, cohesive culture.

Accepted Answer

Answers will vary. Developing an organiz

Question 7

Strong organizational cultures provide control but with the oppressive effects of a bureaucracy.

Accepted Answer

A) True 
 B)False

Question 8

In terms of core values, which of the following is a difference between adaptive organizational cultures and nonadaptive organizational cultures?

Accepted Answer

A) In adaptive organizational cultures, most managers care deeply about customers, whereas in nonadaptive organizational cultures, most managers care mainly about themselves. 
B) In adaptive organizational cultures, managers value the orderly and risk-reducing management process, whereas in nonadaptive organizational cultures, managers strongly value leadership initiatives. 
C) In adaptive organizational cultures, managers are often corrupt, whereas in nonadaptive organizational cultures, managers are mostly honest. 
D) In adaptive organizational cultures, managers are reluctant to change their strategies as per customer requirements, whereas in nonadaptive organizational cultures, managers initiate change when needed. 
A) In adaptive organizational cultures, most managers care deeply about customers, whereas in nonadaptive organizational cultures, most managers care mainly about themselves. 
B) In adaptive organizational cultures, managers value the orderly and risk-reducing management process, whereas in nonadaptive organizational cultures, managers strongly value leadership initiatives. 
C) In adaptive organizational cultures, managers are often corrupt, whereas in nonadaptive organizational cultures, managers are mostly honest. 
D) In adaptive organizational cultures, managers are reluctant to change their strategies as per customer requirements, whereas in nonadaptive organizational cultures, managers initiate change when needed.

Question 9

Briefly discuss the three perspectives or theories about the relationship between organizational culture and performance as asserted by John Kotter and James Heskett.

Accepted Answer

Answers will vary. John Kotter and James

Question 10

According to Edgar Schein, values are the deepest level of an organization's culture.

Accepted Answer

A) True 
 B)False

Question 11

In the context of organization ceremonies and rites, grievance hearings and the negotiation of union contracts are examples of:

Accepted Answer

A) rites of renewal. 
B) rites of enhancement. 
C) rites of integration. 
D) rites of conflict reduction. 
A) rites of renewal. 
B) rites of enhancement. 
C) rites of integration. 
D) rites of conflict reduction.

Question 12

In the context of the stage of the organizational socialization process, _____ involve the actual work performed.

Accepted Answer

A) role demands 
B) task demands 
C) interpersonal demands 
D) intrapersonal demands 
A) role demands 
B) task demands 
C) interpersonal demands 
D) intrapersonal demands

Question 13

Qualitative methods for organizational culture assessment, such as interviews and observations, are valuable because of their _____.

Accepted Answer

A) objectivity 
B) descriptiveness 
C) precision 
D) comparability 
A) objectivity 
B) descriptiveness 
C) precision 
D) comparability

Question 14

Which of the following statements is true of a leader's role in shaping and reinforcing culture?

Accepted Answer

A) Leaders must expect employees to decipher inconsistent signals. 
B) Leaders' must rate employees individually even when their task was to achieve a team goal. 
C) Employees observe the behavior of leaders to find out what an organization values. 
D) Employees must not expect leaders to communicate the priorities of an organization. 
A) Leaders must expect employees to decipher inconsistent signals. 
B) Leaders' must rate employees individually even when their task was to achieve a team goal. 
C) Employees observe the behavior of leaders to find out what an organization values. 
D) Employees must not expect leaders to communicate the priorities of an organization.

Question 15

What is the Organizational Culture Inventory (OCI)?

Accepted Answer

Answers will vary. The OCI is a widely u

Question 16

In the context of artifacts, when the behavior of an organization's members reflects the organization's values, it is called _____.

Accepted Answer

A) personal enactment 
B) renewal of integration 
C) anticipatory socialization 
D) triangulation of behaviors 
A) personal enactment 
B) renewal of integration 
C) anticipatory socialization 
D) triangulation of behaviors

Question 17

_____ are characterized by cautious management that tries to protect its own interests.

Accepted Answer

A) Linear organizations 
B) Adaptive organizational cultures 
C) Matrix organizations 
D) Nonadaptive organizational cultures 
A) Linear organizations 
B) Adaptive organizational cultures 
C) Matrix organizations 
D) Nonadaptive organizational cultures

Question 18

Which of the following statements is true of inclusive culture?

Accepted Answer

A) Policy statements drive an inclusive culture more strongly than leader behavior. 
B) Leader behavior drives an inclusive culture more strongly than policy statements. 
C) Diversity in a meeting inhibits inclusive culture. 
D) Equitable access to all resources inhibits inclusive culture. 
A) Policy statements drive an inclusive culture more strongly than leader behavior. 
B) Leader behavior drives an inclusive culture more strongly than policy statements. 
C) Diversity in a meeting inhibits inclusive culture. 
D) Equitable access to all resources inhibits inclusive culture.

Question 19

Kimi, the president of a corporation, upholds the organization's belief in corporate philanthropy. She is usually the first employee to donate blood in corporate blood drives. The given scenario portrays:

Accepted Answer

A) a ritual. 
B) symbolism. 
C) a rite of integration. 
D) personal enactment. 
A) a ritual. 
B) symbolism. 
C) a rite of integration. 
D) personal enactment.

Question 20

The underlying dimensions of the Kilmann-Saxton Culture-Gap Survey are:

Accepted Answer

A) task/people and job security/job satisfaction in an organization. 
B) behavior and task specifications. 
C) artifacts and assumptions. 
D) technical/human orientation and short-term versus long-term time. 
A) task/people and job security/job satisfaction in an organization. 
B) behavior and task specifications. 
C) artifacts and assumptions. 
D) technical/human orientation and short-term versus long-term time.

Which of the following poses additional challenge to managers in their pursuit of positive, cohesive cultures?

In the context of changing organizational culture, leaders should pay attention to the _____ more so than structural positions in leading organizational change.

Even when behavior in an organization changes, the change is not sufficient for cultural change to occur because:

_____ are the deeply held beliefs that guide behavior and tell members of an organization how to perceive situations and people.

_____ promotes an inclusive workplace.

Describe some of the challenges to developing a positive, cohesive culture.

Strong organizational cultures provide control but with the oppressive effects of a bureaucracy.

In terms of core values, which of the following is a difference between adaptive organizational cultures and nonadaptive organizational cultures?

Briefly discuss the three perspectives or theories about the relationship between organizational culture and performance as asserted by John Kotter and James Heskett.

According to Edgar Schein, values are the deepest level of an organization's culture.

In the context of organization ceremonies and rites, grievance hearings and the negotiation of union contracts are examples of:

In the context of the stage of the organizational socialization process, _____ involve the actual work performed.

Qualitative methods for organizational culture assessment, such as interviews and observations, are valuable because of their _____.

Which of the following statements is true of a leader's role in shaping and reinforcing culture?

What is the Organizational Culture Inventory (OCI)?

In the context of artifacts, when the behavior of an organization's members reflects the organization's values, it is called _____.

_____ are characterized by cautious management that tries to protect its own interests.

Which of the following statements is true of inclusive culture?

Kimi, the president of a corporation, upholds the organization's belief in corporate philanthropy. She is usually the first employee to donate blood in corporate blood drives. The given scenario portrays:

The underlying dimensions of the Kilmann-Saxton Culture-Gap Survey are:

Organizational Behavior and Opportunity

Challenges for Managers

Personality, Perception, and Attribution

Attitudes, Emotions, and Ethics

Motivation at Work

Learning and Performance Management

Stress and Well-Being at Work

Communication

Work Teams and Groups

Decision Making by Individuals and Groups

Power and Political Behavior

Leadership and Followership

Conflict and Negotiation

Jobs and the Design of Work

Organizational Design and Structure

Career Management

Managing Change

Filters

Exam 16: Organizational Culture

Which of the following poses additional challenge to managers in their pursuit of positive, cohesive cultures?

In the context of changing organizational culture, leaders should pay attention to the _____ more so than structural positions in leading organizational change.

Even when behavior in an organization changes, the change is not sufficient for cultural change to occur because:

_____ are the deeply held beliefs that guide behavior and tell members of an organization how to perceive situations and people.

_____ promotes an inclusive workplace.

Describe some of the challenges to developing a positive, cohesive culture.

Strong organizational cultures provide control but with the oppressive effects of a bureaucracy.

In terms of core values, which of the following is a difference between adaptive organizational cultures and nonadaptive organizational cultures?

Briefly discuss the three perspectives or theories about the relationship between organizational culture and performance as asserted by John Kotter and James Heskett.

According to Edgar Schein, values are the deepest level of an organization's culture.

In the context of organization ceremonies and rites, grievance hearings and the negotiation of union contracts are examples of:

In the context of the stage of the organizational socialization process, _____ involve the actual work performed.

Qualitative methods for organizational culture assessment, such as interviews and observations, are valuable because of their _____.

Which of the following statements is true of a leader's role in shaping and reinforcing culture?

What is the Organizational Culture Inventory (OCI)?

In the context of artifacts, when the behavior of an organization's members reflects the organization's values, it is called _____.

_____ are characterized by cautious management that tries to protect its own interests.

Which of the following statements is true of inclusive culture?

Kimi, the president of a corporation, upholds the organization's belief in corporate philanthropy. She is usually the first employee to donate blood in corporate blood drives. The given scenario portrays:

The underlying dimensions of the Kilmann-Saxton Culture-Gap Survey are:

Organizational Behavior and Opportunity

Challenges for Managers

Personality, Perception, and Attribution

Attitudes, Emotions, and Ethics

Motivation at Work

Learning and Performance Management

Stress and Well-Being at Work

Communication

Work Teams and Groups

Decision Making by Individuals and Groups

Power and Political Behavior

Leadership and Followership

Conflict and Negotiation

Jobs and the Design of Work

Organizational Design and Structure

Career Management

Managing Change

Filters