Question 1

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

Accepted Answer

A) True 
 B)False

Question 2

Which of these statements about organizational subcultures is FALSE?

Accepted Answer

A) Some subcultures support the organization's dominant culture. 
B) Subcultures spawn emerging values that the company may eventually adopt. 
C) Organizations should subdue subcultures that oppose the firm's dominant values. 
D) Subcultures potentially maintain the organization's standards of performance and ethical behaviour. 
E) Some subcultures directly oppose the organization's core values. 
A) Some subcultures support the organization's dominant culture. 
B) Subcultures spawn emerging values that the company may eventually adopt. 
C) Organizations should subdue subcultures that oppose the firm's dominant values. 
D) Subcultures potentially maintain the organization's standards of performance and ethical behaviour. 
E) Some subcultures directly oppose the organization's core values.

Question 3

Reality shock improves the organizational socialization process by forcing newcomers to pay more attention to the realities of the workplace.

Accepted Answer

A) True 
 B)False

Question 4

New employees learn corporate culture through the process of organizational socialization.

Accepted Answer

A) True 
 B)False

Question 5

According to the attraction-selection-attrition (ASA)theory,alignment with the company's culture is often a factor when deciding which applicant to hire.

Accepted Answer

A) True 
 B)False

Question 6

Organizational stories support organizational culture by providing social prescriptions of the ways things should or should not be done around the organization.

Accepted Answer

A) True 
 B)False

Question 7

The process of organizational socialization begins:

Accepted Answer

A) as soon as the person is hired by the organization. 
B) within the employee's first week on the job. 
C) long before the first day of work for the organization. 
D) when the employee finally reconciles pre-employment expectations with organizational reality. 
E) when the employee receives his or her first performance appraisal. 
A) as soon as the person is hired by the organization. 
B) within the employee's first week on the job. 
C) long before the first day of work for the organization. 
D) when the employee finally reconciles pre-employment expectations with organizational reality. 
E) when the employee receives his or her first performance appraisal.

Question 8

Organizational culture consists of shared enacted values,but not espoused values.

Accepted Answer

A) True 
 B)False

Question 9

The attraction-selection-attrition (ASA)theory explains why companies are able to attract,and select people who fit the culture,but later on have difficulty forcing them out.

Accepted Answer

A) True 
 B)False

Question 10

The bicultural audit process consists of three steps.

Accepted Answer

A) True 
 B)False

Question 11

The two types of psychological contracts are transactional and reciprocal.

Accepted Answer

A) True 
 B)False

Question 12

The main purpose of a bicultural audit is to:

Accepted Answer

A) determine whether your 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 your 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 13

Deculturation is the best strategy for combining corporate cultures in most mergers.

Accepted Answer

A) True 
 B)False

Question 14

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

Accepted Answer

A) True 
 B)False

Question 15

The process of strengthening organizational culture,by attracting and hiring people who already embrace the cultural values,and weeding out those who don't fit the cultures is explained by:

Accepted Answer

A) corporate cult theory. 
B) attracting-selecting-weeding-out theory. 
C) corporate gardener metaphor theory. 
D) attraction-selection-repulsion theory. 
E) None of the above is correct. 
A) corporate cult theory. 
B) attracting-selecting-weeding-out theory. 
C) corporate gardener metaphor theory. 
D) attraction-selection-repulsion theory. 
E) None of the above is correct.

Question 16

Two companies should not merge if a bicultural audit determines that they have substantially different cultures.

Accepted Answer

A) True 
 B)False

Question 17

The content of an organization's culture:

Accepted Answer

A) is usually apparent as soon as a visitor walks in the front door. 
B) can be placed into one of five main types,such as a "mercenaries" or "communes". 
C) represents the relative ordering of rewards and status symbols found throughout the organization. 
D) is all of these things. 
E) is none of these things. 
A) is usually apparent as soon as a visitor walks in the front door. 
B) can be placed into one of five main types,such as a "mercenaries" or "communes". 
C) represents the relative ordering of rewards and status symbols found throughout the organization. 
D) is all of these things. 
E) is none of these things.

Question 18

In corporate cults,the culture is so strong that it focuses employees so much on one mental model that they may fail to see issues from different perspectives.

Accepted Answer

A) True 
 B)False

Question 19

Most organizational culture models oversimplify the diversity of cultural values in organizations.

Accepted Answer

A) True 
 B)False

Question 20

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

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

Which of these statements about organizational subcultures is FALSE?

Reality shock improves the organizational socialization process by forcing newcomers to pay more attention to the realities of the workplace.

New employees learn corporate culture through the process of organizational socialization.

According to the attraction-selection-attrition (ASA)theory,alignment with the company's culture is often a factor when deciding which applicant to hire.

Organizational stories support organizational culture by providing social prescriptions of the ways things should or should not be done around the organization.

The process of organizational socialization begins:

Organizational culture consists of shared enacted values,but not espoused values.

The attraction-selection-attrition (ASA)theory explains why companies are able to attract,and select people who fit the culture,but later on have difficulty forcing them out.

The bicultural audit process consists of three steps.

The two types of psychological contracts are transactional and reciprocal.

The main purpose of a bicultural audit is to:

Deculturation is the best strategy for combining corporate cultures in most mergers.

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

The process of strengthening organizational culture,by attracting and hiring people who already embrace the cultural values,and weeding out those who don't fit the cultures is explained by:

Two companies should not merge if a bicultural audit determines that they have substantially different cultures.

The content of an organization's culture:

In corporate cults,the culture is so strong that it focuses employees so much on one mental model that they may fail to see issues from different perspectives.

Most organizational culture models oversimplify the diversity of cultural values in organizations.

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

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

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

Which of these statements about organizational subcultures is FALSE?

Reality shock improves the organizational socialization process by forcing newcomers to pay more attention to the realities of the workplace.

New employees learn corporate culture through the process of organizational socialization.

According to the attraction-selection-attrition (ASA)theory,alignment with the company's culture is often a factor when deciding which applicant to hire.

Organizational stories support organizational culture by providing social prescriptions of the ways things should or should not be done around the organization.

The process of organizational socialization begins:

Organizational culture consists of shared enacted values,but not espoused values.

The attraction-selection-attrition (ASA)theory explains why companies are able to attract,and select people who fit the culture,but later on have difficulty forcing them out.

The bicultural audit process consists of three steps.

The two types of psychological contracts are transactional and reciprocal.

The main purpose of a bicultural audit is to:

Deculturation is the best strategy for combining corporate cultures in most mergers.

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

The process of strengthening organizational culture,by attracting and hiring people who already embrace the cultural values,and weeding out those who don't fit the cultures is explained by:

Two companies should not merge if a bicultural audit determines that they have substantially different cultures.

The content of an organization's culture:

In corporate cults,the culture is so strong that it focuses employees so much on one mental model that they may fail to see issues from different perspectives.

Most organizational culture models oversimplify the diversity of cultural values in organizations.

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

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