Question 1

Which of the following statements is true of triangulation?​

Accepted Answer

A) ​It is used by behavioral scientists to study organizational culture. 
B) ​It is used solely in the quantitative research method. 
C) ​It involves the exclusive use of obtrusive observations by eight trained observers for an outsider perspective. 
D) ​It involves the exclusive use of self-administered questionnaires to provide quantitative insider information. 
A) ​It is used by behavioral scientists to study organizational culture. 
B) ​It is used solely in the quantitative research method. 
C) ​It involves the exclusive use of obtrusive observations by eight trained observers for an outsider perspective. 
D) ​It involves the exclusive use of self-administered questionnaires to provide quantitative insider information.

Question 2

In the context of the current business environment, managers must focus on:​

Accepted Answer

A) ​a nonadaptive culture. 
B) ​a bureaucratic approach. 
C) ​maintaining rigidity in the work environment. 
D) ​reinforcement of ethical behavior. 
A) ​a nonadaptive culture. 
B) ​a bureaucratic approach. 
C) ​maintaining rigidity in the work environment. 
D) ​reinforcement of ethical behavior.

Question 3

Which of the following is a reason that leads to less ethical behavior among employees even after the institution of formal ethics codes?​

Accepted Answer

A) ​Employees see the code of ethics as simply a management showpiece. 
B) ​Employees believe that only top-level managers should portray ethical behavior. 
C) ​Employees are self-centered and do what they believe is right. 
D) ​Employees tend to work better when they do not have rules to follow. 
A) ​Employees see the code of ethics as simply a management showpiece. 
B) ​Employees believe that only top-level managers should portray ethical behavior. 
C) ​Employees are self-centered and do what they believe is right. 
D) ​Employees tend to work better when they do not have rules to follow.

Question 4

The focus of the Organizational Culture Inventory is on:​

Accepted Answer

A) ​artifacts. 
B) ​behaviors. 
C) ​values. 
D) ​assumptions. 
A) ​artifacts. 
B) ​behaviors. 
C) ​values. 
D) ​assumptions.

Question 5

Kimi, the president of a corporation, upholds the organization's belief in corporate philanthropy.During a corporate blood drive, she is the first employee to donate blood.This is an example of:​

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 6

_____ serves to unleash employees' creativity and productivity.​

Accepted Answer

A) ​Triangulation 
B) ​Acquisition 
C) ​Socialization 
D) ​Empowerment 
A) ​Triangulation 
B) ​Acquisition 
C) ​Socialization 
D) ​Empowerment

Question 7

Enacted values are what the members of an organization say they value.

Accepted Answer

A) True 
 B)False

Question 8

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

Question 9

_____ begins with the careful selection of newcomers who are likely to reinforce a firm's organizational culture.​

Accepted Answer

A) Cultural socialization​ 
B) ​Culture reinforcement 
C) ​Cultural adaptation 
D) ​Culture assessment 
A) Cultural socialization​ 
B) ​Culture reinforcement 
C) ​Cultural adaptation 
D) ​Culture assessment

Question 10

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) ​behavior is an assumption of culture and it keeps fluctuating. 
C) ​human behavior is extrinsically motivated. 
D) ​change in organizational behavior always results in chaos. 
A) individuals may change their behavior but not the values that drive it.​ 
B) ​behavior is an assumption of culture and it keeps fluctuating. 
C) ​human behavior is extrinsically motivated. 
D) ​change in organizational behavior always results in chaos.

Question 11

Which of the following is a type of congruence between an individual and an organization at the anticipatory socialization step in the socialization process?​

Accepted Answer

A) Congruence between the individual's values and the authenticity of the job​ 
B) ​Congruence between the individual's adaptive nature and the changing external environment 
C) ​Congruence between the individual's abilities and the demands of the job 
D) ​Congruence between the individual's past experience and the salary offered for the new job 
A) Congruence between the individual's values and the authenticity of the job​ 
B) ​Congruence between the individual's adaptive nature and the changing external environment 
C) ​Congruence between the individual's abilities and the demands of the job 
D) ​Congruence between the individual's past experience and the salary offered for the new job

Question 12

_____ are examples of the qualitative method of assessing organizational culture.​

Accepted Answer

A) ​Observations 
B) ​Statistical surveys 
C) ​Graphical analyses 
D) ​Questionnaires 
A) ​Observations 
B) ​Statistical surveys 
C) ​Graphical analyses 
D) ​Questionnaires

Which of the following statements is true of triangulation?

In the context of the current business environment, managers must focus on:

Which of the following is a reason that leads to less ethical behavior among employees even after the institution of formal ethics codes?

The focus of the Organizational Culture Inventory is on:

Kimi, the president of a corporation, upholds the organization's belief in corporate philanthropy.During a corporate blood drive, she is the first employee to donate blood.This is an example of:

_____ serves to unleash employees' creativity and productivity.

Enacted values are what the members of an organization say they value.

Leaders should pay attention to the _____ more so than structural positions in leading organizational change.

_____ begins with the careful selection of newcomers who are likely to reinforce a firm's organizational culture.

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

Which of the following is a type of congruence between an individual and an organization at the anticipatory socialization step in the socialization process?

_____ are examples of the qualitative method of assessing organizational culture.

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 statements is true of triangulation?​

In the context of the current business environment, managers must focus on:​

Which of the following is a reason that leads to less ethical behavior among employees even after the institution of formal ethics codes?​

The focus of the Organizational Culture Inventory is on:​

Kimi, the president of a corporation, upholds the organization's belief in corporate philanthropy.During a corporate blood drive, she is the first employee to donate blood.This is an example of:​

_____ serves to unleash employees' creativity and productivity.​

Enacted values are what the members of an organization say they value.

Leaders should pay attention to the _____ more so than structural positions in leading organizational change.​

_____ begins with the careful selection of newcomers who are likely to reinforce a firm's organizational culture.​

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

Which of the following is a type of congruence between an individual and an organization at the anticipatory socialization step in the socialization process?​

_____ are examples of the qualitative method of assessing organizational culture.​

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

Which of the following statements is true of triangulation?

In the context of the current business environment, managers must focus on:

Which of the following is a reason that leads to less ethical behavior among employees even after the institution of formal ethics codes?

The focus of the Organizational Culture Inventory is on:

Kimi, the president of a corporation, upholds the organization's belief in corporate philanthropy.During a corporate blood drive, she is the first employee to donate blood.This is an example of:

_____ serves to unleash employees' creativity and productivity.

Leaders should pay attention to the _____ more so than structural positions in leading organizational change.

_____ begins with the careful selection of newcomers who are likely to reinforce a firm's organizational culture.

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

Which of the following is a type of congruence between an individual and an organization at the anticipatory socialization step in the socialization process?

_____ are examples of the qualitative method of assessing organizational culture.