Question 1

Rituals are:

Accepted Answer

A) programmed routines of daily organizational life that dramatize the organization's culture. 
B) more formal artifacts than ceremonies. 
C) verbal symbols of cultural values that reveal how employees talk to one another, describe customers, express anger, and greet stakeholders. 
D) physical structures that convey the dominant values of an organization's culture. 
E) games that people play to defy the dominant culture and, instead, support countercultural beliefs and values. 
A) programmed routines of daily organizational life that dramatize the organization's culture. 
B) more formal artifacts than ceremonies. 
C) verbal symbols of cultural values that reveal how employees talk to one another, describe customers, express anger, and greet stakeholders. 
D) physical structures that convey the dominant values of an organization's culture. 
E) games that people play to defy the dominant culture and, instead, support countercultural beliefs and values.

Question 2

The deculturation strategy is most appropriate when the merging companies are in unrelated industries.

Accepted Answer

A) True 
 B)False

Question 3

Language is:

Accepted Answer

A) programmed routines of daily organizational life that dramatize the organization's culture. 
B) not good at highlighting the values of organizational subcultures. 
C) verbal symbols of cultural values that reveal how employees describe customers, express anger, and greet stakeholders. 
D) physical structures that convey the dominant values of an organization's culture. 
E) games that people play to defy the dominant culture and, instead, support countercultural beliefs and values. 
A) programmed routines of daily organizational life that dramatize the organization's culture. 
B) not good at highlighting the values of organizational subcultures. 
C) verbal symbols of cultural values that reveal how employees describe customers, express anger, and greet stakeholders. 
D) physical structures that convey the dominant values of an organization's culture. 
E) games that people play to defy the dominant culture and, instead, support countercultural beliefs and values.

Question 4

Espoused values are usually socially undesirable.

Accepted Answer

A) True 
 B)False

Question 5

Describe the stages of organizational socialization.

Accepted Answer

The stages of organizational socializati

Question 6

The three stages of socialization are pre-employment socialization encounter, and role management.

Accepted Answer

A) True 
 B)False

Question 7

James has just joined CoraTech Systems, where he has been assigned to Paul and Natalie for sources of information about the company.Paul and Natalie introduce James to others at Coratech, give him an office tour, and assure him that they will meet him regularly for the first few weeks, to help him in the transition to the new company.In this scenario, Paul and Natalie are part of the CoraTech's _____.

Accepted Answer

A) two-man rule 
B) work ownership 
C) buddy system 
D) inspection partnership 
E) duty segregation 
A) two-man rule 
B) work ownership 
C) buddy system 
D) inspection partnership 
E) duty segregation

Question 8

Organizational culture fulfills people's need for social identity.

Accepted Answer

A) True 
 B)False

Question 9

Artifacts of organizational culture may include the building's design, the way people are greeted and the food served in the company's cafeteria.

Accepted Answer

A) True 
 B)False

Question 10

Organizational culture is a social control mechanism.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following is true about mental models?

Accepted Answer

A) Mental models usually help to improve organizational effectiveness. 
B) Mental models are one of the artifacts of organizational culture. 
C) Mental models are mainly used to decipher an organization's culture. 
D) Mental models can blind employees to new opportunities and unique problems. 
E) Mental models are unrelated to organizational culture. 
A) Mental models usually help to improve organizational effectiveness. 
B) Mental models are one of the artifacts of organizational culture. 
C) Mental models are mainly used to decipher an organization's culture. 
D) Mental models can blind employees to new opportunities and unique problems. 
E) Mental models are unrelated to organizational culture.

Question 12

Which of the following statements about the strength of organizational culture and organizational performance is true?

Accepted Answer

A) Organizations with stronger cultures tend to perform better than those with weak cultures when the culture content fits the external environment. 
B) There is no relationship between an organization's cultural strength and its performance. 
C) Organizations with stronger cultures tend to perform better only when they acquire other organizations with distinct cultures. 
D) Organizations with stronger cultures almost always perform poorly compared to those with weak cultures. 
E) Organizations with stronger cultures perform poorly if they have subcultures. 
A) Organizations with stronger cultures tend to perform better than those with weak cultures when the culture content fits the external environment. 
B) There is no relationship between an organization's cultural strength and its performance. 
C) Organizations with stronger cultures tend to perform better only when they acquire other organizations with distinct cultures. 
D) Organizations with stronger cultures almost always perform poorly compared to those with weak cultures. 
E) Organizations with stronger cultures perform poorly if they have subcultures.

Question 13

Organizational culture consists of shared values, but not shared assumptions.

Accepted Answer

A) True 
 B)False

Question 14

Employees at SuperTech Services seek out opportunities rather than wait for them to arrive.They also have a strong learning orientation.This implies that SuperTech has:

Accepted Answer

A) a weak organizational culture. 
B) a strong counterculture. 
C) relatively few artifacts representing the organization's culture. 
D) a culture that is misaligned with its external environment. 
E) an adaptive culture. 
A) a weak organizational culture. 
B) a strong counterculture. 
C) relatively few artifacts representing the organization's culture. 
D) a culture that is misaligned with its external environment. 
E) an adaptive culture.

Question 15

_______ is a system whereby newcomers are assigned to coworkers for sources of information and social support.

Accepted Answer

A) Realistic job preview 
B) Work ownership 
C) Relational partnership 
D) Psychological contract 
E) The buddy system 
A) Realistic job preview 
B) Work ownership 
C) Relational partnership 
D) Psychological contract 
E) The buddy system

Question 16

The kinds of desks an organization has can convey cultural meaning.

Accepted Answer

A) True 
 B)False

Question 17

Language reflects an organization's dominant values but not the values of its subcultures.

Accepted Answer

A) True 
 B)False

Question 18

Organizational countercultures further strengthen the organization's dominant culture.

Accepted Answer

A) True 
 B)False

Question 19

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 most likely has a strong:

Accepted Answer

A) management team. 
B) learning orientation. 
C) drive for profits. 
D) corporate cult. 
E) training program. 
A) management team. 
B) learning orientation. 
C) drive for profits. 
D) corporate cult. 
E) training program.

Question 20

In the context of organizational socialization, the adjustment process is better for:

Accepted Answer

A) those who rebel against and reject the company's dominant values. 
B) employees who experience significant levels of reality shock. 
C) newcomers with diverse work experience. 
D) people who are able to avoid the encounter stage of socialization. 
E) individuals who retain their personal identity. 
A) those who rebel against and reject the company's dominant values. 
B) employees who experience significant levels of reality shock. 
C) newcomers with diverse work experience. 
D) people who are able to avoid the encounter stage of socialization. 
E) individuals who retain their personal identity.

Rituals are:

The deculturation strategy is most appropriate when the merging companies are in unrelated industries.

Language is:

Espoused values are usually socially undesirable.

Describe the stages of organizational socialization.

The three stages of socialization are pre-employment socialization encounter, and role management.

Organizational culture fulfills people's need for social identity.

Artifacts of organizational culture may include the building's design, the way people are greeted and the food served in the company's cafeteria.

Organizational culture is a social control mechanism.

Which of the following is true about mental models?

Which of the following statements about the strength of organizational culture and organizational performance is true?

Organizational culture consists of shared values, but not shared assumptions.

Employees at SuperTech Services seek out opportunities rather than wait for them to arrive.They also have a strong learning orientation.This implies that SuperTech has:

_______ is a system whereby newcomers are assigned to coworkers for sources of information and social support.

The kinds of desks an organization has can convey cultural meaning.

Language reflects an organization's dominant values but not the values of its subcultures.

Organizational countercultures further strengthen the organization's dominant culture.

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 most likely has a strong:

In the context of organizational socialization, the adjustment process is better for:

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

Rituals are:

The deculturation strategy is most appropriate when the merging companies are in unrelated industries.

Language is:

Espoused values are usually socially undesirable.

Describe the stages of organizational socialization.

The three stages of socialization are pre-employment socialization encounter, and role management.

Organizational culture fulfills people's need for social identity.

Artifacts of organizational culture may include the building's design, the way people are greeted and the food served in the company's cafeteria.

Organizational culture is a social control mechanism.

Which of the following is true about mental models?

Which of the following statements about the strength of organizational culture and organizational performance is true?

Organizational culture consists of shared values, but not shared assumptions.

Employees at SuperTech Services seek out opportunities rather than wait for them to arrive.They also have a strong learning orientation.This implies that SuperTech has:

_______ is a system whereby newcomers are assigned to coworkers for sources of information and social support.

The kinds of desks an organization has can convey cultural meaning.

Language reflects an organization's dominant values but not the values of its subcultures.

Organizational countercultures further strengthen the organization's dominant culture.

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 most likely has a strong:

In the context of organizational socialization, the adjustment process is better for:

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