Question 1

Leaders in the _____ emphasize cooperation, consideration of both employees and customers, and avoiding status differences.
A) achievement corporate culture
B) involvement corporate culture
C) consistency corporate culture
D) adaptability corporate culture

Accepted Answer

The characteristics of cooperation, consideration of both employees and customers, and avoiding status differences are more aligned with an involvement corporate culture. An achievement corporate culture would prioritize competition and individual success, while a consistency corporate culture would emphasize rules and procedures. An adaptability corporate culture would prioritize innovation and flexibility.

Question 2

Some values become so deeply embedded in a culture that organizational members:
A) can see, hear, and observe them by watching other members of the organization.
B) may not take them for granted.
C) may not be consciously aware of them.
D) can see patterns of behavior, symbols, and ceremonies.

Accepted Answer

When values become deeply embedded in a culture, they can become so ingrained that organizational members may not be consciously aware of them. These values can be so taken for granted that members may not even realize they are operating on them.

Question 3

In the adaptability organizational culture, _____.
A) an internal focus and a dependability orientation for a stable environment is appreciated
B) an internal focus on the involvement and participation of employees to meet changing expectations from the external environment exists
C) employees who have competitiveness, aggressiveness, personal initiative, and the willingness to work long and hard to achieve results are valued
D) employees have autonomy to make decisions and act freely to meet new needs, and responsiveness to customers is highly valued

Accepted Answer

In an adaptability organizational culture, employees are given autonomy to make decisions and act freely to meet new needs, and there is a strong emphasis on being responsive to customers. This culture values flexibility and innovation to adapt to changing environments.

Question 4

According to the model of spiritual leadership, spiritual leaders start by:
A) creating a vision through which participants experience a sense of calling.
B) establishing a corporate culture based on altruistic love to experience a sense of membership.
C) engaging hope and faith to achieve desired organizational outcomes.
D) improving organizational commitment and productivity.

Accepted Answer

According to the model of spiritual leadership, spiritual leaders start by creating a vision through which participants experience a sense of calling. This involves inspiring and motivating individuals to align their personal values with the organization's values and goals, resulting in a sense of purpose and meaning in their work. Choice B is also a component of spiritual leadership, but it comes after creating a vision. Choice C is a means to achieving the vision and not the starting point. Choice D is a desired outcome of spiritual leadership, but it is not the starting point.

Question 5

_____ can encourage employee commitment to the core purpose of an organization, its specific goals, and the basic means used to accomplish goals. It can determine how the organization meets goals and deals with outsiders.
A) Competitiveness
B) Culture
C) Passiveness
D) Sentiments

Accepted Answer

Culture refers to the shared values, beliefs, norms, and behaviors that characterize an organization. It shapes the attitudes and behaviors of employees towards their work, co-workers, and the organization as a whole. A strong organizational culture can encourage employee commitment to the core purpose of the organization, its specific goals, and the basic means used to accomplish goals. It can also determine how the organization meets goals and deals with outsiders.

Question 6

_____ is the display of values, attitudes, and behaviors necessary to intrinsically motivate oneself and others toward a sense of calling and membership.
A) Transformational leadership
B) Transactional leadership
C) Spiritual leadership
D) Charismatic leadership

Accepted Answer

Spiritual leadership is defined as the display of values, attitudes, and behaviors necessary to intrinsically motivate oneself and others toward a sense of calling and membership. This type of leadership is focused on fulfilling the spiritual needs of individuals and creating a sense of purpose and meaning in their work. It is based on the belief that individuals have an inherent desire to find meaning and purpose in their lives and work, and that leaders who can tap into this desire can create highly motivated and engaged teams.

Question 7

Zupiter Corp. follows a culture that requires strict adherence to rules and regulations with fixed time schedules for daily activities. The firm is highly efficient and places emphasis on being economical. It conducts its business in a methodical manner. In the given scenario, Zupiter Corp. is said to have the:
A) consistency corporate culture.
B) involvement corporate culture.
C) adaptability corporate culture.
D) resistant corporate culture.

Accepted Answer

Zupiter Corp.'s culture is highly structured and follows strict rules and schedules, which is indicative of a consistency corporate culture. Such cultures focus on being highly efficient, economical, and methodical in their approach towards conducting business.

Question 8

Spiritual leadership behaviors enable employees to have _____ that provides deeper life meaning through work.
A) a high level of agreeableness
B) a competitive spirit
C) a sense of calling
D) social responsibility

Accepted Answer

Spiritual leadership behaviors help employees to connect their work to a greater purpose than just completing tasks or earning a paycheck. By emphasizing values and a sense of calling or mission, spiritual leaders help employees find deeper meaning in their work.

Question 9

If the competitive environment requires speed and flexibility, an organizational culture should embody values that support adaptability and collaboration across departments. This is an example of:
A) external adaptation.
B) vertical integration.
C) internal integration.
D) diversification.

Accepted Answer

The statement is referring to the need for external adaptation, which means aligning organizational values and culture with the demands of the external competitive environment. This involves being responsive to changes in the market, technology, and customer preferences, which requires adaptability and collaboration across departments. Vertical integration refers to the extent to which an organization controls all aspects of its supply chain, while internal integration refers to coordination and collaboration within departments. Diversification refers to expanding into new markets or products to reduce risk.

Question 10

Changing how future leaders are trained could:
A) eliminate monopolistic competition.
B) increase training expenses of organizations.
C) make organizations more profit-oriented.
D) solve the ethics deficit in organizations.

Accepted Answer

Changing how future leaders are trained could address the ethics deficit in organizations by emphasizing more ethical and responsible leadership practices. This could have a positive impact on the overall ethical culture within organizations.

Question 11

Leaders at Baxter International Inc. removed a product from the market when several people died after undergoing dialysis using a Baxter filter. This is an example of:
A) a company emphasizing ethics.
B) a company providing spiritual leadership.
C) a company guilty of a moral lapse.
D) a company with a weak organizational culture.

Accepted Answer

Removing a product from the market after it has caused harm demonstrates a commitment to ethical standards and responsibility towards consumer safety, indicating that the company prioritizes ethical considerations in its operations.

Question 12

Spiritual leadership can decrease or eliminate emotions such as:
A) altruistic love.
B) a sense of coherence.
C) a sense of failure.
D) integrity.

Accepted Answer

Spiritual leadership can provide individuals with a sense of purpose and direction, which can decrease feelings of failure or inadequacy. However, it does not necessarily diminish emotions such as altruistic love or a sense of coherence, which are important aspects of spiritual well-being. Integrity is also not necessarily eliminated by spiritual leadership, as this involves a commitment to honesty and ethical behavior, which aligns with many spiritual values.

Question 13

Values-based leaders:
A) solely focus on impersonal values.
B) are very different from spiritual leaders.
C) generate a high level of trust from employees.
D) focus on profitability of organizations.

Accepted Answer

Values-based leaders prioritize personal and organizational values in their decision making, which generates trust and respect from employees. This may lead to increased profitability, but it is not the primary focus. While spiritual leaders may also prioritize values, the two concepts are distinct.

Question 14

Iota Inc. has a freewheeling culture, whereas Axiom Inc. has a culture based on structure and discipline. The merger of these two companies will be difficult due to the presence of a:
A) corporate culture.
B) culture gap.
C) culture shock.
D) clan culture.

Accepted Answer

The presence of different cultures in merging companies can create a gap or disconnect between the two, making it difficult for employees to adapt to the new culture. This is known as a culture gap, which may hinder the success of the merger. Therefore, option B - culture gap, is the correct answer.

Question 15

Companies with strong, healthy cultures:
A) often exhibit prejudice.
B) have rigorous hiring practices.
C) advocate bureaucracy.
D) discourage socialization of new employees.

Accepted Answer

Companies with strong, healthy cultures usually have rigorous hiring practices to ensure that only candidates who align with the company's values and culture are hired. This helps maintain a cohesive and collaborative team. Option A is incorrect because a strong culture values diversity and inclusion. Option C is incorrect because bureaucracy can stifle innovation and agility in a company. Option D is incorrect because socialization is crucial for new employees to acclimate to the company's culture and norms.

Question 16

Axim Inc. pins the photographs of employees on the notice board to recognize the work of its front-line employees. This is an example of a:
A) paradigm.
B) story.
C) symbol.
D) model.

Accepted Answer

The photographs of employees on the notice board at Axim Inc. serve as a symbol to recognize the work of its front-line employees. A symbol is a tangible object or image that represents something else and conveys meaning beyond its literal interpretation. In this case, the photographs represent the recognition and appreciation of the hard work of front-line employees.

Question 17

Managers at MediaCloud Inc. place great emphasis on winning. The culture at the company is highly result-oriented with a focus on sales growth, profitability, and market share. In the given scenario, MediaCloud is said to have the:
A) involvement corporate culture.
B) consistency corporate culture.
C) adaptability corporate culture.
D) achievement corporate culture.

Accepted Answer

The description of MediaCloud Inc.'s culture emphasizes a focus on winning, sales growth, profitability, and market share, which are all indicative of an achievement corporate culture. In this type of culture, the emphasis is on setting and achieving goals, as well as recognizing and rewarding high performance.

Question 18

Leaders can enact cultural values in an organization through:
A) relationship marketing.
B) specialized language.
C) diversification.
D) the rule of reciprocity.

Accepted Answer

Specialized language can help leaders communicate cultural values within an organization. By using unique terms and phrases that reflect the organization's values, leaders can reinforce cultural norms and expectations among employees. Relationship marketing (A) and diversification (C) are not related to enacting cultural values, and the rule of reciprocity (D) refers to an exchange of favors or gifts, which is not relevant to this question.

Question 19

Leaders of an organization can repeatedly use _____ based on true events to illustrate the company's primary values to the employees.
A) slogans
B) symbols
C) catchwords
D) stories

Accepted Answer

Stories based on true events are a powerful way for leaders to illustrate the company's primary values to employees. Through storytelling, employees can see how the company's values are put into action in real-life situations. This helps to reinforce the importance of these values and can inspire employees to embody them in their own work. Slogans, symbols, and catchwords can also be used to reinforce company values, but they are not as effective as stories in truly bringing values to life.

Question 20

If widespread consensus exists among employees of an organization about the importance of specific values and ways of doing things, the culture is said to be:
A) autocratic.
B) prejudiced.
C) fragmented.
D) strong.

Accepted Answer

A strong culture is characterized by widespread consensus among employees about the importance of specific values and ways of doing things. This often leads to a high level of commitment among employees to uphold the culture and its values. Autocratic, prejudiced, and fragmented cultures do not necessarily have such widespread consensus and commitment.

Quiz 14: Shaping Culture and Values

Leaders in the _____ emphasize cooperation, consideration of both employees and customers, and avoiding status differences.

Some values become so deeply embedded in a culture that organizational members:

In the adaptability organizational culture, _____.

According to the model of spiritual leadership, spiritual leaders start by:

_____ can encourage employee commitment to the core purpose of an organization, its specific goals, and the basic means used to accomplish goals. It can determine how the organization meets goals and deals with outsiders.

_____ is the display of values, attitudes, and behaviors necessary to intrinsically motivate oneself and others toward a sense of calling and membership.

Spiritual leadership behaviors enable employees to have _____ that provides deeper life meaning through work.

If the competitive environment requires speed and flexibility, an organizational culture should embody values that support adaptability and collaboration across departments. This is an example of:

Changing how future leaders are trained could:

Leaders at Baxter International Inc. removed a product from the market when several people died after undergoing dialysis using a Baxter filter. This is an example of:

Spiritual leadership can decrease or eliminate emotions such as:

Values-based leaders:

Iota Inc. has a freewheeling culture, whereas Axiom Inc. has a culture based on structure and discipline. The merger of these two companies will be difficult due to the presence of a:

Companies with strong, healthy cultures:

Axim Inc. pins the photographs of employees on the notice board to recognize the work of its front-line employees. This is an example of a:

Managers at MediaCloud Inc. place great emphasis on winning. The culture at the company is highly result-oriented with a focus on sales growth, profitability, and market share. In the given scenario, MediaCloud is said to have the:

Leaders can enact cultural values in an organization through:

Leaders of an organization can repeatedly use _____ based on true events to illustrate the company's primary values to the employees.

If widespread consensus exists among employees of an organization about the importance of specific values and ways of doing things, the culture is said to be: