Question 1

_____ is the degree to which a newcomer to an organization holds realistic expectations about the job and organization.​

Accepted Answer

A) ​Competence 
B) ​Realism 
C) ​Mutuality 
D) ​Congruence 
A) ​Competence 
B) ​Realism 
C) ​Mutuality 
D) ​Congruence

Question 2

​Which of the following reinforces the values of empowerment and quality in the organizational culture?

Accepted Answer

A) ​Discouraging delegation of decision-making powers among employees 
B) ​Promoting a global view 
C) ​Discouraging instances of whistle-blowing 
D) ​Communicating the value of product quality to the employees 
A) ​Discouraging delegation of decision-making powers among employees 
B) ​Promoting a global view 
C) ​Discouraging instances of whistle-blowing 
D) ​Communicating the value of product quality to the employees

Question 3

A retirement dinner is a good example of a rite of enhancement.

Accepted Answer

A) True 
 B)False

Question 4

Which of the following statements is true of artifacts?​

Accepted Answer

A) ​They are the least visible level of culture. 
B) ​They are the least accessible level of culture. 
C) ​They are the most frequently studied manifestation of organizational culture. 
D) ​They are unconscious assumptions that guide a firm's actions and decisions. 
A) ​They are the least visible level of culture. 
B) ​They are the least accessible level of culture. 
C) ​They are the most frequently studied manifestation of organizational culture. 
D) ​They are unconscious assumptions that guide a firm's actions and decisions.

Question 5

Briefly explain anticipatory socialization and how an organization can facilitate one's entry into the organization.​

Accepted Answer

Answers will vary.The first stage of the

Question 6

In which of the following stages of socialization do newcomers begin to master the demands of a job?​

Accepted Answer

A) ​Encounter 
B) ​Change and acquisition 
C) ​Anticipatory socialization 
D) ​Realistic socialization 
A) ​Encounter 
B) ​Change and acquisition 
C) ​Anticipatory socialization 
D) ​Realistic socialization

Question 7

To be effective cultural tools, stories must:​

Accepted Answer

A) be credible.​ 
B) ​have a single interpretation. 
C) ​be based on myths. 
D) ​be cynical. 
A) be credible.​ 
B) ​have a single interpretation. 
C) ​be based on myths. 
D) ​be cynical.

Question 8

Leaders can use _____ to help employees understand the changing nature of their organizational identity.​

Accepted Answer

A) ​rites of conflict reduction 
B) ​organizational assumptions 
C) ​enacted values 
D) ​organizational symbols 
A) ​rites of conflict reduction 
B) ​organizational assumptions 
C) ​enacted values 
D) ​organizational symbols

Question 9

An adaptive organizational culture is one that:​

Accepted Answer

A) ​changes its environment to fit its organizational strategies. 
B) ​encourages confidence and risk taking among employees. 
C) ​believes a strong economic performance is the only factor that determines the culture of an organization. 
D) ​values an orderly management process more highly then leadership initiatives. 
A) ​changes its environment to fit its organizational strategies. 
B) ​encourages confidence and risk taking among employees. 
C) ​believes a strong economic performance is the only factor that determines the culture of an organization. 
D) ​values an orderly management process more highly then leadership initiatives.

Question 10

Stories give meaning and identity to organizations as they:​

Accepted Answer

A) ​are retold. 
B) ​are based on myths. 
C) ​do not transcend political boundaries. 
D) ​do not transcend cultural boundaries. 
A) ​are retold. 
B) ​are based on myths. 
C) ​do not transcend political boundaries. 
D) ​do not transcend cultural boundaries.

Question 11

The strong-culture perspective states that organizations with strong cultures:​

Accepted Answer

A) ​promote different individual goals for each employee. 
B) ​have low turnover. 
C) ​facilitate performance. 
D) ​tend to be bureaucratic. 
A) ​promote different individual goals for each employee. 
B) ​have low turnover. 
C) ​facilitate performance. 
D) ​tend to be bureaucratic.

Question 12

The key to understanding culture through artifacts lies in:​

Accepted Answer

A) ​analyzing how values are consciously articulated in conversations. 
B) ​identifying the unconscious assumptions of people. 
C) ​figuring out the meaning of the symbols. 
D) ​figuring out how values are communicated through culture. 
A) ​analyzing how values are consciously articulated in conversations. 
B) ​identifying the unconscious assumptions of people. 
C) ​figuring out the meaning of the symbols. 
D) ​figuring out how values are communicated through culture.

Question 13

List a few ways how leaders deal with crises.​

Accepted Answer

Answers will vary.The way leaders deal w

Question 14

Newcomers whose values match a company's values are more satisfied with their new jobs.

Accepted Answer

A) True 
 B)False

Question 15

A nonadaptive culture is a culture that encourages confidence and risk taking among employees.

Accepted Answer

A) True 
 B)False

Question 16

_____ involve the expectations placed on newcomers in an organization.​

Accepted Answer

A) ​Role demands 
B) ​Rituals 
C) ​Rites of passage 
D) ​Task analyses 
A) ​Role demands 
B) ​Rituals 
C) ​Rites of passage 
D) ​Task analyses

Question 17

Which of the following is a perplexing question about the strong-culture perspective?​

Accepted Answer

A) ​What can happen when strong cultures provide control without the oppressive effects of a bureaucracy? 
B) ​What can hold true when motivation is not enhanced even if values are shared by the members of an organization? 
C) ​What can be said about evidence showing that strong economic performance can create strong cultures, rather than the reverse? 
D) ​What can result in goal alignment when all the employees of an organization share common goals? 
A) ​What can happen when strong cultures provide control without the oppressive effects of a bureaucracy? 
B) ​What can hold true when motivation is not enhanced even if values are shared by the members of an organization? 
C) ​What can be said about evidence showing that strong economic performance can create strong cultures, rather than the reverse? 
D) ​What can result in goal alignment when all the employees of an organization share common goals?

Question 18

A heavy reliance on a strict set of rules may:​

Accepted Answer

A) ​reduce the perceived need for employees to be involved in ethical decision making. 
B) ​lead to strong and superior choices in the long run. 
C) ​lead to increase in instances of whistle-blowing. 
D) ​institute the philosophy that ethical behavior makes good business sense. 
A) ​reduce the perceived need for employees to be involved in ethical decision making. 
B) ​lead to strong and superior choices in the long run. 
C) ​lead to increase in instances of whistle-blowing. 
D) ​institute the philosophy that ethical behavior makes good business sense.

Question 19

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, while in nonadaptive organizational cultures, most managers care mainly about themselves. 
B) ​In adaptive organizational cultures, managers value the orderly and risk-reducing management process, while in nonadaptive organizational cultures, managers strongly value people and processes that can create useful change. 
C) ​In adaptive organizational cultures, managers are often corrupt, while in nonadaptive organizational cultures, managers are mostly honest. 
D) ​In adaptive organizational cultures, managers are reluctant to change their strategies to adjust to changes, while in nonadaptive organizational cultures, managers initiate change when needed. 
A) ​In adaptive organizational cultures, most managers care deeply about customers, while in nonadaptive organizational cultures, most managers care mainly about themselves. 
B) ​In adaptive organizational cultures, managers value the orderly and risk-reducing management process, while in nonadaptive organizational cultures, managers strongly value people and processes that can create useful change. 
C) ​In adaptive organizational cultures, managers are often corrupt, while in nonadaptive organizational cultures, managers are mostly honest. 
D) ​In adaptive organizational cultures, managers are reluctant to change their strategies to adjust to changes, while in nonadaptive organizational cultures, managers initiate change when needed.

Question 20

The dean of a university awards scholarships to the honor students of the university at a banquet every year.This is an example of:​

Accepted Answer

A) ​personal enactment. 
B) ​a ritual. 
C) ​anticipatory socialization. 
D) ​a ceremony. 
A) ​personal enactment. 
B) ​a ritual. 
C) ​anticipatory socialization. 
D) ​a ceremony.

_____ is the degree to which a newcomer to an organization holds realistic expectations about the job and organization.

Which of the following reinforces the values of empowerment and quality in the organizational culture?

A retirement dinner is a good example of a rite of enhancement.

Which of the following statements is true of artifacts?

Briefly explain anticipatory socialization and how an organization can facilitate one's entry into the organization.

In which of the following stages of socialization do newcomers begin to master the demands of a job?

To be effective cultural tools, stories must:

Leaders can use _____ to help employees understand the changing nature of their organizational identity.

An adaptive organizational culture is one that:

Stories give meaning and identity to organizations as they:

The strong-culture perspective states that organizations with strong cultures:

The key to understanding culture through artifacts lies in:

List a few ways how leaders deal with crises.

Newcomers whose values match a company's values are more satisfied with their new jobs.

A nonadaptive culture is a culture that encourages confidence and risk taking among employees.

_____ involve the expectations placed on newcomers in an organization.

Which of the following is a perplexing question about the strong-culture perspective?

A heavy reliance on a strict set of rules may:

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

The dean of a university awards scholarships to the honor students of the university at a banquet every year.This is an example of:

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

_____ is the degree to which a newcomer to an organization holds realistic expectations about the job and organization.​

​Which of the following reinforces the values of empowerment and quality in the organizational culture?

A retirement dinner is a good example of a rite of enhancement.

Which of the following statements is true of artifacts?​

Briefly explain anticipatory socialization and how an organization can facilitate one's entry into the organization.​

In which of the following stages of socialization do newcomers begin to master the demands of a job?​

To be effective cultural tools, stories must:​

Leaders can use _____ to help employees understand the changing nature of their organizational identity.​

An adaptive organizational culture is one that:​

Stories give meaning and identity to organizations as they:​

The strong-culture perspective states that organizations with strong cultures:​

The key to understanding culture through artifacts lies in:​

List a few ways how leaders deal with crises.​

Newcomers whose values match a company's values are more satisfied with their new jobs.

A nonadaptive culture is a culture that encourages confidence and risk taking among employees.

_____ involve the expectations placed on newcomers in an organization.​

Which of the following is a perplexing question about the strong-culture perspective?​

A heavy reliance on a strict set of rules may:​

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

The dean of a university awards scholarships to the honor students of the university at a banquet every year.This is an example of:​

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

_____ is the degree to which a newcomer to an organization holds realistic expectations about the job and organization.

Which of the following reinforces the values of empowerment and quality in the organizational culture?

Which of the following statements is true of artifacts?

Briefly explain anticipatory socialization and how an organization can facilitate one's entry into the organization.

In which of the following stages of socialization do newcomers begin to master the demands of a job?

To be effective cultural tools, stories must:

Leaders can use _____ to help employees understand the changing nature of their organizational identity.

An adaptive organizational culture is one that:

Stories give meaning and identity to organizations as they:

The strong-culture perspective states that organizations with strong cultures:

The key to understanding culture through artifacts lies in:

List a few ways how leaders deal with crises.

_____ involve the expectations placed on newcomers in an organization.

Which of the following is a perplexing question about the strong-culture perspective?

A heavy reliance on a strict set of rules may:

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

The dean of a university awards scholarships to the honor students of the university at a banquet every year.This is an example of: