Question 1

The three stages of organizational socialization, in order, are:

Accepted Answer

A) pre-hire, pre-employment, and post-hire. 
B) newcomer, insider, and outsider. 
C) attraction, selection, and socialization. 
D) pre-employment, encounter, and role management. 
E) anticipation, encounter, and disillusionment. 
A) pre-hire, pre-employment, and post-hire. 
B) newcomer, insider, and outsider. 
C) attraction, selection, and socialization. 
D) pre-employment, encounter, and role management. 
E) anticipation, encounter, and disillusionment.

Question 2

Organizational culture consists of the values and assumptions shared within an organization that also dictates the correct way of thinking about and acting on problems and opportunities facing the organization.

Accepted Answer

A) True 
 B)False

Question 3

The main purpose of a bicultural audit is to:

Accepted Answer

A) determine whether a company's organizational culture is sufficiently strong. 
B) estimate the number of dominant and subcultural values that exist in an organization. 
C) find out whether people from different countries have the same corporate cultures. 
D) identify and diagnose differences in the corporate cultures of merging organizations. 
E) teach new employees the organization's dominant cultural values. 
A) determine whether a company's organizational culture is sufficiently strong. 
B) estimate the number of dominant and subcultural values that exist in an organization. 
C) find out whether people from different countries have the same corporate cultures. 
D) identify and diagnose differences in the corporate cultures of merging organizations. 
E) teach new employees the organization's dominant cultural values.

Question 4

Many employees get a reality shock on their first day at work because:

Accepted Answer

A) applicants want employees to develop better expectations of future work experiences. 
B) applicants want to ensure that employees develop a stronger loyalty to the organization. 
C) newcomers test how well their pre-employment expectations fit reality and many companies fail this test. 
D) employers ignore the duty to orient new applicants on the first day of work. 
E) colleagues provide a lot of information regarding various work assignments on the very first day. 
A) applicants want employees to develop better expectations of future work experiences. 
B) applicants want to ensure that employees develop a stronger loyalty to the organization. 
C) newcomers test how well their pre-employment expectations fit reality and many companies fail this test. 
D) employers ignore the duty to orient new applicants on the first day of work. 
E) colleagues provide a lot of information regarding various work assignments on the very first day.

Question 5

Implicit mental models are part of an organization's culture.

Accepted Answer

A) True 
 B)False

Question 6

The organizational culture dimension of attention to detail is characterized by _____.

Accepted Answer

A) tolerance 
B) fairness 
C) precision 
D) collaboration 
E) security 
A) tolerance 
B) fairness 
C) precision 
D) collaboration 
E) security

Question 7

The first step in a bicultural audit is to identify strategies and prepare action plans to bridge the two organizations' cultures.

Accepted Answer

A) True 
 B)False

Question 8

United FiberTech 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) many countercultures. 
C) more subcultures than employees. 
D) an unethical culture. 
E) no corporate culture. 
A) an adaptive culture. 
B) many countercultures. 
C) more subcultures than employees. 
D) an unethical culture. 
E) no corporate culture.

Question 9

Having a strong culture is always a positive influence on organizational effectiveness.

Accepted Answer

A) True 
 B)False

Question 10

Briefly describe the bicultural audit process.

Accepted Answer

Organizational leaders can minimize cult

Question 11

When an organization's culture changes, it shifts from one unified condition to a new unified condition with only temporary ambiguity during the transition.

Accepted Answer

A) True 
 B)False

Question 12

The pre-employment stage of organizational socialization would be more effective if:

Accepted Answer

A) employers avoided forming a psychological contract. 
B) employers and job applicants gave and received accurate information about each other. 
C) employers and applicants experienced reality shock when meeting each other for the first time. 
D) job applicants distorted their resume in order to get the job offered. 
E) the applicants kept a clean slate and avoided searching for information on the company and forming expectations. 
A) employers avoided forming a psychological contract. 
B) employers and job applicants gave and received accurate information about each other. 
C) employers and applicants experienced reality shock when meeting each other for the first time. 
D) job applicants distorted their resume in order to get the job offered. 
E) the applicants kept a clean slate and avoided searching for information on the company and forming expectations.

Question 13

What are artifacts? Explain the four broad categories of artifacts:

Accepted Answer

Artifacts are the observable symbols and

Question 14

One of the first steps to minimize a cultural clash in a merger is to:

Accepted Answer

A) significantly reduce the strength of the culture in both the organizations. 
B) conduct a bicultural audit. 
C) significantly increase the strength of the culture in both organizations. 
D) replace the chief executives in both organizations before merger negotiations begin. 
E) replace the employees with new ones. 
A) significantly reduce the strength of the culture in both the organizations. 
B) conduct a bicultural audit. 
C) significantly increase the strength of the culture in both organizations. 
D) replace the chief executives in both organizations before merger negotiations begin. 
E) replace the employees with new ones.

Question 15

There is broad agreement among organizational behavior researchers on the categories of organizational cultures.

Accepted Answer

A) True 
 B)False

Question 16

Artifacts provide valuable evidence about a company's culture.

Accepted Answer

A) True 
 B)False

Question 17

Impression management can distort pre-employment for employers.

Accepted Answer

A) True 
 B)False

Question 18

_____ are unconscious, taken-for-granted perceptions or ideal prototypes of behavior that are considered the correct way to think and act toward problems and opportunities.

Accepted Answer

A) Values 
B) Organizational artifacts 
C) Languages 
D) Beliefs 
E) Shared assumptions 
A) Values 
B) Organizational artifacts 
C) Languages 
D) Beliefs 
E) Shared assumptions

Question 19

An individual's beliefs about the terms and conditions of a reciprocal exchange agreement between him or herself and an employer is called a:

Accepted Answer

A) Psychological contract 
B) Relational contract 
C) Transactional contract 
D) Mental model 
E) Realistic job preview 
A) Psychological contract 
B) Relational contract 
C) Transactional contract 
D) Mental model 
E) Realistic job preview

Question 20

Identify and briefly explain the strategies for changing and strengthening organizational culture.

Accepted Answer

The strategies are:
Through the actions

The three stages of organizational socialization, in order, are:

Organizational culture consists of the values and assumptions shared within an organization that also dictates the correct way of thinking about and acting on problems and opportunities facing the organization.

The main purpose of a bicultural audit is to:

Many employees get a reality shock on their first day at work because:

Implicit mental models are part of an organization's culture.

The organizational culture dimension of attention to detail is characterized by _____.

The first step in a bicultural audit is to identify strategies and prepare action plans to bridge the two organizations' cultures.

United FiberTech 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:

Having a strong culture is always a positive influence on organizational effectiveness.

Briefly describe the bicultural audit process.

When an organization's culture changes, it shifts from one unified condition to a new unified condition with only temporary ambiguity during the transition.

The pre-employment stage of organizational socialization would be more effective if:

What are artifacts? Explain the four broad categories of artifacts:

One of the first steps to minimize a cultural clash in a merger is to:

There is broad agreement among organizational behavior researchers on the categories of organizational cultures.

Artifacts provide valuable evidence about a company's culture.

Impression management can distort pre-employment for employers.

_____ are unconscious, taken-for-granted perceptions or ideal prototypes of behavior that are considered the correct way to think and act toward problems and opportunities.

An individual's beliefs about the terms and conditions of a reciprocal exchange agreement between him or herself and an employer is called a:

Identify and briefly explain the strategies for changing and strengthening organizational culture.

Introduction to the Field of Organizational Behavior

Individual Behavior, Personality, and Values

Perceiving Ourselves and Others in Organizations

Workplace Emotions, Attitudes, and Stress

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Teams and 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

The three stages of organizational socialization, in order, are:

Organizational culture consists of the values and assumptions shared within an organization that also dictates the correct way of thinking about and acting on problems and opportunities facing the organization.

The main purpose of a bicultural audit is to:

Many employees get a reality shock on their first day at work because:

Implicit mental models are part of an organization's culture.

The organizational culture dimension of attention to detail is characterized by _____.

The first step in a bicultural audit is to identify strategies and prepare action plans to bridge the two organizations' cultures.

United FiberTech 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:

Having a strong culture is always a positive influence on organizational effectiveness.

Briefly describe the bicultural audit process.

When an organization's culture changes, it shifts from one unified condition to a new unified condition with only temporary ambiguity during the transition.

The pre-employment stage of organizational socialization would be more effective if:

What are artifacts? Explain the four broad categories of artifacts:

One of the first steps to minimize a cultural clash in a merger is to:

There is broad agreement among organizational behavior researchers on the categories of organizational cultures.

Artifacts provide valuable evidence about a company's culture.

Impression management can distort pre-employment for employers.

_____ are unconscious, taken-for-granted perceptions or ideal prototypes of behavior that are considered the correct way to think and act toward problems and opportunities.

An individual's beliefs about the terms and conditions of a reciprocal exchange agreement between him or herself and an employer is called a:

Identify and briefly explain the strategies for changing and strengthening organizational culture.

Introduction to the Field of Organizational Behavior

Individual Behavior, Personality, and Values

Perceiving Ourselves and Others in Organizations

Workplace Emotions, Attitudes, and Stress

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Teams and Organizations

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Change

Filters