Question 1

An organization's culture can either support or undermine ethical conduct among employees.

Accepted Answer

A) True 
 B)False

Question 2

The three stages of organizational socialization, in order, are

Accepted Answer

A) newcomer, insider, outsider. 
B) student, employee, retiree. 
C) prehire, pre-employment, post-hire. 
D) anticipation, encounter, disillusionment. 
E) pre-employment, encounter, role management. 
A) newcomer, insider, outsider. 
B) student, employee, retiree. 
C) prehire, pre-employment, post-hire. 
D) anticipation, encounter, disillusionment. 
E) pre-employment, encounter, role management.

Question 3

Organizational stories are most effective at communicating organizational culture

Accepted Answer

A) when they are true and descriptive rather than prescriptive. 
B) when they describe real people, are assumed to be true, and are known by employees throughout the organizations. 
C) never; organizational stories always overinflate the organization's true culture. 
D) when they are known by all stakeholders. 
E) only when they are told by senior executives to the public. 
A) when they are true and descriptive rather than prescriptive. 
B) when they describe real people, are assumed to be true, and are known by employees throughout the organizations. 
C) never; organizational stories always overinflate the organization's true culture. 
D) when they are known by all stakeholders. 
E) only when they are told by senior executives to the public.

Question 4

An organization's dominant culture is:

Accepted Answer

A) the assumptions, values, and beliefs shared most widely by the organization's members. 
B) the values dictated by an organization's new owners. 
C) the values that senior executives want people outside the organization to believe are followed within the company. 
D) the values held by the most vocal countercultural group in the organization. 
E) the assumptions, values, and beliefs that the company's top executives are trying to spread throughout the organization. 
A) the assumptions, values, and beliefs shared most widely by the organization's members. 
B) the values dictated by an organization's new owners. 
C) the values that senior executives want people outside the organization to believe are followed within the company. 
D) the values held by the most vocal countercultural group in the organization. 
E) the assumptions, values, and beliefs that the company's top executives are trying to spread throughout the organization.

Question 5

A strong corporate culture exists when employees are forced to abide by a particular set of organizational values whether or not they believe in those values.

Accepted Answer

A) True 
 B)False

Question 6

During the role management stage of organizational socialization, employees are newcomers who test their pre-employment expectations with the perceived realities.

Accepted Answer

A) True 
 B)False

Question 7

Comment on the accuracy of the following statement and explain your answer.
"Organizations are more effective when they operate without subcultures and countercultures."

Accepted Answer

This statement is FALSE. Subcultures, pa

Question 8

Organizational culture is not directly observable, but it may be loosely interpreted through visible artifacts.

Accepted Answer

A) True 
 B)False

Question 9

Which of these statements about psychological contracts is FALSE?

Accepted Answer

A) The psychological contracts continue to develop and evolve after job applicants become employees. 
B) Job security is one of the most important features of psychological contracts among younger employees. 
C) Relational contracts are more open-ended and indefinite than transactional contracts. 
D) Permanent employees are more likely to believe they have a relational contract. 
E) The psychological contracts that Canadian employees have today are very similar to those formed 30 years ago. 
A) The psychological contracts continue to develop and evolve after job applicants become employees. 
B) Job security is one of the most important features of psychological contracts among younger employees. 
C) Relational contracts are more open-ended and indefinite than transactional contracts. 
D) Permanent employees are more likely to believe they have a relational contract. 
E) The psychological contracts that Canadian employees have today are very similar to those formed 30 years ago.

Question 10

The hidden elements of an organization's culture include:

Accepted Answer

A) fixed assets. 
B) language used in the organization. 
C) employee values and assumptions. 
D) financial assets. 
E) physical structures. 
A) fixed assets. 
B) language used in the organization. 
C) employee values and assumptions. 
D) financial assets. 
E) physical structures.

Question 11

One of the first steps in a bicultural audit is to identify cultural differences between the merging companies.

Accepted Answer

A) True 
 B)False

Question 12

In mergers and acquisitions, companies with clashing cultures tend to undermine employee performance and customer service.

Accepted Answer

A) True 
 B)False

Question 13

The best way to measure an organization's culture is to

Accepted Answer

A) interview executives. 
B) look for evidence of its corporate value statements. 
C) read and analyze the various mission statements produced by the organization. 
D) ask customers to evaluate the company's effectiveness. 
E) sample information from a variety of organizational artifacts. 
A) interview executives. 
B) look for evidence of its corporate value statements. 
C) read and analyze the various mission statements produced by the organization. 
D) ask customers to evaluate the company's effectiveness. 
E) sample information from a variety of organizational artifacts.

Question 14

Tsunami Ltd. hired a consultant to assess the corporate culture of Wise Widgets, which Tsunami wanted to acquire. Executives at Wise Widgets were eager to be acquired by Tsunami, so were willing to have the senior executives interviewed by the consultant regarding the company's culture. The consultant also relied heavily on news releases and other public relations statements produced by executives at Wise Widgets to decipher the company's culture. In this situation, the consultant probably is measuring Wise Widgets's:

Accepted Answer

A) counterculture. 
B) assumptions. 
C) espoused values. 
D) socialization process. 
E) The consultant is measuring none of these. 
A) counterculture. 
B) assumptions. 
C) espoused values. 
D) socialization process. 
E) The consultant is measuring none of these.

Question 15

Companies with strong organizational cultures are potentially more effective.

Accepted Answer

A) True 
 B)False

Question 16

Organizations with adaptive cultures are unable to maintain a stable value system and, consequently, tend to perform poorly in the long run.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following is an artifact rather than a cultural content?

Accepted Answer

A) Language 
B) Values 
C) Beliefs 
D) Assumptions 
E) Both language and assumptions are artifacts. 
A) Language 
B) Values 
C) Beliefs 
D) Assumptions 
E) Both language and assumptions are artifacts.

Question 18

Which of the following is potentially an artifact of organizational culture?

Accepted Answer

A) The way visitors to the organization are greeted. 
B) Artwork on office walls. 
C) The names employees give to conference rooms. 
D) All of these are potentially artifacts. 
E) Artwork, greeting visitors, and conference room names are rarely, if ever, considered artifacts. 
A) The way visitors to the organization are greeted. 
B) Artwork on office walls. 
C) The names employees give to conference rooms. 
D) All of these are potentially artifacts. 
E) Artwork, greeting visitors, and conference room names are rarely, if ever, considered artifacts.

Question 19

Which type of socialization agent usually provides new employees with technical information, performance feedback, and information about job duties?

Accepted Answer

A) Motivational speakers 
B) Subordinates 
C) Supervisors 
D) Senior executives 
E) Coworkers 
A) Motivational speakers 
B) Subordinates 
C) Supervisors 
D) Senior executives 
E) Coworkers

Question 20

Employees with a transactional psychological contract

Accepted Answer

A) do not expect immediate correction to any short-term imbalances. 
B) have a long-term attachment with a broad array of subjective expectations. 
C) are more likely to engage in organizational citizenship behaviours. 
D) have all of these. 
E) have none of these. 
A) do not expect immediate correction to any short-term imbalances. 
B) have a long-term attachment with a broad array of subjective expectations. 
C) are more likely to engage in organizational citizenship behaviours. 
D) have all of these. 
E) have none of these.

An organization's culture can either support or undermine ethical conduct among employees.

The three stages of organizational socialization, in order, are

Organizational stories are most effective at communicating organizational culture

An organization's dominant culture is:

A strong corporate culture exists when employees are forced to abide by a particular set of organizational values whether or not they believe in those values.

During the role management stage of organizational socialization, employees are newcomers who test their pre-employment expectations with the perceived realities.

Comment on the accuracy of the following statement and explain your answer. "Organizations are more effective when they operate without subcultures and countercultures."

Organizational culture is not directly observable, but it may be loosely interpreted through visible artifacts.

Which of these statements about psychological contracts is FALSE?

The hidden elements of an organization's culture include:

One of the first steps in a bicultural audit is to identify cultural differences between the merging companies.

In mergers and acquisitions, companies with clashing cultures tend to undermine employee performance and customer service.

The best way to measure an organization's culture is to

Companies with strong organizational cultures are potentially more effective.

Organizations with adaptive cultures are unable to maintain a stable value system and, consequently, tend to perform poorly in the long run.

Which of the following is an artifact rather than a cultural content?

Which of the following is potentially an artifact of organizational culture?

Which type of socialization agent usually provides new employees with technical information, performance feedback, and information about job duties?

Employees with a transactional psychological contract

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

An organization's culture can either support or undermine ethical conduct among employees.

The three stages of organizational socialization, in order, are

Organizational stories are most effective at communicating organizational culture

An organization's dominant culture is:

A strong corporate culture exists when employees are forced to abide by a particular set of organizational values whether or not they believe in those values.

During the role management stage of organizational socialization, employees are newcomers who test their pre-employment expectations with the perceived realities.

Comment on the accuracy of the following statement and explain your answer. "Organizations are more effective when they operate without subcultures and countercultures."

Organizational culture is not directly observable, but it may be loosely interpreted through visible artifacts.

Which of these statements about psychological contracts is FALSE?

The hidden elements of an organization's culture include:

One of the first steps in a bicultural audit is to identify cultural differences between the merging companies.

In mergers and acquisitions, companies with clashing cultures tend to undermine employee performance and customer service.

The best way to measure an organization's culture is to

Companies with strong organizational cultures are potentially more effective.

Organizations with adaptive cultures are unable to maintain a stable value system and, consequently, tend to perform poorly in the long run.

Which of the following is an artifact rather than a cultural content?

Which of the following is potentially an artifact of organizational culture?

Which type of socialization agent usually provides new employees with technical information, performance feedback, and information about job duties?

Employees with a transactional psychological contract

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