Question 1

Organizational culture includes:

Accepted Answer

A) three universal values. 
B) artifacts,values,and assets. 
C) values,assumptions,and audits. 
D) behaviours,beliefs,and budgets. 
E) None of these statements are accuratE. 
A) three universal values. 
B) artifacts,values,and assets. 
C) values,assumptions,and audits. 
D) behaviours,beliefs,and budgets. 
E) None of these statements are accuratE.

Question 2

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 3

When estimating the content of an organization's culture,we should pay attention to:

Accepted Answer

A) the values employees actually apply. 
B) the beliefs that customers have about the company's products. 
C) the amount of reality shock newcomers experience when joining the company. 
D) the values executives say employees should apply. 
E) We should never pay attention to values or beliefs when estimating organizational culturE. 
A) the values employees actually apply. 
B) the beliefs that customers have about the company's products. 
C) the amount of reality shock newcomers experience when joining the company. 
D) the values executives say employees should apply. 
E) We should never pay attention to values or beliefs when estimating organizational culturE.

Question 4

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 5

Which of the following is a spawning ground for emerging corporate culture values?

Accepted Answer

A) Subcultures 
B) Bicultural audits 
C) Artifacts 
D) The actions of the company's founder 
E) None of these 
A) Subcultures 
B) Bicultural audits 
C) Artifacts 
D) The actions of the company's founder 
E) None of these

Question 6

Organizational stories are most effective at communicating organizational culture:

Accepted Answer

A) never;organizational stories always overinflate the organization's true culture. 
B) only when they are told by senior executives to the public. 
C) when they describe real people,are assumed to be true,and are known by employees throughout the organizations. 
D) when they are true and descriptive rather than prescriptive. 
E) when they are known by all stakeholders. 
A) never;organizational stories always overinflate the organization's true culture. 
B) only when they are told by senior executives to the public. 
C) when they describe real people,are assumed to be true,and are known by employees throughout the organizations. 
D) when they are true and descriptive rather than prescriptive. 
E) when they are known by all stakeholders.

Question 7

In mergers and acquisitions,companies with clashing cultures tend to undermine employee performance and customer service.

Accepted Answer

A) True 
 B)False

Question 8

A recent meeting of human resources staff and sales managers was held to discuss new recruiting literature and other activities for job applicants.Human resources people suggested that some of the recruiting literature was overly positive and ignored some of the less desirable conditions of work,such as long work hours and extensive travel.They point out that exit interviews (meetings with employees who are about to leave the company)reveal that employees experience stress during these adjustments and are wary about company promises.The sales management team responded that they need the positive recruitment process because there aren't enough qualified applicants in the area and these brochures ensure that enough people apply for the job.Moreover,they doubt that new employees blame the company for failing to mention the negative conditions of work -- they should have thought about asking these questions as applicants.Use your knowledge of realistic job previews to comment on the information presented in this meeting.

Accepted Answer

The human resources group is basically s

Question 9

Ceremonies are more formal artifacts than rituals.

Accepted Answer

A) True 
 B)False

Question 10

Which strategy for merging two distinct cultures is recommended when the two companies are in unrelated industries and have cultures that seem to work well for them?

Accepted Answer

A) Deculturation 
B) Assimilation 
C) Separation 
D) Integration 
E) None of these strategies are recommended in this situation. 
A) Deculturation 
B) Assimilation 
C) Separation 
D) Integration 
E) None of these strategies are recommended in this situation.

Question 11

Organizations with very strong cultures may become dysfunctional because they suppress dissenting subcultural values.

Accepted Answer

A) True 
 B)False

Question 12

Which of the following would NOT be considered an artifact of an organization's culture?

Accepted Answer

A) The shape,size,and location of corporate headquarters. 
B) How visitors are greeted when they first enter a company building. 
C) The stories told by employees to newcomers about the founder's experiences when he or she started the company. 
D) The unique metaphors and special vocabularies that employees use to share meaning. 
E) All of these would be considered artifacts of an organization's culturE. 
A) The shape,size,and location of corporate headquarters. 
B) How visitors are greeted when they first enter a company building. 
C) The stories told by employees to newcomers about the founder's experiences when he or she started the company. 
D) The unique metaphors and special vocabularies that employees use to share meaning. 
E) All of these would be considered artifacts of an organization's culturE.

Question 13

An organization's culture is usually quite fuzzy and difficult to define using simple models and surveys.

Accepted Answer

A) True 
 B)False

Question 14

Comment on the accuracy of the following statement and explain your answer.
"Organizations are more effective when they operate without subcultures and countercultures."

Accepted Answer

This statement is FALSE.Subcultures,part

Question 15

Companies with strong organizational cultures are more effective than companies with weak cultures:

Accepted Answer

A) because such organizations do not have subcultures. 
B) if the cultural values emphasize customer service rather than cost efficiency. 
C) if their cultural values are compatible with the organization's external environment. 
D) if there is high turnover among production employees. 
E) never;companies with weak cultures are almost always more effective than those with strong cultures. 
A) because such organizations do not have subcultures. 
B) if the cultural values emphasize customer service rather than cost efficiency. 
C) if their cultural values are compatible with the organization's external environment. 
D) if there is high turnover among production employees. 
E) never;companies with weak cultures are almost always more effective than those with strong cultures.

Question 16

Coworkers improve the socialization process by:

Accepted Answer

A) serving as role models of appropriate behaviour and performance. 
B) avoiding new hires. 
C) increasing the intensity of reality shock. 
D) helping newcomers to avoid the encounter stage of organizational socialization. 
E) helping newcomers to avoid realistic job previews until after they have been hired. 
A) serving as role models of appropriate behaviour and performance. 
B) avoiding new hires. 
C) increasing the intensity of reality shock. 
D) helping newcomers to avoid the encounter stage of organizational socialization. 
E) helping newcomers to avoid realistic job previews until after they have been hired.

Question 17

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 18

Organizational socialization is best described as a process of:

Accepted Answer

A) cooperation and stability. 
B) power and restructuring. 
C) negotiation and concession-making. 
D) learning and adaptation. 
E) None of these describe the process of organizational socialization. 
A) cooperation and stability. 
B) power and restructuring. 
C) negotiation and concession-making. 
D) learning and adaptation. 
E) None of these describe the process of organizational socialization.

Question 19

The assumptions and values shared most widely by employees represent:

Accepted Answer

A) the organization's dominant culture. 
B) the organization's deculturation process. 
C) the organization's counterculture. 
D) artifacts held mainly by senior executives in the organization. 
E) organizational rituals. 
A) the organization's dominant culture. 
B) the organization's deculturation process. 
C) the organization's counterculture. 
D) artifacts held mainly by senior executives in the organization. 
E) organizational rituals.

Question 20

Rituals are:

Accepted Answer

A) programmed routines of daily organizational life that dramatize the organization's culture. 
B) deliberate attempts to communicate the corporate culture to new employees. 
C) events that suggest the organization's culture is about to change. 
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) deliberate attempts to communicate the corporate culture to new employees. 
C) events that suggest the organization's culture is about to change. 
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.

Organizational culture includes:

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.

When estimating the content of an organization's culture,we should pay attention to:

The process of organizational socialization begins:

Which of the following is a spawning ground for emerging corporate culture values?

Organizational stories are most effective at communicating organizational culture:

In mergers and acquisitions,companies with clashing cultures tend to undermine employee performance and customer service.

Ceremonies are more formal artifacts than rituals.

Which strategy for merging two distinct cultures is recommended when the two companies are in unrelated industries and have cultures that seem to work well for them?

Organizations with very strong cultures may become dysfunctional because they suppress dissenting subcultural values.

Which of the following would NOT be considered an artifact of an organization's culture?

An organization's culture is usually quite fuzzy and difficult to define using simple models and surveys.

Comment on the accuracy of the following statement and explain your answer. "Organizations are more effective when they operate without subcultures and countercultures."

Companies with strong organizational cultures are more effective than companies with weak cultures:

Coworkers improve the socialization process by:

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.

Organizational socialization is best described as a process of:

The assumptions and values shared most widely by employees represent:

Rituals are:

Introduction to the Field of Organizational Behaviour

Individual Behaviour, 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 Organizations Revised

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace Revised

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Change

Filters

Exam 14: Organizational Culture

Organizational culture includes:

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.

When estimating the content of an organization's culture,we should pay attention to:

The process of organizational socialization begins:

Which of the following is a spawning ground for emerging corporate culture values?

Organizational stories are most effective at communicating organizational culture:

In mergers and acquisitions,companies with clashing cultures tend to undermine employee performance and customer service.

Ceremonies are more formal artifacts than rituals.

Which strategy for merging two distinct cultures is recommended when the two companies are in unrelated industries and have cultures that seem to work well for them?

Organizations with very strong cultures may become dysfunctional because they suppress dissenting subcultural values.

Which of the following would NOT be considered an artifact of an organization's culture?

An organization's culture is usually quite fuzzy and difficult to define using simple models and surveys.

Comment on the accuracy of the following statement and explain your answer. "Organizations are more effective when they operate without subcultures and countercultures."

Companies with strong organizational cultures are more effective than companies with weak cultures:

Coworkers improve the socialization process by:

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.

Organizational socialization is best described as a process of:

The assumptions and values shared most widely by employees represent:

Rituals are:

Introduction to the Field of Organizational Behaviour

Individual Behaviour, 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 Organizations Revised

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace Revised

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Change

Filters