Question 1

Deculturation is the best strategy for combining corporate cultures in most mergers.

Accepted Answer

A) True 
 B)False

Question 2

The attraction-selection-attrition (ASA) theory explains why companies are able to attract, and select people who fit the culture, but later on have difficulty forcing them out.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following would NOT be considered an artifact of an organization's culture?

Accepted Answer

A) The shape, size, and location of corporate headquarters. 
B) The stories told by employees to newcomers about the founder's experiences when he or she started the company. 
C) How visitors are greeted when they first enter a company building. 
D) The unique metaphors and special vocabularies that employees use to share meaning. 
E) All of these would be considered artifacts of an organization's culture. 
A) The shape, size, and location of corporate headquarters. 
B) The stories told by employees to newcomers about the founder's experiences when he or she started the company. 
C) How visitors are greeted when they first enter a company building. 
D) The unique metaphors and special vocabularies that employees use to share meaning. 
E) All of these would be considered artifacts of an organization's culture.

Question 4

How do espoused values relate to the concept of organizational culture?

Accepted Answer

A) Espoused values represent the shared assumptions within an organization's culture. 
B) Espoused values are mainly used to decipher an organization's culture. 
C) Espoused values are what leaders and employees rely on to guide their decisions and behaviours. 
D) Espoused values are the values that corporate leaders want others to believe guide the organization's decisions and actions. 
E) Espoused values are articulated mental models. 
A) Espoused values represent the shared assumptions within an organization's culture. 
B) Espoused values are mainly used to decipher an organization's culture. 
C) Espoused values are what leaders and employees rely on to guide their decisions and behaviours. 
D) Espoused values are the values that corporate leaders want others to believe guide the organization's decisions and actions. 
E) Espoused values are articulated mental models.

Question 5

Which strategy for merging two distinct cultures is recommended when the two companies have relatively weak cultures with overlapping values?

Accepted Answer

A) Deculturation 
B) Integration 
C) Separation 
D) Assimilation 
E) None of these strategies are recommended in this situation. 
A) Deculturation 
B) Integration 
C) Separation 
D) Assimilation 
E) None of these strategies are recommended in this situation.

Question 6

How do founders and corporate leaders affect corporate culture?

Accepted Answer

A) Founders and corporate leaders are often visionaries who provide powerful role models for others to follow. 
B) Founders and corporate leaders develop the systems and structures that support their personal values. 
C) Transformational leaders develop or change the organization's culture. 
D) Founders and corporate leaders strengthen or change corporate culture by applying change practices. 
E) All of these statements are correct. 
A) Founders and corporate leaders are often visionaries who provide powerful role models for others to follow. 
B) Founders and corporate leaders develop the systems and structures that support their personal values. 
C) Transformational leaders develop or change the organization's culture. 
D) Founders and corporate leaders strengthen or change corporate culture by applying change practices. 
E) All of these statements are correct.

Question 7

The two types of psychological contracts are transactional and reciprocal.

Accepted Answer

A) True 
 B)False

Question 8

Organizational culture is best described as the basic pattern of shared:

Accepted Answer

A) values and assumptions that directs everyone in the organization toward the "right way" of doing things. 
B) assumptions, beliefs, and behaviours that subconsciously guide employee thoughts and actions. 
C) rituals and ceremonies that employees enact to consummate their relationship with the organization. 
D) decisions routinely occurring throughout the organization that support corporate strategies. 
E) behaviours that employees enact to demonstrate their support for corporate goals. 
A) values and assumptions that directs everyone in the organization toward the "right way" of doing things. 
B) assumptions, beliefs, and behaviours that subconsciously guide employee thoughts and actions. 
C) rituals and ceremonies that employees enact to consummate their relationship with the organization. 
D) decisions routinely occurring throughout the organization that support corporate strategies. 
E) behaviours that employees enact to demonstrate their support for corporate goals.

Question 9

A realistic job preview

Accepted Answer

A) creates more reality shock when employees move to the encounter stage of socialization. 
B) builds a loyal work force by demonstrating respect for the psychological contract and concern for employee welfare. 
C) helps employees to avoid forming a psychological contract. 
D) has all of these effects. 
E) builds a loyal work force and helps employees to avoid forming a psychological contract, but does not create more reality shock. 
A) creates more reality shock when employees move to the encounter stage of socialization. 
B) builds a loyal work force by demonstrating respect for the psychological contract and concern for employee welfare. 
C) helps employees to avoid forming a psychological contract. 
D) has all of these effects. 
E) builds a loyal work force and helps employees to avoid forming a psychological contract, but does not create more reality shock.

Question 10

Moving the company or business unit into a new office that reflects a different culture is an application of which strategy to change and strengthen organizational culture?

Accepted Answer

A) Transformational culture 
B) Situational transformation 
C) Geographical transformation 
D) Transforming artifacts 
E) Aligning artifacts 
A) Transformational culture 
B) Situational transformation 
C) Geographical transformation 
D) Transforming artifacts 
E) Aligning artifacts

Question 11

In corporate cults, the culture is so strong that it focuses employees so much on one mental model that they may fail to see issues from different perspectives.

Accepted Answer

A) True 
 B)False

Question 12

Most employees at United FiberTech support the idea that the company's success depends on their willingness to continually change and improve customer service. United FiberTech probably has:

Accepted Answer

A) an adaptive culture. 
B) more subcultures than employees. 
C) a market-driven culture. 
D) many countercultures. 
E) no corporate culture. 
A) an adaptive culture. 
B) more subcultures than employees. 
C) a market-driven culture. 
D) many countercultures. 
E) no corporate culture.

Question 13

Which of the following is NOT considered a strategy for changing and strengthening an organization's culture discussed in your textbook?

Accepted Answer

A) Maintaining workforce stability and communication. 
B) Replacing the founder. 
C) Aligning artifacts with the desired culture. 
D) Introducing culturally-consistent rewards. 
E) All of these are correct. 
A) Maintaining workforce stability and communication. 
B) Replacing the founder. 
C) Aligning artifacts with the desired culture. 
D) Introducing culturally-consistent rewards. 
E) All of these are correct.

Question 14

An organizational counterculture is a type of subculture

Accepted Answer

A) True 
 B)False

Question 15

Acme Corp. is planning to acquire Beta Corp., which operates in a different industry. Acme's culture is entrepreneurial and fast paced, whereas Beta employees value slow, deliberate decision making by consensus. Which merger strategy would you recommend to minimize culture shock when Acme acquires Beta?

Accepted Answer

The most appropriate merger strategy in

Question 16

Organizational culture includes:

Accepted Answer

A) artifacts, values, and assets. 
B) behaviours, beliefs, and budgets. 
C) three universal values. 
D) values, assumptions, and audits. 
E) None of these statements are accurate. 
A) artifacts, values, and assets. 
B) behaviours, beliefs, and budgets. 
C) three universal values. 
D) values, assumptions, and audits. 
E) None of these statements are accurate.

Question 17

Which of the following represents a type of vaccination by preparing job applicants for the more challenging and troublesome aspects of work life?

Accepted Answer

A) Anticipatory reality shock 
B) Cultural acclimatization 
C) Realistic job previews 
D) Ritualistic job reviews 
E) Encounter stage of socialization 
A) Anticipatory reality shock 
B) Cultural acclimatization 
C) Realistic job previews 
D) Ritualistic job reviews 
E) Encounter stage of socialization

Question 18

Which of the following is a characteristic of an adaptive corporate culture?

Accepted Answer

A) Employees hold a common mental model that the organization's success depends on their personal well-being. 
B) Employees engage in continuous improvement of internal processes to serve external stakeholders. 
C) Employees tend to take the view that any activity beyond their job description is not their job. 
D) Employees wait for opportunities to arrive. 
E) All of these are characteristic of adaptive cultures. 
A) Employees hold a common mental model that the organization's success depends on their personal well-being. 
B) Employees engage in continuous improvement of internal processes to serve external stakeholders. 
C) Employees tend to take the view that any activity beyond their job description is not their job. 
D) Employees wait for opportunities to arrive. 
E) All of these are characteristic of adaptive cultures.

Question 19

A friend is thinking about applying for a technical or managerial job opportunity at a large computer network firm. However, past experience has made your friend aware that it is important to ensure that the company's dominant values are aligned with his or her own. Identify three (3) different types of artifacts that your friend should consider when deciphering the culture of the computer network firm. Your friend is a job applicant, so your answer should relate to the experience of being recruited into an organization.

Accepted Answer

The textbook describes four distinct typ

Question 20

A few experts argue that an organization's culture cannot be managed.

Accepted Answer

A) True 
 B)False

Deculturation is the best strategy for combining corporate cultures in most mergers.

The attraction-selection-attrition (ASA) theory explains why companies are able to attract, and select people who fit the culture, but later on have difficulty forcing them out.

Which of the following would NOT be considered an artifact of an organization's culture?

How do espoused values relate to the concept of organizational culture?

Which strategy for merging two distinct cultures is recommended when the two companies have relatively weak cultures with overlapping values?

How do founders and corporate leaders affect corporate culture?

The two types of psychological contracts are transactional and reciprocal.

Organizational culture is best described as the basic pattern of shared:

A realistic job preview

Moving the company or business unit into a new office that reflects a different culture is an application of which strategy to change and strengthen organizational culture?

In corporate cults, the culture is so strong that it focuses employees so much on one mental model that they may fail to see issues from different perspectives.

Most employees at United FiberTech support the idea that the company's success depends on their willingness to continually change and improve customer service. United FiberTech probably has:

Which of the following is NOT considered a strategy for changing and strengthening an organization's culture discussed in your textbook?

An organizational counterculture is a type of subculture

Organizational culture includes:

Which of the following represents a type of vaccination by preparing job applicants for the more challenging and troublesome aspects of work life?

Which of the following is a characteristic of an adaptive corporate culture?

A few experts argue that an organization's culture cannot be managed.

Introduction to the Field of Organizational Behaviour

Individual Behaviour

Perceiving Ourselves and Others in Organizations

Workplace Emotions

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Organizations

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Change

Filters

Exam 14: Organizational Culture

Deculturation is the best strategy for combining corporate cultures in most mergers.

The attraction-selection-attrition (ASA) theory explains why companies are able to attract, and select people who fit the culture, but later on have difficulty forcing them out.

Which of the following would NOT be considered an artifact of an organization's culture?

How do espoused values relate to the concept of organizational culture?

Which strategy for merging two distinct cultures is recommended when the two companies have relatively weak cultures with overlapping values?

How do founders and corporate leaders affect corporate culture?

The two types of psychological contracts are transactional and reciprocal.

Organizational culture is best described as the basic pattern of shared:

A realistic job preview

Moving the company or business unit into a new office that reflects a different culture is an application of which strategy to change and strengthen organizational culture?

In corporate cults, the culture is so strong that it focuses employees so much on one mental model that they may fail to see issues from different perspectives.

Most employees at United FiberTech support the idea that the company's success depends on their willingness to continually change and improve customer service. United FiberTech probably has:

Which of the following is NOT considered a strategy for changing and strengthening an organization's culture discussed in your textbook?

An organizational counterculture is a type of subculture

Organizational culture includes:

Which of the following represents a type of vaccination by preparing job applicants for the more challenging and troublesome aspects of work life?

Which of the following is a characteristic of an adaptive corporate culture?

A few experts argue that an organization's culture cannot be managed.

Introduction to the Field of Organizational Behaviour

Individual Behaviour

Perceiving Ourselves and Others in Organizations

Workplace Emotions

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Organizations

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Change

Filters