Exam 14: Organizational Culture

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.

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

Organizational countercultures can potentially help the organization maintain its ethical conduct.

Which of the following would be considered an artifact of an organization's culture?

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

Organizational culture is best described as the basic pattern of shared:

Which of the following happens during the pre-employment stage of organizational socialization?

Most studies have found that reward systems have little or no effect on strengthening corporate culture.

Espoused values are values proclamations.

The separation strategy is most appropriate when the merging companies are unrelated industries.

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

Organizational socialization is a process of both learning and adjustment.

The building in which employees work:

Reality shock occurs on or before the first day of work then quickly subsides.

The stronger the corporate culture,the more difficult it is for employees to bond together.

Reality shock among new employees typically occurs when:

Popular organizational culture models falsely presume that organizations can be identified within discrete categories.

A strong corporate culture bonds employees together and makes them feel part of the organization.

According to the attraction-selection-attrition (ASA)theory,alignment with the company's culture is often a factor when deciding which applicant to hire.

A strong corporate culture exists when employees are forced to abide by a particular set of organizational values whether or not they believe in those values.