Exam 14: Organizational Culture

Senior executives in your organization want to strengthen teamwork as part of the company's culture.They have asked you to identify ways to communicate and reinforce this cultural value using artifacts as the primary means of communication.Describe three different types of artifacts that might be altered so they communicate this corporate value.

How do founders and corporate leaders affect corporate culture?

An adaptive organizational culture is one where employees pay attention to organizational goals,not the processes to achieve those goals.

Researchers have estimated that most corporate cultures emphasize one of three universal values.

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

Organizational culture consists of the values and assumptions shared within an organization which also dictates the correct way of thinking about and acting on problems and opportunities facing the organization.

Organizations with adaptive cultures are unable to maintain a stable value system and,consequently,tend to perform poorly in the long run.

Which strategy for merging two distinct cultures tends to create high levels of confusion,conflict,resentment and stress?

What is the significance of artifacts in organizational culture?

A strong organizational culture improves the firm's effectiveness only if the cultural values are aligned with its external environment.

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:

One advantage of countercultures is that they:

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?

Organizational culture is strengthened through transformational leaders who "walk the talk".

Organizational stories are most effective at communicating corporate culture when they describe real people and seem to represent true past events.

Reality shock is:

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?

Organizational culture defines what is important and unimportant in the company and,consequently,directs everyone in the organization toward the "right way" of doing things.

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?

Organizational culture serves what purpose in organizations?