Question 1

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

Accepted Answer

A) True 
 B)False

Question 2

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)  A one-day orientation session held within the first month of employment. 
A)  Coworkers 
B)  Supervisors 
C)  Senior executives 
D)  Subordinates 
E)  A one-day orientation session held within the first month of employment.

Question 3

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

Accepted Answer

A) True 
 B)False

Question 4

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 5

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 6

Comment on the accuracy of the following statement and explain your answer.
"Organizations with strong corporate cultures are more effective than organizations with weak corporate cultures."

Accepted Answer

The accuracy of this statement depends o

Question 7

The most accurate way to determine an organization's culture is by interviewing senior executives about their perceptions of that culture.

Accepted Answer

A) True 
 B)False

Question 8

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 9

A realistic job preview:

Accepted Answer

A)  builds a loyal work force by demonstrating respect for the psychological contract and concern for employee welfare. 
B)  creates more reality shock when employees move to the encounter stage of socialization. 
C)  helps employees to avoid forming a psychological contract. 
D)  has all of these effects. 
E)  builds a loyal work force AND helps employees to avoid forming a psychological contract, but does not create more reality shock. 
A)  builds a loyal work force by demonstrating respect for the psychological contract and concern for employee welfare. 
B)  creates more reality shock when employees move to the encounter stage of socialization. 
C)  helps employees to avoid forming a psychological contract. 
D)  has all of these effects. 
E)  builds a loyal work force AND helps employees to avoid forming a psychological contract, but does not create more reality shock.

Question 10

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 11

The best way to measure an organization's culture is to:

Accepted Answer

A)  interview executives. 
B)  look for evidence of its corporate value statements. 
C)  sample information from a variety of organizational artifacts. 
D)  read and analyze the various mission statements produced by the organization. 
E)  ask customers to evaluate the company's effectiveness. 
A)  interview executives. 
B)  look for evidence of its corporate value statements. 
C)  sample information from a variety of organizational artifacts. 
D)  read and analyze the various mission statements produced by the organization. 
E)  ask customers to evaluate the company's effectiveness.

Question 12

Organizational culture is not represented by espoused values.

Accepted Answer

A) True 
 B)False

Question 13

An organization's dominant culture is:

Accepted Answer

A)  the values dictated by an organization's new owners. 
B)  the assumptions, values and beliefs shared most widely by the organization's members. 
C)  the values held by the most vocal countercultural group in the organization. 
D)  the assumptions, values and beliefs that the company's top executives are trying to spread throughout the organization. 
E)  the values that senior executives want people outside the organization to believe are followed within the company. 
A)  the values dictated by an organization's new owners. 
B)  the assumptions, values and beliefs shared most widely by the organization's members. 
C)  the values held by the most vocal countercultural group in the organization. 
D)  the assumptions, values and beliefs that the company's top executives are trying to spread throughout the organization. 
E)  the values that senior executives want people outside the organization to believe are followed within the company.

Question 14

A psychological contract refers to the psychological effect after someone signs an employment contract.

Accepted Answer

A) True 
 B)False

Question 15

Adaptive cultures focus employees on the changing needs of customers and other stakeholders and support initiative and leadership to keep pace with these changes.

Accepted Answer

A) True 
 B)False

Question 16

Organizational socialization does not occur until a person becomes a member of the organization.

Accepted Answer

A) True 
 B)False

Question 17

In a merger,the process of diagnosing cultural relations between the companies and determining the extent to which cultural clashes will likely occur is called:

Accepted Answer

A)  organizational socialization. 
B)  a multicultural audit. 
C)  knowledge management. 
D)  a bicultural audit. 
E)  organizational diagnosis. 
A)  organizational socialization. 
B)  a multicultural audit. 
C)  knowledge management. 
D)  a bicultural audit. 
E)  organizational diagnosis.

Question 18

Organizational socialization is a process of both learning and adjustment.

Accepted Answer

A) True 
 B)False

Question 19

When should organizations leverage the benefits of reality shock?

Accepted Answer

A)  When they want employees to develop better expectations of future work experiences. 
B)  When they want to ensure that employees develop a stronger loyalty to the organization. 
C)  When they want to help newcomers develop a stronger bond with coworkers and the organization. 
D)  Under all of these conditions. 
E)  Never; companies should minimize reality shock. 
A)  When they want employees to develop better expectations of future work experiences. 
B)  When they want to ensure that employees develop a stronger loyalty to the organization. 
C)  When they want to help newcomers develop a stronger bond with coworkers and the organization. 
D)  Under all of these conditions. 
E)  Never; companies should minimize reality shock.

Question 20

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)  a market-driven culture. 
E)  no corporate culture. 
A)  an adaptive culture. 
B)  many countercultures. 
C)  more subcultures than employees. 
D)  a market-driven culture. 
E)  no corporate culture.

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

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

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

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?

The content of an organization's culture:

Comment on the accuracy of the following statement and explain your answer. "Organizations with strong corporate cultures are more effective than organizations with weak corporate cultures."

The most accurate way to determine an organization's culture is by interviewing senior executives about their perceptions of that culture.

The process of organizational socialization begins:

A realistic job preview:

The main purpose of a bicultural audit is to:

The best way to measure an organization's culture is to:

Organizational culture is not represented by espoused values.

An organization's dominant culture is:

A psychological contract refers to the psychological effect after someone signs an employment contract.

Adaptive cultures focus employees on the changing needs of customers and other stakeholders and support initiative and leadership to keep pace with these changes.

Organizational socialization does not occur until a person becomes a member of the organization.

In a merger,the process of diagnosing cultural relations between the companies and determining the extent to which cultural clashes will likely occur is called:

Organizational socialization is a process of both learning and adjustment.

When should organizations leverage the benefits of reality shock?

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:

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 Teams and Organizations

Power and Influence in the Workplace

Understanding and Managing Workplace Conflict

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Change Additional Cases

Filters

Exam 14: Organizational Culture

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

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

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

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?

The content of an organization's culture:

Comment on the accuracy of the following statement and explain your answer. "Organizations with strong corporate cultures are more effective than organizations with weak corporate cultures."

The most accurate way to determine an organization's culture is by interviewing senior executives about their perceptions of that culture.

The process of organizational socialization begins:

A realistic job preview:

The main purpose of a bicultural audit is to:

The best way to measure an organization's culture is to:

Organizational culture is not represented by espoused values.

An organization's dominant culture is:

A psychological contract refers to the psychological effect after someone signs an employment contract.

Adaptive cultures focus employees on the changing needs of customers and other stakeholders and support initiative and leadership to keep pace with these changes.

Organizational socialization does not occur until a person becomes a member of the organization.

In a merger,the process of diagnosing cultural relations between the companies and determining the extent to which cultural clashes will likely occur is called:

Organizational socialization is a process of both learning and adjustment.

When should organizations leverage the benefits of reality shock?

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:

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 Teams and Organizations

Power and Influence in the Workplace

Understanding and Managing Workplace Conflict

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Change Additional Cases

Filters