Deck 15: Organisational Culture

Question 1

__________ expresses the core values that are shared by most of the organisation's members.

A)Strong culture
B)Dominant culture
C)Subculture
D)Personal morality

Answer 1

B

Question 2

Many cultures within an organisation,typically defined by departmental designations and geographical separation,are often called:

A)subcultures.
B)mixed cultures.
C)dominant cultures.
D)strong cultures.

Answer 2

A

Question 3

A strong culture can act as a substitute for:

A)formal control.
B)rewards.
C)institutionalisation.
D)socialisation.

Answer 3

A

Question 4

The primary or dominant values that are accepted throughout the organisation are:

A)mini-values.
B)jargon.
C)formalised culture.
D)core values.

Question 5

Solution.com is a company that provides consulting services.The executives of the company are not particularly concerned with how the consultants approach their work,as long as the desired result is achieved.They are interested in maintaining the status quo and encourage competitiveness between consultants by rewarding the top performers for each quarter. The organisational culture characteristics that are relevant in this case are:

A)team orientation,stability,innovation and risk-taking.
B)outcome orientation,people orientation and aggressiveness.
C)team orientation,aggressiveness and outcome orientation.
D)outcome orientation,stability and aggressiveness.

Question 6

A culture where the core values are intensely held and widely shared is termed a:

A)formal culture.
B)fortress.
C)strong culture.
D)subculture.

Question 7

In contrasting organisational culture with job satisfaction,the former __________ while the latter __________.

A)evaluates;describes
B)is implied;is described
C)describes;evaluates
D)is written;is implied

Question 8

High formalisation in an organisation creates all of the following EXCEPT:

A)promoting effective customer responsiveness.
B)a lack of trust.
C)stifling of creativity.
D)impeding initiative.

Question 9

The key characteristic of organisational culture that assesses the degree to which organisational activities emphasise maintaining the status quo in contrast to growth is:

A)stability.
B)outcome orientation.
C)team orientation.
D)aggressiveness.

Question 10

Which of the following is NOT a characteristic of organisational culture?

A)formalisation
B)innovation
C)team orientation
D)attention to detail

Question 11

The key characteristic of organisational culture that addresses the degree to which people are competitive rather than easy-going is termed:

A)team orientation.
B)innovation.
C)innovation and risk-taking.
D)aggressiveness.

Question 12

The dominant culture is:

A)the culture of the industry leader.
B)synonymous with the organisation's culture.
C)the degree of sharedness.
D)the sum of the subcultures.

Question 13

All of the following statements define a subculture EXCEPT:

A)only those cultural values that are shared throughout the organisation.
B)usually defined by geographical separation.
C)mini-cultures within an organisation.
D)typically defined by department organisations.

Question 14

________ is a system of shared meaning held by the organisation's members that distinguishes the organisation from other organisations.

A)Formalisation
B)A ritual
C)The organisational chart
D)Organisational culture

Question 15

A specific result of a strong culture should be:

A)higher absenteeism.
B)higher employee turnover.
C)lower employee turnover.
D)lower employee satisfaction.

Question 16

The unanimity of a strong culture builds all of the following EXCEPT:

A)organisational commitment.
B)quality.
C)loyalty.
D)cohesiveness.

Question 17

Which of the following terms is NOT part of the definition of a strong culture?

A)low behavioural controls
B)great influence on members' behaviour
C)widely shared values
D)intensely held values

Question 18

The key characteristic of organisational culture that addresses the degree to which management decisions take into consideration the effect of outcomes and people within the organisation is called:

A)people orientation.
B)innovation.
C)outcome orientation.
D)attention to detail.

Question 19

The key characteristic of organisational culture that addresses the degree to which employees are expected to exhibit precision is termed:

A)innovation and risk-taking.
B)attention to detail.
C)innovation.
D)team orientation.

Question 20

The macro view of culture that gives an organisation its distinct personality is its:

A)strong culture.
B)subculture.
C)dominant culture.
D)personal morality.

Question 21

The Young Woman's Club of Williamstown has been operating for 75 years as an organisation that supports women who stay at home.This group has always held classes in cooking,sewing and child rearing.The group has always been made up of upper middle-class women from the small town of Williamstown.As the area has grown,many people have moved to Williamstown and commute to Capital City,just 15 kilometres away. The culture of the Young Woman's Club seems to:

A)facilitate the generation of commitment to something larger than individual self-interest.
B)be strong.
C)be helpful in avoiding the need for rules and regulations.
D)all of the above.

Question 22

Culture creation occurs in all of the following ways EXCEPT:

A)Founders only hire and keep employees who feel and think the way they do.
B)Founders indoctrinate and socialise employees to their way of thinking and feeling.
C)The founders' own behaviour acts as a role model that encourages employees to identify with them and thereby internalise their beliefs.
D)Founders traditionally let organisational members decide an organisation's culture.

Question 23

Organisational climate refers to:

A)the level of tension created in the organisation as a result of the culture.
B)the attitude of senior members of the organisation with regard to decision making.
C)the shared perceptions that organisational members have about their organisation and its work environment.
D)none of the above.

Question 24

Culture creates a consistent set of behaviours in the organisation's employees.This is an asset under all of the following circumstances EXCEPT when:

A)the organisation undergoes long-term change.
B)the organisation undergoes rapid change.
C)the organisation becomes institutionalised.
D)the organisation undergoes new leadership.

Question 25

Culture may be a liability because it is a barrier to:

A)mergers and acquisitions.
B)diversity.
C)change.
D)all of the above.

Question 26

The selection process helps candidates learn about the organisation.If they perceive a conflict between their values and those of the organisation,they should:

A)wait until they get hired to change the organisation.
B)self-select themselves out of the applicant pool.
C)express their concerns at the time of the interview.
D)enlighten the organisation as to appropriate changes.

Question 27

Once an organisation acquires immortality,we can say that it has:

A)become institutionalised.
B)become socialised.
C)acquired dominant culture.
D)developed subcultures.

Question 28

When formal authority and control systems are reduced,the __________ provided by a strong culture ensures that everyone is pointed in the same direction.

A)material symbols
B)rules and regulations
C)shared meaning
D)language

Question 29

Culture is most likely to be a liability when:

A)management is incompetent.
B)the environment is rapidly changing.
C)it reduces ambiguity.
D)it increases consistency of behaviour.

Question 30

The selection process helps to sustain the organisation's culture by:

A)establishing norms.
B)providing training.
C)socialising the applicant.
D)ensuring a proper match of personal and organisational values.

Question 31

Institutionalisation is when:

A)an organisation takes on a life of its own.
B)you become a part of your organisation.
C)you are offered a lifetime position.
D)an organisation employs over 1000 people.

Question 32

Consistency of behaviour is an asset to an organisation when it faces:

A)an unknown environment.
B)a stable environment.
C)a dynamic environment.
D)massive changes.

Question 33

Masterson College is a small liberal arts women's college in New South Wales.The founders of the college were Mormons and were committed to the idea that a liberal arts education was the best preparation for life-long learning.Within the last two decades,the business department has become one of the larger departments on campus.The faculty of the business department is committed to liberal arts education but is also committed to finding employment for its graduates. The business department holds some unique values in addition to the __________ of the dominant culture.

A)holistic values
B)core values
C)formalisation
D)weak values

Question 34

Masterson College is a small liberal arts women's college in New South Wales.The founders of the college were Mormons and were committed to the idea that a liberal arts education was the best preparation for life-long learning.Within the last two decades,the business department has become one of the larger departments on campus.The faculty of the business department is committed to liberal arts education but is also committed to finding employment for its graduates. The belief in a liberal arts education is part of the:

A)dominant culture.
B)subculture of the business department.
C)weak culture.
D)mission statement.

Question 35

A decentralised structure within a company makes the creation of a strong culture:

A)more difficult.
B)more strategic.
C)less difficult.
D)less strategic.

Question 36

All the following serve to sustain a culture EXCEPT:

A)socialisation.
B)selection.
C)top management.
D)formalisation.

Question 37

The ultimate source of an organisation's culture is:

A)its founders.
B)top management.
C)the selection process.
D)the country in which the organisation operates.

Question 38

Which of the following is NOT a function of culture?

A)controls employee behaviour
B)improves the organisation's ability to hire competent employees
C)conveys a sense of organisational identity
D)has a boundary-defining role

Question 39

Masterson College is a small liberal arts women's college in New South Wales.The founders of the college were Mormons and were committed to the idea that a liberal arts education was the best preparation for life-long learning.Within the last two decades,the business department has become one of the larger departments on campus.The faculty of the business department is committed to liberal arts education but is also committed to finding employment for its graduates. The commitment to finding employment for graduates is part of the:

A)weak culture.
B)dominant culture.
C)mission statement.
D)subculture of the business department.

Question 40

Culture performs all of the following functions EXCEPT:

A)conveys a sense of identity for organisation members.
B)tells all organisations to behave basically the same.
C)enhances social system stability.
D)facilitates commitment to something larger than individual self-interest.

Question 41

Jester Corporation has a training program for all new managers.They spend three weeks in a formal classroom setting with other new managers and are then assigned a mentor.Only MBAs are hired for management jobs,since this is believed to be the level of qualification necessary for job success. The new managers are on a(n)__________ time schedule.

A)individual
B)variable
C)random
D)fixed

Question 42

Mark is the founder of a small company that customises animated graphics and web pages for clients.As an individual,Mark is easy-going,friendly and not overly fond of strict rules and regulations.When Mark started building up his company,he tended to select individuals that shared these characteristics.Mark also had a wall of quotes in the office that reinforced an easy-going and fun atmosphere in the workplace.This wall of quotes was always highlighted to new employees. This scenario reflects how an organisation's culture can be determined by:

A)the employee selection process.
B)a founder's attributes.
C)socialisation of employees.
D)all of the above.

Question 43

All of the following are examples of rituals EXCEPT:

A)Ford Motor Company's annual award meeting.
B)the layout of Tandem's corporate offices.
C)corporate chants.
D)fraternity initiation.

Question 44

The process that adapts employees to the organisation's culture is called:

A)indoctrination.
B)socialisation.
C)confirmation.
D)orientation.

Question 45

The stage in which the employee confronts the possibility that expectations may differ from reality is called the ______stage.

A)establishment
B)pre-arrival
C)metamorphosis
D)encounter

Question 46

The army boot camp where recruits 'prove' their commitment is an example of:

A)orientation.
B)indoctrination.
C)socialisation.
D)confirmation.

Question 47

Which of the following is NOT a stage of the socialisation process?

A)pre-arrival
B)metamorphosis
C)encounter
D)mentoring

Question 48

Jester Corporation has a training program for all new managers.They spend three weeks in a formal classroom setting with other new managers and are then assigned a mentor.Only MBAs are hired for management jobs,since this is believed to be the level of qualification necessary for job success. When a mentor is assigned,the socialisation process is:

A)serial.
B)collective.
C)investiture.
D)formal.

Question 49

__________ is the stage of socialisation in which the employee adjusts and becomes comfortable with the job and organisation.

A)Metamorphosis
B)Acceptance
C)Encounter
D)Settling

Question 50

You are new to an organisation and do not really know what to expect about the socialisation process.You are a recent MBA and have an undergraduate degree in computer science.Your new firm is a software development company with an emphasis in the health care industry. Immediately upon entry to the organisation,you enter the:

A)metamorphosis stage.
B)pre-arrival stage.
C)social facilitation stage.
D)encounter stage.

Question 51

You are new to an organisation and do not really know what to expect about the socialisation process.You are a recent MBA and have an undergraduate degree in computer science.Your new firm is a software development company with an emphasis in the health care industry. The stage in which you will adjust to the organisation's values and norms is termed:

A)encounter stage.
B)education.
C)metamorphosis stage.
D)pre-arrival stage.

Question 52

Jester Corporation has a training program for all new managers.They spend three weeks in a formal classroom setting with other new managers and are then assigned a mentor.Only MBAs are hired for management jobs,since this is believed to be the level of qualification necessary for job success. Jester Corporation's socialisation program appears to be:

A)divestiture.
B)individualised.
C)serial.
D)informal.

Question 53

__________ typically contain(s)a narrative of events about the organisation's founders,rule breaking or reactions to past mistakes.

A)Stories
B)Language
C)Material symbols
D)Rituals

Question 54

All of the following terms help define a ritual EXCEPT:

A)reinforcement of key values.
B)repetition.
C)stories.
D)sequence of activities.

Question 55

The correct order for the stages of the socialisation process is:

A)metamorphosis,encounter,pre-arrival.
B)pre-arrival,encounter,metamorphosis.
C)encounter,pre-arrival,metamorphosis.
D)pre-arrival,metamorphosis,encounter.

Question 56

The stage of socialisation that encompasses all the learning that occurs before a new member joins the organisation is called:

A)metamorphosis.
B)pre-arrival.
C)mentoring.
D)encounter.

Question 57

You are new to an organisation and do not really know what to expect about the socialisation process.You are a recent MBA and have an undergraduate degree in computer science.Your new firm is a software development company with an emphasis in the health care industry. The time prior to entry to the organisation in which you learned business attitudes and behaviours is called:

A)education.
B)metamorphosis stage.
C)pre-arrival stage.
D)encounter stage.

Question 58

Top management has a major impact on the organisation's culture by:

A)providing training.
B)establishing norms that filter down through the organisation.
C)socialising the applicant.
D)ensuring a proper match of personal and organisational values.

Question 59

During the ______ stage of socialisation,an employee's attitudes and behaviour change.

A)selection
B)metamorphosis
C)encounter
D)pre-arrival

Question 60

Which of the following is NOT a potent form by which culture is transmitted to employees?

A)language
B)rituals
C)selection
D)stories

Question 61

To create a more ethical culture,management should do which of the following?

A)provide protective mechanisms for divisiveness
B)covertly reward unethical acts that align with the vision while overtly punishing ethical ones
C)communicate ethical expectations
D)none of the above

Question 62

Nunya is a computer software company that employs highly intelligent but somewhat unusual people.Every Friday,free lollipops are given out to encourage employees to remember how creative they were when they were children.At the beginning of each quarterly executive meeting,employees are reminded that the founders were three young people who 'got lucky' and sold a video game that they invented.Employees are allowed to dress in blue jeans and can set their own working hours. The telling of the founding story at each quarterly meeting is an example of:

A)following the employee handbook.
B)language.
C)stories.
D)material symbols.

Question 63

Nunya is a computer software company that employs highly intelligent but somewhat unusual people.Every Friday,free lollipops are given out to encourage employees to remember how creative they were when they were children.At the beginning of each quarterly executive meeting,employees are reminded that the founders were three young people who 'got lucky' and sold a video game that they invented.Employees are allowed to dress in blue jeans and can set their own working hours. Dressing down is an example of a:

A)ritual.
B)symbolic act.
C)story.
D)material symbol.

Question 64

An organisational culture most likely to shape high ethical standards is one that:

A)focuses on means as well as outcomes.
B)is low-to-moderate in aggressiveness.
C)is high in risk tolerance.
D)all of the above.

Question 65

Eddie is the senior executive of a large toy company.In recent months,the ethics of the company have been brought into question by the media because of the number of faulty toys that have been sold.An investigation of the cause revealed that employees were only concerned with meeting the production quota and quite frequently did not run quality control checks on the toys,despite company regulations.Eddie believes that the long-term solution is to create a more ethical culture within the organisation. Eddie believes that the executives of the company are not doing their job to create the right ethical atmosphere.A strategy to remedy this would be to:

A)have the executives become visible role models.
B)have the executives provide ethical training to ensure employees are fully aware of acceptable standards.
C)have employees openly report the unethical behaviours of others.
D)visibly reward people who are ethical and diligent in their examination of the toys.

Question 66

Which of the following statements about how national culture may affect the way organisational culture is transported to a different country is true?

A)Organisational cultures often reflect national culture.
B)Managers in developing economies are more likely to see ethical decisions as embedded in a social environment.
C)Many strategies for improving ethical behaviour are based on the values and beliefs of the host country.
D)All of the above.

Question 67

To create a more ethical culture,management should do all of the following EXCEPT:

A)provide ethical training.
B)ignore unethical acts.
C)communicate ethical expectations.
D)be a visible role model.

Question 68

What is 'organisational culture'?

Question 69

All of the following are examples of material symbols EXCEPT:

A)an annual award meeting.
B)a swimming pool for the employees to use.
C)top executives' unlimited use of the company jet.
D)different types of cars for different executives.

Question 70

__________ are an organisation's way of describing how it was founded.

A)Rituals
B)Lingos
C)Stories
D)Symbols

Question 71

Which of the following is most likely to communicate how equal or unequal staff members are?

A)stories
B)rituals
C)material symbols
D)language

Question 72

__________ anchor the present in the past and explain and legitimise current practices.

A)Stories
B)Rituals
C)Material symbols
D)Languages

Question 73

How can organisations build positive cultures?

A)empower employees
B)reward more than punish
C)emphasise individual vitality and growth
D)all of the above

Question 74

Organisations help create a positive culture by:

A)sweeping problems under the rug.
B)instituting strict rules.
C)catching employees doing something right.
D)withholding praise.

Question 75

Nunya is a computer software company that employs highly intelligent but somewhat unusual people.Every Friday,free lollipops are given out to encourage employees to remember how creative they were when they were children.At the beginning of each quarterly executive meeting,employees are reminded that the founders were three young people who 'got lucky' and sold a video game that they invented.Employees are allowed to dress in blue jeans and can set their own working hours. Lollipop day is an example of a:

A)story.
B)symbolic play.
C)ritual.
D)material symbol.

Question 76

If a company wanting to establish an ethical culture provided formal channels for staff to discuss ethical dilemmas and report any unethical behaviour without fear of reprimand,they would be instituting a program to:

A)provide ethical training.
B)provide protective mechanisms.
C)communicate ethical expectations.
D)be a visible role model.

Question 77

__________ are used to reinforce organisational values through repetitive activities.

A)Rituals
B)Symbols
C)Stories
D)Languages

Question 78

If a company wanting to establish an ethical culture was to create and disseminate an organisational code of ethics,as well as state the organisation's primary values and the ethical rules employees are expected to follow,it would be instituting a program to:

A)provide ethical training.
B)provide protective mechanisms.
C)communicate ethical expectations.
D)be a visible role model.

Question 79

Eddie is the senior executive of a large toy company.In recent months,the ethics of the company have been brought into question by the media.This is because of the number of faulty toys that it has sold.An investigation of the cause revealed that employees were only concerned with meeting the production quota and quite frequently did not run quality control checks on the toys,despite company regulations.Eddie believes that the long-term solution is to create a more ethical culture within the organisation. Based on the guidelines suggested in the text,which of the following is NOT an example of an appropriate action?

A)Be a visible role model for his employees.
B)Provide ethical training to ensure employees are fully aware of acceptable standards.
C)Have employees openly report the unethical behaviours of others.
D)Visibly reward people who are ethical and diligent in their examination of the toys.

Question 80

Terms such as BOLD,CATIA,MAIDS,and POP are examples of:

A)stories
B)rituals
C)material symbols
D)language