Deck 16: Organizational Culture

Question 1

Stories give meaning and identity to organizations as they:

A)are retold.
B)are based on myths.
C)do not transcend political boundaries.
D)do not transcend cultural boundaries.

Answer 1

A

Question 2

Which of the following statements is true of organizational ceremonies and rites?

A)They reflect the essence of organizational culture.
B)They primarily involve the deeply held beliefs that guide behavior and tell members of an organization how to perceive situations and people.
C)They provide opportunities to reward and recognize employees whose behavior is congruent with the values of a company.
D)They are best described as everyday, repetitive, organizational practices.

Answer 2

C

Question 3

In the context of organization ceremonies and rites, company functions such as annual picnics can be considered:

A)rites of integration.
B)rites of renewal.
C)rites of enhancement.
D)rites of success.

Answer 3

A

Question 4

Which of the following is true of effective organizational stories?

A)They can create renewed energy.
B)They cannot reinforce culture.
C)They are often deceptive.
D)They can lead to cynicism.

Question 5

A(n)_____ is an example of the artifacts of organizational culture.

A)ceremony
B)value
C)conscious assumption
D)unconscious assumption

Question 6

According to Edgar Schein, _____ are the most visible and accessible level of organizational culture.

A)values
B)artifacts
C)assumptions
D)rights

Question 7

According to Edgar Schein, the three levels of organizational culture are:

A)behavior, rights, and beliefs.
B)artifacts, values, and assumptions.
C)adaptations, consequences, and faith.
D)demands, communications, and informal groups.

Question 8

_____ is a pattern of basic assumptions that are considered valid and that are taught to new members as the way to perceive, think, and feel in an organization.

A)Corporate culture
B)Organizational hierarchy
C)Status quo
D)A code of conduct

Question 9

Identify a true statement about artifacts of an organizational culture.

A)The key to understanding culture through artifacts lies in analyzing how values are consciously articulated in conversations.
B)One of the important ways to understand culture through artifacts is identifying the unconscious assumptions of people.
C)One of the important ways to understand culture through artifacts is figuring out the meaning of symbols.
D)The key to understanding culture through artifacts lies in figuring out how values are communicated through culture.

Question 10

_____ reflect a person's inherent beliefs of what should or should not be.

A)Assumptions
B)Rituals
C)Values
D)Artifacts

Question 11

Artifacts are the _____.

A)least visible level of organizational culture
B)least accessible level of organizational culture
C)most frequently studied manifestation of organizational culture
D)deeply held beliefs that guide organizational culture

Question 12

On the foundation day of an organization, the president of the organization awards exceptionally performing employees with a bouquet and a plaque at a banquet every year. This is an example of:

A)personal enactment.
B)a ritual.
C)anticipatory socialization.
D)a ceremony.

Question 13

In the context of organization ceremonies and rites, retirement dinners are examples of:

A)rites of integration.
B)rites of renewal.
C)rites of enhancement.
D)rites of passage.

Question 14

Everyday, repetitive, organizational practices are _____.

A)espoused values
B)rituals
C)rites
D)ceremonies

Question 15

In the context of organization ceremonies and rites, grievance hearings and the negotiation of union contracts are examples of:

A)rites of renewal.
B)rites of enhancement.
C)rites of integration.
D)rites of conflict reduction.

Question 16

Kimi, the president of a corporation, upholds the organization's belief in corporate philanthropy. She is usually the first employee to donate blood in corporate blood drives. The given scenario portrays:

A)a ritual.
B)symbolism.
C)a rite of integration.
D)personal enactment.

Question 17

Identify a true statement about organizational stories.

A)They should be backed by reality.
B)The facts of stories should be altered to support the narratives that favor an organization.
C)They can reinforce culture but cannot create renewed energy.
D)They are the least effective way to reinforce organizational values.

Question 18

Which of the following statements is true of organizational stories about how a company deals with crisis situations?

A)These stories show how the company overcomes obstacles.
B)These stories reflect how a manager in a company reacts to mistakes.
C)These stories relate to a company's attitude toward employees who have to relocate.
D)These stories describe a person who started out at the bottom and eventually rose to the top.

Question 19

In the context of artifacts, which of the following statements is true of organizational stories?

A)They are very specific and do not allow listeners to draw differing conclusions.
B)They are typically part of rites of degradation.
C)They help in orienting new employees.
D)They are almost always based on myths.

Question 20

In the context of artifacts, when the behavior of an organization's members reflects the organization's values, it is called _____.

A)personal enactment
B)renewal of integration
C)anticipatory socialization
D)triangulation of behaviors

Question 21

In the context of organizational culture, which of the following is true of the fit perspective?

A)It is not useful in explaining long-term performance.
B)It is not useful in explaining short-term performance.
C)It argues that a lean, flat organization would not work in the information technology industry.
D)It suggests that the computer manufacturing industry requires a traditional hierarchical structure.

Question 22

In terms of core values, which of the following is a difference between adaptive organizational cultures and nonadaptive organizational cultures?

A)In adaptive organizational cultures, most managers care deeply about customers, whereas in nonadaptive organizational cultures, most managers care mainly about themselves.
B)In adaptive organizational cultures, managers value the orderly and risk-reducing management process, whereas in nonadaptive organizational cultures, managers strongly value leadership initiatives.
C)In adaptive organizational cultures, managers are often corrupt, whereas in nonadaptive organizational cultures, managers are mostly honest.
D)In adaptive organizational cultures, managers are reluctant to change their strategies as per customer requirements, whereas in nonadaptive organizational cultures, managers initiate change when needed.

Question 23

Identify a true statement about organizational culture.

A)It is overwhelming and has an adverse effect on the productivity of an employee.
B)It can lead to dysfunctional conflict in an organization.
C)It must be characterized by closed communication.
D)It provides a sense of identity to members of an organization.

Question 24

Which of the following statements is true of a leader's role in shaping and reinforcing culture?

A)Leaders must expect employees to decipher inconsistent signals.
B)Leaders' must rate employees individually even when their task was to achieve a team goal.
C)Employees observe the behavior of leaders to find out what an organization values.
D)Employees must not expect leaders to communicate the priorities of an organization.

Question 25

Which of the following is an example of perception-shaping mechanisms used by leaders to reinforce organizational culture?

A)Profits
B)Strategies
C)Fixed costs
D)Policies

Question 26

_____ are characterized by cautious management that tries to protect its own interests.

A)Linear organizations
B)Adaptive organizational cultures
C)Matrix organizations
D)Nonadaptive organizational cultures

Question 27

The fit perspective about the relationship between organizational culture and performance argues that:

A)a culture is good only if it fits an industry or a firm's strategy.
B)the culture of an organization can be changed quickly.
C)cultures need to change even if the industry doesn't change.
D)cultures that help organizations adapt to external change are associated with excellent performance.

Question 28

Which of the following is a perplexing question about the strong-culture perspective about the relationship between organizational culture and performance?

A)What can happen when strong cultures provide control without the oppressive effects of a bureaucracy?
B)What can hold true when motivation is not enhanced even if values are shared by the members of an organization?
C)What can be said about evidence showing that strong economic performance can create strong cultures, rather than the reverse?
D)What if the performance of an organization remains unchanged, even after goal alignment?

Question 29

A company's culture:

A)must be characterized by open communication.
B)inhibits the reinforcement of the values of the company.
C)does not affect employees' motivation.
D)considers the values of the company as the deepest and most fundamental level of the culture.

Question 30

_____ are the deeply held beliefs that guide behavior and tell members of an organization how to perceive situations and people.

A)Assumptions
B)Values
C)Artifacts
D)Rites

Question 31

_____ is the process by which newcomers are transformed from outsiders to participating, effective members of an organization.

A)Organizational socialization
B)Organizational enactment
C)Cultural adaptation
D)Culture assessment

Question 32

An adaptive organizational culture is the one that:

A)impedes change to meet the needs of stakeholders.
B)encourages confidence and risk taking among employees.
C)believes strong economic performance can create strong cultures.
D)values an orderly management process more highly than leadership initiatives.

Question 33

Identify a true statement about strong organizational cultures.

A)They can easily be changed.
B)They are deeply held and widely shared.
C)They provide control with the oppressive effects of a bureaucracy.
D)They create a low level of motivation among employees.

Question 34

In the context of the fit perspective, which of the following industry characteristics affects culture?

A)Variable assets
B)The number of managers
C)The number of subordinates
D)Societal expectations

Question 35

Which of the following is true of strong organizational cultures?

A)They can easily be changed.
B)They are characterized by goal alignment.
C)They provide control with the oppressive effects of a bureaucracy.
D)They do not affect an employee's performance.

Question 36

Leaders can use _____ to help employees understand the changing nature of their organizational identity.

A)rites of conflict reduction
B)organizational assumptions
C)enacted values
D)organizational symbols

Question 37

In Kotter and Heskett's study, compared to nonadaptive firms, adaptive firms:

A)lack leadership that produces change.
B)were less likely to encourage risk taking among employees.
C)showed significantly better long-term economic performance.
D)were more keen on protecting their own interests.

Question 38

Organizations with strong cultures:

A)promote different individual goals for each employee.
B)have low turnover.
C)facilitate performance.
D)tend to be bureaucratic.

Question 39

Unlike adaptive organizational cultures, nonadaptive organizational cultures:

A)perform better financially.
B)value people and processes that can create useful change.
C)influence managers to pay close attention to all their constituencies, especially customers.
D)value the orderly and risk-reducing management process more highly than leadership initiatives.

Question 40

When employees internalize the values of a company, they:

A)tend to spend less hours at work.
B)find their work intrinsically rewarding.
C)identify themselves as individual workers rather than team players.
D)get demotivated easily.

Question 41

In the context of the stage of the organizational socialization process, _____ involve the actual work performed.

A)role demands
B)task demands
C)interpersonal demands
D)intrapersonal demands

Question 42

Changing an organization's culture is difficult because:

A)attitudes cannot be changed.
B)culture is deeply ingrained.
C)assumptions are often conscious.
D)behavioral norms cannot be changed.

Question 43

In the context of changing organizational culture, managers must examine the justifications for changed behavior because:

A)employees sometimes do not really believe in the new values, and just comply.
B)human behavior is extrinsically motivated.
C)behaviors are assumptions of culture and they keep fluctuating.
D)all of the artifacts must send a consistent message about the new values and beliefs.

Question 44

The underlying dimensions of the Kilmann-Saxton Culture-Gap Survey are:

A)task/people and job security/job satisfaction in an organization.
B)behavior and task specifications.
C)artifacts and assumptions.
D)technical/human orientation and short-term versus long-term time.

Question 45

Qualitative methods for organizational culture assessment, such as interviews and observations, are valuable because of their _____.

A)objectivity
B)descriptiveness
C)precision
D)comparability

Question 46

In the encounter stage of the organizational socialization process, _____ involve the expectations placed on newcomers in an organization.

A)role demands
B)task demands
C)interpersonal demands
D)intrapersonal demands

Question 47

In the context of anticipatory socialization, which of the following is a type of congruence between an individual and an organization?

A)Congruence between the individual's values and the authenticity of a job offer
B)Congruence between the individual's adaptive nature and the changing external environment
C)Congruence between the individual's abilities and the demands of a job
D)Congruence between the individual's past experience and the salary offered for a new job

Question 48

Cultural change effort in an organization can be deemed successful if:

A)employees who do not conform to the new values are removed.
B)the change in the behavior of employees persists only in the presence of rewards.
C)newcomers are not required to go through the anticipatory socialization process.
D)employees automatically respond to a crisis in ways consistent with the corporate culture.

Question 49

Which of the following statements is true of triangulation?

A)It is the best approach to assessing organizational culture.
B)It is used solely in the quantitative research method.
C)It involves the exclusive use of obtrusive observations by eight trained observers for an outsider perspective.
D)It involves the exclusive use of self-administered questionnaires to provide quantitative insider information.

Question 50

_____ are examples of qualitative methods for organizational culture assessment.

A)Interviews
B)Statistical surveys
C)Graphical analyses
D)Questionnaires

Question 51

In the context of the Kilmann-Saxton Culture-Gap Survey, which of the following areas includes long-term human orientation norms?

A)Personal freedom
B)Task innovation
C)Social relationships
D)Task support

Question 52

In the context of changing organizational culture, which of the following is a step that a manager should take immediately after he or she has examined the justifications for changed behavior of the employees?

A)The manager should send a consistent message about the new values and beliefs.
B)The manager should hire and socialize members who fit in with the new culture.
C)The manager should find out if the employees are buying into the new set of values.
D)The manager should remove members who reject the new culture.

Question 53

In the context of the Kilmann-Saxton Culture-Gap Survey, which of the following areas includes long-term technical norms?

A)Personal freedom
B)Task innovation
C)Social relationships
D)Task support

Question 54

The last step of the process of changing the organizational culture of a firm involves:

A)changing the external behavior of existing employees within the organization.
B)the use of multiple methods to measure organizational culture.
C)assessing whether current members in the organization buy into a new set of values.
D)reshaping the workforce to fit the intended culture of the organization.

Question 55

The two underlying dimensions of the Organizational Culture Inventory (OCI)are:

A)values and symbols.
B)task/people and security/satisfaction.
C)artifacts and assumptions.
D)technical/human orientation and short-term versus long-term time.

Question 56

_____ is the degree to which a newcomer in an organization holds pragmatic expectations about the job and organization.

A)Competence
B)Realism
C)Mutuality
D)Congruence

Question 57

In which of the following stages of the organizational socialization process do newcomers begin to master the demands of a job?

A)Encounter
B)Change and acquisition
C)Anticipatory socialization
D)Realistic socialization

Question 58

The use of multiple methods to measure organizational culture is known as:

A)convergence.
B)the multitrait-multimethod matrix.
C)triangulation.
D)the two-layered study.

Question 59

In the context of changing organizational culture, leaders should pay attention to the _____ more so than structural positions in leading organizational change.

A)formal network channels
B)informal social networks
C)personal motivation factors of employees
D)job profile of employees

Question 60

Even when behavior in an organization changes, the change is not sufficient for cultural change to occur because:

A)individuals may change their behavior but not the values that drive it.
B)behaviors are assumptions of culture and they are unstable.
C)human behavior is extrinsically motivated.
D)change in organizational behavior does not affect an organization's task environment.

Question 61

Enacted values are what the members of an organization say they value.

Question 62

_____ is a term that describes using the Internet for personal business at work while pretending to do legitimate work.

A)Cyberloafing
B)Cybercrime
C)Triangulation
D)Spamming

Question 63

Strong organizational cultures provide control but with the oppressive effects of a bureaucracy.

Question 64

Norms that guide behavior of employees are part of the culture of an organization.

Question 65

_____ promotes an inclusive workplace.

A)Cyberloafing
B)Tolerating mild disrespectful behavior
C)Ensuring diversity in every meeting
D)Nonadaptive culture

Question 66

Which of the following is true of cyberloafing?

A)It can cost companies millions of dollars in lost productivity.
B)It is the use of multiple unreliable social networking sites to measure popularity of a culture.
C)It is the act of sending fraudulent emails to another person.
D)It can lead to a sustainable ethical culture in an organization.

Question 67

A characteristic of assumptions is that they are often unconscious.

Question 68

Which of the following poses additional challenge to managers in their pursuit of positive, cohesive cultures?

A)Recession
B)Triangulation
C)Globalization
D)Inflation

Question 69

Values are the most visible and accessible level of organizational culture.

Question 70

According to Edgar Schein, assumptions are at the deepest and most fundamental level of an organization's culture.

Question 71

In the context of developing an ethical organizational culture, which of the following statements is true?

A)Managers who emphasize ethical behavior witness more instances of whistle-blowing and consequently increasing incidents of unethical behavior.
B)Managers should promote the idea that ethical behavior does not necessarily put a company in congruence with the larger values of society.
C)Managers can encourage ethical behavior by communicating that rationalizations for unethical behavior are not tolerated.
D)Managers should implement a code of ethics because it always has a positive impact on an organization.

Question 72

A retirement dinner is a good example of a rite of enhancement.

Question 73

A company's espoused values are the values reflected in the way the members actually behave.

Question 74

Which of the following statements is true of inclusive culture?

A)Policy statements drive an inclusive culture more strongly than leader behavior.
B)Leader behavior drives an inclusive culture more strongly than policy statements.
C)Diversity in a meeting inhibits inclusive culture.
D)Equitable access to all resources inhibits inclusive culture.

Question 75

According to Edgar Schein, values are the deepest level of an organization's culture.

Question 76

To develop a positive, cohesive organizational culture, managers should:

A)control instances of whistle-blowing.
B)listen to rationalizations for unethical behavior.
C)promote the philosophy that ethical behavior makes good business sense.
D)promote the belief that the impact of implementing a code of ethics is always positive.

Question 77

Organizational stories that aren't backed by reality can lead to cynicism.

Question 78

With rapid changes in business environment such as globalization, workforce diversity, and technological innovation, managers must focus on:

A)having a nonadaptive culture.
B)using a bureaucratic approach.
C)maintaining rigidity in the work environment.
D)reinforcing ethical behavior.

Question 79

Which of the following steps would enable organizations to develop an effective global organizational culture?

A)Management should award employees who support the global view.
B)Management should ensure that their global strategies are flexible enough to be emulated by their competitors.
C)Management should choose an overarching corporate culture that differentiates decentralized subsidiaries of a global organization.
D)Management should aim to achieve complete globalization, even with values that are inconsistent over time.

Question 80

Employees who work in high-trust cultures:

A)are more aligned with their company's values.
B)tend to thrive for a better opportunity in a different company.
C)have lower productivity than employees who work in low-trust cultures.
D)are more susceptible to unethical behaviors than employees who work in low-trust cultures.