Question 1

High product quality,low absenteeism,and high efficiency are examples for which organizational characteristics?
A) Dominant values
B) Philosophy
C) Organizational climate
D) Rules

Accepted Answer

The answer of High product quality,low absenteeism,and high efficiency are...

Question 2

Texas Instruments reverted to some highly formalized,bureaucratic procedures in their product development process.This is an example of:
A) demand redesign.
B) network design.
C) rediscovery redesign.
D) green-field redesign.

Accepted Answer

The given scenario of Texas Instruments reverting to highly formalized and bureaucratic procedures in their product development process is an example of rediscovery redesign. This refers to a situation where a company revisits and reverts to old or traditional methods of product development instead of using more innovative and modern approaches.

Question 3

Partnerships forged through informational networks in a virtual organization are based on electronic contracts to speed the linkups and:
A) keep the lawyers away.
B) maintain professionalism.
C) maintain confidentiality.
D) prevent excessive bandwidth consumption.

Accepted Answer

Electronic contracts are used in virtual organizations to speed up the linkups and keep the lawyers away.

Question 4

Buying and selling to each other at prices equal to those that can be obtained by outsourcing partners is called _____.
A) value-addition
B) in-house trading
C) collaboration
D) in-sourcing

Accepted Answer

In-sourcing refers to the practice of buying and selling goods and services to each other within the same company at prices that are competitive with those that can be obtained from outside vendors. This strategy can help organizations reduce costs, improve efficiency, and enhance overall performance. Thus, option D is the correct answer. The other options, such as value-addition, collaboration, and in-house trading, do not accurately describe this concept.

Question 5

The first step to helping solidify the acceptance of core values and ensuring that the culture maintains itself within an organization is:
A) placement on the job.
B) job mastery.
C) selection of entry-level personnel.
D) measuring and rewarding performance.

Accepted Answer

The first step to solidifying the acceptance of core values and ensuring that the culture maintains itself within an organization is the selection of entry-level personnel. This process ensures that new hires already align with the organization's core values, making it easier to integrate them into the existing culture.

Question 6

To avoid disintegration and attain effective needed focus,the lead virtual organization must have all these characteristics EXCEPT:
A) shared vision.
B) strong brand.
C) high-trust culture.
D) an independent legal corporation.

Accepted Answer

The other three characteristics - shared vision, strong brand, and high-trust culture - are crucial for ensuring that the virtual organization stays unified and works towards its common goals. However, being an independent legal corporation is not necessarily an essential characteristic for maintaining effectiveness and focus. Many virtual organizations may choose to operate as a partnership or a limited liability company without jeopardizing their success.

Question 7

The guidelines on how much work to do,is a part of which of the following characteristics of an organizational culture?
A) Norms
B) Rules
C) Philosophy
D) Organizational climate

Accepted Answer

Guidelines on how much work to do are a form of norms, which are the unwritten, informal rules of behavior that govern how people act in an organization. Rules are more formal, written regulations that dictate specific behaviors, while philosophy is the underlying values and beliefs that shape an organization's culture. Organizational climate refers to the overall mood or atmosphere of a workplace.

Question 8

Firms that are undergoing efforts to disaggregate and partner are employing which type of redesign?
A) Rediscovery redesign.
B) Green-field redesign.
C) Demand redesign.
D) Network design.

Accepted Answer

Disaggregation and partnering are key features of network design, where firms focus on building relationships with other firms to create a more efficient and responsive supply chain. Rediscovery redesign, green-field redesign, and demand redesign are not directly related to this strategy.

Question 9

The key challenge for contemporary organizations is to instill and sustain a corporate-wide culture that encourages _____.
A) similar values and beliefs
B) delegation of tasks
C) knowledge sharing
D) projection of a strong brand image

Accepted Answer

Knowledge sharing is essential in fostering an environment of learning, growth, and innovation within an organization. By encouraging the sharing of information and ideas, organizations can benefit from the collective knowledge of their employees, leading to better decision-making and problem-solving. This requires a culture that values collaboration over individual achievement and emphasizes the importance of continuous learning and improvement. A culture of knowledge sharing can also help to foster trust and transparency within an organization, as employees are more willing to share their perspectives and insights when they feel that their contributions are valued and appreciated. While values and beliefs, delegation of tasks, and projecting a strong brand image are also important components of organizational culture, they may not be as critical to promoting knowledge sharing and learning.

Question 10

Which of the following is another more all encompassing design besides the network organization?
A) Virtual organization
B) Hollow design
C) Modular design
D) Horizontal organization

Accepted Answer

While the network organization is a type of organizational design that emphasizes collaboration and interdependency among a group of separate entities, the virtual organization is a broader design that utilizes technology to link employees, customers, and suppliers across traditional organizational boundaries. The virtual organization may include elements of the network organization, but it also includes remote work, telecommuting, and other flexible arrangements that allow individuals to work from anywhere at any time. The other options (B, C, and D) are all variations of the network organization and do not encompass the same breadth of organizational design as the virtual organization.

Question 11

In the socialization process,"measuring and rewarding performance" is followed by which step?
A) Adherence to important values
B) Job mastery
C) Reinforcing the stories and folklore
D) Selection of entry-level personnel

Accepted Answer

"Measuring and rewarding performance" is followed by "Adherence to important values" in the socialization process. This is because once employees have been rewarded for their performance, they are more likely to internalize the values that led to their success.

Question 12

The virtual organization is a company outside a company created to specifically respond to an exceptional market opportunity that is often:
A) unstructured.
B) random.
C) temporary.
D) clustered.

Accepted Answer

The virtual organization is often a temporary structure created to respond to a specific market opportunity. It is not necessarily unstructured, random, or clustered.

Question 13

When Val joined Brent Marketing Solutions as marketing research executive,he was flooded with work.He also realized that some of this work was beneath his ability.Given that Brent Market Solutions has a very strong culture,which of the following can be a reason for this?
A) To teach Val the importance of time management.
B) To make Val realize the importance of patience.
C) To make Val vulnerable and to cause him to move emotionally closer to his colleagues.
D) To teach Val the importance of hard-work so that he can handle the intense pressure that is an integral part of his job.

Accepted Answer

The strong culture of Brent Marketing Solutions may have been intentionally designed to make new employees like Val feel vulnerable and emotionally closer to their colleagues. This can facilitate team bonding and foster a sense of belongingness among employees. The fact that Val's work was beneath his ability may be a deliberate strategy to ensure that he spends time working closely with his colleagues and hence develop interpersonal relationships. Choices A, B, and D do not seem to be relevant to Val's situation based on the information given.

Question 14

The systems in which step of the socialization process are comprehensive and consistent,and focus on those aspects of the business that are most crucial to competitive success and to corporate values?
A) Adherence to important values
B) Measuring and rewarding performance
C) Job mastery
D) Placement on the job

Accepted Answer

The answer of The systems in which step of the...

Question 15

Which of the following is the final step in the socialization process?
A) Job Mastery
B) Adherence to Important Values
C) Reinforcing the Stories and Folklore
D) Recognition and Promotion

Accepted Answer

Recognition and promotion are often considered the final step in the socialization process, as they signify that an individual has fully integrated into the organization, mastered their role, and is now being acknowledged and rewarded for their contributions and adherence to the organization's culture and values.

Question 16

Mastery over the individual's job is typically done by extensive and carefully reinforced:
A) mentoring.
B) theories.
C) guest-speaker lectures.
D) field experience.

Accepted Answer

Field experience provides individuals with hands-on opportunities to develop and refine their skills, leading to mastery over their job.

Question 17

The way members of the organization conduct themselves with customers or other outsiders is one indicator of which of the organizational characteristics?
A) Observed behavior regularities
B) Dominant values
C) Norms
D) Organizational climate

Accepted Answer

The way members of the organization conduct themselves with customers or other outsiders is a reflection of the overall atmosphere or attitude within the organization, which is referred to as the organizational climate.

Question 18

Which of the following radical organizational redesign involves breaking completely from the classical structure and establishing a totally different design?
A) Green-field redesign
B) Network design
C) Demand redesign
D) Rediscovery redesign

Accepted Answer

Green-field redesign involves creating a completely new organizational structure from scratch, without any constraints or limitations from a previous design. This is in contrast to other forms of redesign, such as demand or network redesign, which may involve making significant changes to an existing structure but staying within the broad parameters of the classical model. Rediscovery redesign is not a recognized term in organizational design.

Question 19

Identify the characteristic of organizational culture where participants interact with another,using common language,terminology,and the rituals related to deference and demeanor.
A) Norms
B) Observed behavior regularities
C) Rules
D) Organizational climate

Accepted Answer

Observed behavior regularities in an organizational culture refer to the way participants interact with one another, including the use of common language, terminology, and rituals. These regularities encompass the patterns of behavior and interactions that are routinely observed within the organization, such as the rituals related to deference and demeanor.

Question 20

Which of the following is NOT a type of radical redesign of organizations identified by Miles?
A) Green-field redesign
B) Demand redesign
C) Rediscovery redesign
D) Network design

Accepted Answer

Miles identified several types of radical redesigns for organizations, but "Demand redesign" is not one of them. The other options, such as Green-field redesign, Rediscovery redesign, and Network design, are recognized types of organizational redesign according to his framework.

Quiz 3: Organizational Context: Design and Culture

High product quality,low absenteeism,and high efficiency are examples for which organizational characteristics?

Texas Instruments reverted to some highly formalized,bureaucratic procedures in their product development process.This is an example of:

Partnerships forged through informational networks in a virtual organization are based on electronic contracts to speed the linkups and:

Buying and selling to each other at prices equal to those that can be obtained by outsourcing partners is called _____.

The first step to helping solidify the acceptance of core values and ensuring that the culture maintains itself within an organization is:

To avoid disintegration and attain effective needed focus,the lead virtual organization must have all these characteristics EXCEPT:

The guidelines on how much work to do,is a part of which of the following characteristics of an organizational culture?

Firms that are undergoing efforts to disaggregate and partner are employing which type of redesign?

The key challenge for contemporary organizations is to instill and sustain a corporate-wide culture that encourages _____.

Which of the following is another more all encompassing design besides the network organization?

In the socialization process,"measuring and rewarding performance" is followed by which step?

The virtual organization is a company outside a company created to specifically respond to an exceptional market opportunity that is often:

When Val joined Brent Marketing Solutions as marketing research executive,he was flooded with work.He also realized that some of this work was beneath his ability.Given that Brent Market Solutions has a very strong culture,which of the following can be a reason for this?

The systems in which step of the socialization process are comprehensive and consistent,and focus on those aspects of the business that are most crucial to competitive success and to corporate values?

Which of the following is the final step in the socialization process?

Mastery over the individual's job is typically done by extensive and carefully reinforced:

The way members of the organization conduct themselves with customers or other outsiders is one indicator of which of the organizational characteristics?

Which of the following radical organizational redesign involves breaking completely from the classical structure and establishing a totally different design?

Identify the characteristic of organizational culture where participants interact with another,using common language,terminology,and the rituals related to deference and demeanor.

Which of the following is NOT a type of radical redesign of organizations identified by Miles?