Question 1

After a company's corporate culture is established,what are four approaches that can be used to perpetuate the culture?

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Question 2

The single most visible factor that distinguishes successful culture-change efforts from failed attempts is competent leadership at the top.True or false? Explain and justify your answer.

Accepted Answer

Great power is needed to force major cultural change and overcome the stubborn resistance of entrenched cultures-and great power is possessed only by the most senior executives,especially the CEO.However,while top management must lead the change effort,the tasks of marshaling support for a new culture and instilling the desired cultural behaviors must involve a company's whole management team.Middle managers and frontline supervisors play a key role in implementing the new work practices and operating approaches,helping win rank-and-file acceptance of and support for changes,and instilling the desired behavioral norms.

Question 3

How can one tell whether a company has a strong or weak corporate culture?

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Question 4

Identify and discuss the purpose and benefits of closely aligning corporate culture with the requirements for proficient strategy execution.

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Question 5

Briefly identify three types of unhealthy corporate cultures.

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Question 6

Identify and briefly discuss four steps that managers can take to change a culture that is out of step with the company's strategy.

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Question 7

What is meant by the term corporate culture? Why is corporate culture an important factor in implementing and executing strategy?

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Question 8

Identify and briefly discuss the key features that can be used to describe the corporate culture of a company.

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Question 9

A company's corporate culture is grounded in and shaped by its core values and ethical standards and drives a shared commitment to achieve the firm's strategic and financial objectives.True or false? Justify your answer.

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Question 10

Identify the characteristics of an unhealthy culture and briefly describe three types of unhealthy cultures that adversely impact the corporate climate and performance.

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Question 11

Identify and briefly explain the two types of healthy cultures and how they aid in good corporate strategy execution.

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Question 12

To ensure the proficient implementation of strategy in an organization,top-level executives can best achieve this by delegating authority to middle and lower-level managers and by creating a sense of empowerment among employees.True or false? Explain and justify your answer.

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Question 13

What are the five traits of unhealthy cultures?

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Question 14

Values and ethical standards not only must be explicitly stated but they also must be deeply ingrained into the corporate culture.True or false? Explain.

Accepted Answer

Though usually they have been developed to purposely mold the culture and communicate the kinds of actions and behavior that are expected of all company personnel,sometimes a company's stated core values and code of ethics are cosmetic,existing mainly to impress outsiders and help create a positive company image.Strongly ingrained values and ethical standards reduce the likelihood of lapses in ethical and socially approved behavior that mar a company's public image and put its financial performance and market standing at risk.

Question 15

Identify and discuss the three ways that a corporate culture,grounded in actions,behaviors,and work practices and conducive to good strategy implementation can assist corporate strategy execution.

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Question 16

Give two examples of "symbolic" culture-changing actions and two examples of "substantive" culture-changing actions.

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Question 17

What are the distinctive features of adaptive corporate cultures?

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Question 18

What are the two things involved in the leadership challenge to consistently achieve good strategy execution?

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Question 19

What are the distinctive features of high-performance corporate cultures?

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Question 20

The task of top executives in making corrective adjustments includes:

Accepted Answer

The process that managers go through in deciding on corrective adjustments is essentially the same for both proactive and reactive changes: They sense needs, gather information, broaden and deepen their understanding of the situation, develop options and explore their pros and cons, put forth action proposals, strive for a consensus, and finally formally adopt an agreed-on course of action.

Quiz 12: Corporate Culture and Leadership