Question 1

At a minimum,a behavior must be ________ to qualify as sexual harassment.

Accepted Answer

The correct answer is D, as unwelcomeness is a necessary component of sexual harassment. Without this element, it would not meet the legal definition of sexual harassment. While unethical, violent, or threatening behaviors can certainly be forms of sexual harassment, they are not strictly necessary in order for something to qualify as such.

Question 2

Javier has always had an analytical mind,and he loves meeting new people.This gives Javier strong cognitive cultural intelligence,which is defined as the ________.

Accepted Answer

Cognitive cultural intelligence is about understanding the norms, practices, and conventions of different cultures, which involves gathering factual information about these aspects. Javier's analytical mind would be particularly suited to this component of cultural intelligence.

Question 3

Nerita is excited to start on her first overseas consulting assignment.Her boss suggested that to quickly build trust with the clients,Nerita should develop her physical cultural intelligence.Which trait identifies this competency?

Accepted Answer

Physical cultural intelligence involves the capacity to adapt one's body language, speech patterns, and other non-verbal cues to align with those of a new culture, facilitating smoother interactions and communication.

Question 4

Block 5 is an esteemed gourmet restaurant in Santa Fe that prides itself on using organic,farm-fresh ingredients.Which of the following might qualify as an organizational taboo for the restaurant?

Accepted Answer

Using canned veggies does not align with Block 5's commitment to using organic, farm-fresh ingredients. It is likely that the restaurant would consider this an organizational taboo. Choices A, C, and D are all in line with the ethos of the restaurant and would not be considered taboo.

Question 5

To change the culture at his resort spa,Yuri concludes that the organization should "slow down to speed up." Which of the following actions might support this statement?

Accepted Answer

Conducting detailed assessments, such as a dynamic inquiry, involves taking time to gather information about current organizational culture, employee attitudes, and other factors that may be hindering productivity or customer satisfaction. This allows the organization to make targeted changes and address underlying issues, which can ultimately result in improved efficiency and customer service. This aligns with the idea of "slowing down to speed up." The other options, such as making employees take longer breaks or decreasing the frequency of training programs, do not necessarily address underlying cultural issues and may actually hinder productivity. Emphasizing "push" strategies for change may cause resistance among employees and other stakeholders.

Question 6

Robin is disappointed that she was passed up for the new project manager job in Brazil.Her boss explained that Robin needed to strengthen her emotional cultural intelligence before she can be successful in a job overseas.What does Robin need to develop?

Accepted Answer

Robin needs to develop the self-confidence and motivation to adapt to a new culture, which is a key aspect of emotional cultural intelligence. This involves being open-minded, flexible, and able to handle the challenges of working in a different cultural environment. While options A, C, and D are also aspects of cultural intelligence, they are not specifically related to emotional intelligence.

Question 7

Dr.William Worrall Mayo,founder of the world-famous Mayo Clinic,is considered one of the organization's heroes.Which of the following is the key characteristic of an organizational hero?

Accepted Answer

An organizational hero embodies the highest values of the organization and serves as a role model for others to follow. They are usually responsible for helping the organization achieve success, but this is not their key characteristic. Putting profits above all else (option A) is not a trait of a hero, as heroes prioritize the organization's mission and values over financial gains. Option D does not make sense in this context, as it refers to individual behavior, while an organizational hero is someone who exemplifies the values and ideals of the organization as a whole.

Question 8

Happy Tummy's primary focus is to manufacture baby food products using only the best ingredients from organic farms that do not damage the environment.Happy Tummy has a(n)________ culture.

Accepted Answer

The statement mentions that Happy Tummy's primary focus is on manufacturing baby food products that use organic ingredients from farms that do not harm the environment. This shows that Happy Tummy places high importance on promoting sustainability and environmentally-conscious practices, indicating a sustainability culture.

Question 9

Which type of value dimension can be characterized by the statement,"One for all and all for one"?

Accepted Answer

The statement "One for all and all for one" reflects the value dimension of high institutional collectivism, which emphasizes group harmony, loyalty, and cohesiveness.

Question 10

Yasmin is designing a survey of employee attitudes for the HR department.Which common flaw of organizational surveys does Yasmin need to avoid in implementing this project?

Accepted Answer

Yasmin needs to avoid the flaw of "finding what you look for," which refers to designing surveys in a way that confirms pre-existing beliefs or biases, rather than objectively assessing employee attitudes.

Question 11

When Leo joined Smart Mart,several people told him the same story about "Mad Marvin," one of the founders of the company who built the first store by hand to ensure it met his exacting standards.The story of " Mad Marvin" is an example a(n)________.

Accepted Answer

The story of "Mad Marvin" is an example of an organizational myth, a narrative that explains the origins and values of an organization and is passed down through generations of employees.

Question 12

Using dynamic inquiry,Nate is conducting research with employees of a strongly hierarchical organization to help it develop a more innovative culture.In creating an open dialogue with the employees,Nate recognizes that ________.

Accepted Answer

Nate is not a neutral observer in this situation but an active participant who is trying to drive the change. Therefore, he recognizes that his process of inquiry and creating an open dialogue with employees has a significant impact on organizational change. Option A is incorrect because while some employees may be excited about change, others may be resistant or hesitant. Option B is incorrect because employees often internalize an organization's culture, which is precisely what Nate is trying to change. Option D is incorrect because Nate's process of dynamic inquiry is designed to facilitate change.

Question 13

Devonte is confident that things are going to change for the better at his law firm.Everyone in the organization is fully committed to cultural change.This reflects a ________ strategy.

Accepted Answer

The answer of Devonte is confident that things are going...

Question 14

The EEOC is responsible for dealing with problems that involve ________.

Accepted Answer

The EEOC (Equal Employment Opportunity Commission) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee.

Question 15

In researching potential companies to work for after completing her MBA,Helen notices that the most successful managers exhibit cultural intelligence.Which traits identify cultural intelligence?

Accepted Answer

Cultural intelligence refers to the ability to adapt and be flexible in different cultural settings, as well as being patient in identifying and understanding different cultural norms and values. Traits such as being strong or tenacious may be useful in other areas of business, but they do not necessarily indicate cultural intelligence. Similarly, being stubborn or unwavering may lead to a lack of understanding or respect for different cultural practices. The trait of being keen or wise may be beneficial, but it is not exclusively related to cultural intelligence.

Question 16

The management team at Shoreline Boats implemented a rule that requires all employees to take off one afternoon a month for outdoor recreation.This is an example of a ________.

Accepted Answer

This is an example of a push strategy because the management is actively pushing or encouraging employees to engage in a specific behavior, in this case, taking time off for outdoor recreation.

Question 17

Mangia,a gourmet pizza chain,is planning to expand beyond the Northeast to other areas of the United States.They expect to make menu modifications to reflect ________.

Accepted Answer

Subcultures refer to groups within a larger culture that share common values, beliefs, and customs. As Mangia expands to other areas of the United States, they will need to consider the subcultures in those areas and modify their menu to appeal to the tastes and preferences of those subcultures. For example, they may offer different toppings that are popular in certain regions or ingredients that appeal to specific cultural groups.

Question 18

Which of the following best fits the description of an enacted value in an organization?

Accepted Answer

Enacted values refer to values that are demonstrated or carried out in the day-to-day actions and decisions of an organization. Option D, how people are actually treated when they are fired, reflects the organization's enacted value on how they handle employees who are no longer part of the company.

Question 19

According to the competing values framework,which of the following culture types is NOT reflected in a balanced culture?

Accepted Answer

Autocracy is not reflected in a balanced culture according to the competing values framework. A balanced culture is a combination of multiple culture types, including hierarchy, market, adhocracy, and clan. Autocracy, on the other hand, is a culture type characterized by a strong emphasis on control and obedience, which conflicts with the values of openness and flexibility found in a balanced culture.

Question 20

As part of her internship program,Judy is conducting a study of a company's employees.Instead of using standard surveys to evaluate attitudes and beliefs,she is having focused conversations with employees and using open-ended questions.What process is Judy using?

Accepted Answer

The answer of As part of her internship program,Judy is...

Quiz 13: Culture: Its Powerful