Question 1

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

Question 2

As an organization's culture becomes very strong,it:

Accepted Answer

A) becomes more misaligned with its external environment. 
B) becomes more effective in the marketplace. 
C) makes employees less committed to the organization. 
D) causes various subcultures in the organization to also become stronger. 
E) tends to suppress dissenting subcultural values. 
A) becomes more misaligned with its external environment. 
B) becomes more effective in the marketplace. 
C) makes employees less committed to the organization. 
D) causes various subcultures in the organization to also become stronger. 
E) tends to suppress dissenting subcultural values.

Question 3

Many organizations like to think that they integrate organizational cultures when merging or acquiring other companies.What does this mean and under what conditions is this strategy most likely to succeed?

Accepted Answer

The integration strategy involves combin

Question 4

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.

Question 5

Moving the company or business unit into a new office that reflects a different culture is an application of which strategy to change and strengthen organizational culture?

Accepted Answer

A) Aligning artifacts 
B) Transformational culture 
C) Geographical transformation 
D) Situational transformation 
E) Transforming artifacts 
A) Aligning artifacts 
B) Transformational culture 
C) Geographical transformation 
D) Situational transformation 
E) Transforming artifacts

Question 6

Superb Consultants have submitted a proposal to analyze the cultural values of your organization.The proposal states that Superb has developed a revolutionary new survey to tap the company's true culture.The survey takes just ten minutes to complete and the consultants say results can be based on a small sample of employees.Discuss the merits and limitations of this proposal.

Accepted Answer

Understanding an organization's culture

Question 7

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

Accepted Answer

A) True 
 B)False

Question 8

The main purpose of realistic job previews is to:

Accepted Answer

A) increase the number of people applying for the job. 
B) help supervisors empathize with their subordinates. 
C) increase turnover of poor performers. 
D) help current employees psychologically prepare for retirement. 
E) help job applicants form accurate expectations of the organization and job. 
A) increase the number of people applying for the job. 
B) help supervisors empathize with their subordinates. 
C) increase turnover of poor performers. 
D) help current employees psychologically prepare for retirement. 
E) help job applicants form accurate expectations of the organization and job.

Question 9

One of the first steps in a bicultural audit is to identify cultural differences between the merging companies.

Accepted Answer

A) True 
 B)False

Question 10

Organizational socialization is a process of both learning and adjustment.

Accepted Answer

A) True 
 B)False

Question 11

Which type of socialization agent usually provides new employees with technical information,performance feedback,and information about job duties?

Accepted Answer

A) Coworkers 
B) Supervisors 
C) Senior executives 
D) Subordinates 
E) Motivational speakers 
A) Coworkers 
B) Supervisors 
C) Senior executives 
D) Subordinates 
E) Motivational speakers

Question 12

Employees are more likely to quit if values incongruence is sufficiently low.

Accepted Answer

A) True 
 B)False

Question 13

Researchers have found that an organization's culture may be identified very easily and quickly by looking at one or two observable artifacts.

Accepted Answer

A) True 
 B)False

Question 14

Which strategy for merging two distinct cultures is recommended when the two companies have relatively weak cultures with overlapping values?

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 15

The psychological contract continues to develop and evolve even after a job applicant becomes an employee.

Accepted Answer

A) True 
 B)False

Question 16

The observable symbols and signs of an organization's values and assumptions are called:

Accepted Answer

A) organizational culture 
B) mental models 
C) artifacts 
D) values 
E) organizational signposts 
A) organizational culture 
B) mental models 
C) artifacts 
D) values 
E) organizational signposts

Question 17

Rituals represent the organization's deliberate and usually dramatic displays of its dominant culture.

Accepted Answer

A) True 
 B)False

Question 18

Which of the following statement is consistent with the attraction-selection-attrition (ASA)theory?

Accepted Answer

A) Job applicants who later become organizational members tend to be attracted to coworkers who share their values and assumptions. 
B) Organizations have a natural tendency to attract,select,and retain people with values that are consistent with the organization's own culture. 
C) Attraction,selection,and attrition are part of the natural life-cycle of organizational members. 
D) Employees get attached to organizations that meet their reward expectations. 
E) Attraction followed by selection inevitably lead to attrition in the futurE. 
A) Job applicants who later become organizational members tend to be attracted to coworkers who share their values and assumptions. 
B) Organizations have a natural tendency to attract,select,and retain people with values that are consistent with the organization's own culture. 
C) Attraction,selection,and attrition are part of the natural life-cycle of organizational members. 
D) Employees get attached to organizations that meet their reward expectations. 
E) Attraction followed by selection inevitably lead to attrition in the futurE.

Question 19

Stories have the greatest effect on communication corporate culture when they describe real people and are assumed to be true.

Accepted Answer

A) True 
 B)False

Question 20

A ritual would include how visitors are greeted as they enter the company's offices.

Accepted Answer

A) True 
 B)False

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

As an organization's culture becomes very strong,it:

Many organizations like to think that they integrate organizational cultures when merging or acquiring other companies.What does this mean and under what conditions is this strategy most likely to succeed?

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

Moving the company or business unit into a new office that reflects a different culture is an application of which strategy to change and strengthen organizational culture?

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

The main purpose of realistic job previews is to:

One of the first steps in a bicultural audit is to identify cultural differences between the merging companies.

Organizational socialization is a process of both learning and adjustment.

Which type of socialization agent usually provides new employees with technical information,performance feedback,and information about job duties?

Employees are more likely to quit if values incongruence is sufficiently low.

Researchers have found that an organization's culture may be identified very easily and quickly by looking at one or two observable artifacts.

Which strategy for merging two distinct cultures is recommended when the two companies have relatively weak cultures with overlapping values?

The psychological contract continues to develop and evolve even after a job applicant becomes an employee.

The observable symbols and signs of an organization's values and assumptions are called:

Rituals represent the organization's deliberate and usually dramatic displays of its dominant culture.

Which of the following statement is consistent with the attraction-selection-attrition (ASA)theory?

Stories have the greatest effect on communication corporate culture when they describe real people and are assumed to be true.

A ritual would include how visitors are greeted as they enter the company's offices.

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

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

As an organization's culture becomes very strong,it:

Many organizations like to think that they integrate organizational cultures when merging or acquiring other companies.What does this mean and under what conditions is this strategy most likely to succeed?

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

Moving the company or business unit into a new office that reflects a different culture is an application of which strategy to change and strengthen organizational culture?

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

The main purpose of realistic job previews is to:

One of the first steps in a bicultural audit is to identify cultural differences between the merging companies.

Organizational socialization is a process of both learning and adjustment.

Which type of socialization agent usually provides new employees with technical information,performance feedback,and information about job duties?

Employees are more likely to quit if values incongruence is sufficiently low.

Researchers have found that an organization's culture may be identified very easily and quickly by looking at one or two observable artifacts.

Which strategy for merging two distinct cultures is recommended when the two companies have relatively weak cultures with overlapping values?

The psychological contract continues to develop and evolve even after a job applicant becomes an employee.

The observable symbols and signs of an organization's values and assumptions are called:

Rituals represent the organization's deliberate and usually dramatic displays of its dominant culture.

Which of the following statement is consistent with the attraction-selection-attrition (ASA)theory?

Stories have the greatest effect on communication corporate culture when they describe real people and are assumed to be true.

A ritual would include how visitors are greeted as they enter the company's offices.

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