Question 1

The organization's physical structure and use of space often communicate its dominant cultural values.

Accepted Answer

A) True 
 B)False

Question 2

What is the significance of artifacts in organizational culture?

Accepted Answer

A)  Artifacts are the same as organizational culture. 
B)  Artifacts are the leftover parts of the organization that cannot fit into its culture. 
C)  Artifacts represent the directly observable symbols and signs of an organization's culture. 
D)  Artifacts are the observable indicators that the organization does not have a culture. 
E)  Artifacts mainly reflect the subcultures that conflict with an organization's dominant culture. 
A)  Artifacts are the same as organizational culture. 
B)  Artifacts are the leftover parts of the organization that cannot fit into its culture. 
C)  Artifacts represent the directly observable symbols and signs of an organization's culture. 
D)  Artifacts are the observable indicators that the organization does not have a culture. 
E)  Artifacts mainly reflect the subcultures that conflict with an organization's dominant culture.

Question 3

Nearly all of the socialization adjustment process occurs during and after the first day of work.

Accepted Answer

A) True 
 B)False

Question 4

Organizations that tolerate or encourage subcultures with dissenting values:

Accepted Answer

A)  usually go quickly out of business. 
B)  usually build stronger cultures to counteract those dissenting values. 
C)  may eventually use those dissenting values to build a new set of dominant values in the future. 
D)  do not have any corporate culture. 
E)  None of these statements is accurate. 
A)  usually go quickly out of business. 
B)  usually build stronger cultures to counteract those dissenting values. 
C)  may eventually use those dissenting values to build a new set of dominant values in the future. 
D)  do not have any corporate culture. 
E)  None of these statements is accurate.

Question 5

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

Accepted Answer

A) True 
 B)False

Question 6

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 7

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

Accepted Answer

A) True 
 B)False

Question 8

Most organizational behaviour writers suggest that organizations are more effective when they become corporate cults.

Accepted Answer

A) True 
 B)False

Question 9

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)  Tranformational culture. 
C)  geographical transformation. 
D)  Situational transformation. 
E)  Transforming artifacts. 
A)  Aligning artifacts. 
B)  Tranformational culture. 
C)  geographical transformation. 
D)  Situational transformation. 
E)  Transforming artifacts.

Question 10

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 11

The stronger the corporate culture,the more difficult it is for employees to embrace the dominant values.

Accepted Answer

A) True 
 B)False

Question 12

Companies with strong corporate cultures invariably have much higher performance than companies with weak cultures.

Accepted Answer

A) True 
 B)False

Question 13

Subcultures are groups of employees whose values are opposed to the organization's dominant values.

Accepted Answer

A) True 
 B)False

Question 14

Compared to other strategies for merging two organizations,assimilation is most likely to result in a culture clash.

Accepted Answer

A) True 
 B)False

Question 15

The transactional type of psychological contract is primarily a short-term economic exchange.

Accepted Answer

A) True 
 B)False

Question 16

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

Accepted Answer

A) True 
 B)False

Question 17

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 18

A strong organizational culture exists when most employees understand and accept the dominant values.

Accepted Answer

A) True 
 B)False

Question 19

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

Question 20

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

The organization's physical structure and use of space often communicate its dominant cultural values.

What is the significance of artifacts in organizational culture?

Nearly all of the socialization adjustment process occurs during and after the first day of work.

Organizations that tolerate or encourage subcultures with dissenting values:

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

The main purpose of realistic job previews is to:

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

Most organizational behaviour writers suggest that organizations are more effective when they become corporate cults.

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?

The stronger the corporate culture,the more difficult it is for employees to embrace the dominant values.

Companies with strong corporate cultures invariably have much higher performance than companies with weak cultures.

Subcultures are groups of employees whose values are opposed to the organization's dominant values.

Compared to other strategies for merging two organizations,assimilation is most likely to result in a culture clash.

The transactional type of psychological contract is primarily a short-term economic exchange.

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

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

A strong organizational culture exists when most employees understand and accept the dominant values.

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

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

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 organization's physical structure and use of space often communicate its dominant cultural values.

What is the significance of artifacts in organizational culture?

Nearly all of the socialization adjustment process occurs during and after the first day of work.

Organizations that tolerate or encourage subcultures with dissenting values:

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

The main purpose of realistic job previews is to:

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

Most organizational behaviour writers suggest that organizations are more effective when they become corporate cults.

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?

The stronger the corporate culture,the more difficult it is for employees to embrace the dominant values.

Companies with strong corporate cultures invariably have much higher performance than companies with weak cultures.

Subcultures are groups of employees whose values are opposed to the organization's dominant values.

Compared to other strategies for merging two organizations,assimilation is most likely to result in a culture clash.

The transactional type of psychological contract is primarily a short-term economic exchange.

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

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

A strong organizational culture exists when most employees understand and accept the dominant values.

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

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

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