Question 1

According to the textbook, in what ways can a new employee learn about the culture in which they will work? Please select all that apply.&#10;A) Observing how other people behave at work&#10;B) Praise people receive&#10;C) A cultural rule book laying out everything that you need to do to fit in at work&#10;D) Mission statements

Accepted Answer

Whilst occasionally organizations run formalized induction training in which the culture is directly communicated to the staff, there are numerous ways in which the culture, particularly the informal culture, can be assessed. These informal parts of the culture are often subtle and are rarely explicit, but can be assessed by watching what goes on around you, looking at other people's behaviour, and trying to pick up what is seen as acceptable and unacceptable.

Question 2

According to _____ culture is the collective programming of the mind.

Accepted Answer

Hofstede&#10;Explanation: According to Geert Hofstede culture is the collective programming of the mind. By this Hofstede implies that culture shapes the way that people think and act and it is how we tell the difference between one group of people and another. This quote emphasizes the importance of organizational culture and its significance both to how people think and also the act.

Question 3

According to Peters and Waterman, excellent companies have what in common?&#10;A) A strong set of shared values that put the employee at the heart of the operation&#10;B) A strong culture which focuses on profit above all else&#10;C) A strong culture that is totally distinctive from any other organization&#10;D) A strong set of shared values which put the customer at the heart of the operation

Accepted Answer

Peters and Waterman argued that at the heart of successful companies there is a strong set of shared values which put the customer at the heart of the operation. They argued that this set of shared values, which many have claimed is organizational culture, is what made successful companies different from unsuccessful ones.

Question 4

Why, according to the management gurus, should managers be concerned about culture? Please select all that apply.&#10;A) It can increase the value of a company's brand&#10;B) It can lead to higher levels of commitment by staff&#10;C) It can increase morale of the workforce&#10;D) It can dramatically increase productivity

Accepted Answer

Many management gurus have claimed that organizational culture has highly significant impacts on the level of productivity, motivation, and commitment of the staff. Culture is seen as important as it gives everyone in the organization a shared sense of purpose, which has many positive implications on the staff. Whilst anyone can buy equipment or set up bureaucratic processes, management gurus argue that culture is far harder to replicate and therefore forms an important source of competitive advantage.

Question 5

According to Peters and Waterman, managing employees through culture increases workers' &#8230;.? Please select all that apply.&#10;A) autonomy&#10;B) freedom&#10;C) fun&#10;D) standardization

Accepted Answer

Peters and Waterman argued that managing people through culture produces a new way of managing people and a new type of worker. Rather than seeking to control people through top-down management (as Taylorism did) Peters and Waterman claimed that managing people through culture could give workers more freedom and autonomy, as they are managed through a shared sense of vision and values.

Question 6

Deal and Kennedy's typology: Link the culture with an example of its environment.
-Stockbrokers, media, sports, or construction

A) Work hard/play hard culture
B) Tough-guy macho culture
C) Process culture
D) Bet-your-company culture

Accepted Answer

A work hard/play hard culture is characterized by employees who work intensely but also socialize and blow off steam together. This culture is often found in environments where there is a high emphasis on hitting sales targets or manufacturing quotas, as employees need to work hard to meet these goals but also need to release the stress and pressure that comes with such high-pressure jobs.

Question 7

Deal and Kennedy's typology: Link the culture with an example of its environment.
-Stockbrokers, media, sports, or construction

A) Work hard/play hard culture
B) Tough-guy macho culture
C) Process culture
D) Bet-your-company culture

Accepted Answer

The answer of Deal and Kennedy's typology: Link the culture...

Question 8

Deal and Kennedy's typology: Link the culture with an example of its environment.
-Stockbrokers, media, sports, or construction

A) Work hard/play hard culture
B) Tough-guy macho culture
C) Process culture
D) Bet-your-company culture

Accepted Answer

Government bureaucracies are known for their Process culture, where rules and procedures are followed meticulously in order to ensure fairness, consistency, and efficiency. This culture is necessary for bureaucracies to function effectively and maintain public trust.

Question 9

Deal and Kennedy's typology: Link the culture with an example of its environment.
-Stockbrokers, media, sports, or construction

A) Work hard/play hard culture
B) Tough-guy macho culture
C) Process culture
D) Bet-your-company culture

Accepted Answer

Deal and Kennedy's typology suggests that a "Bet-your-company culture" is where big stakes decisions are made, often with a long time horizon for seeing the results. A pharmaceutical firm devising a new drug fits this description well, as it involves significant investment and risk, with the outcome uncertain until the drug successfully passes through trials and regulatory approval, which can take years.

Question 10

Handy's Four cultural categories: Link the descriptions to the right culture.
-Decision making is concentrated on the centre, as the manager or founder of the organization. It is a tough and competitive environment.

A) Power culture
B) Role culture
C) Task culture
D) Personal or cluster culture

Accepted Answer

In a power culture, decision making is centralized around the manager or founder, and the environment is competitive and focused on results.

Answer: B) Role culture 
 In a role culture, decision making is based on rules and procedures, and the environment is stable and structured.

Answer: C) Task culture 
 In a task culture, decision making is decentralized and focused on solving specific problems or completing projects. The environment is collaborative and flexible.

Answer: D) Personal or cluster culture 
 In a personal or cluster culture, decision making is based on personal relationships and interactions within a group. The environment is informal and may lack structure.

Question 11

Handy's Four cultural categories: Link the descriptions to the right culture.
-Decision making is concentrated on the centre, as the manager or founder of the organization. It is a tough and competitive environment.

A) Power culture
B) Role culture
C) Task culture
D) Personal or cluster culture

Accepted Answer

The answer of Handy's Four cultural categories: Link the descriptions...

Question 12

Handy's Four cultural categories: Link the descriptions to the right culture.
-Bureaucracy in its purest form. Decision-making by senior managers, authority is by managers. Difficult to adapt to change.

A) Power culture
B) Role culture
C) Task culture
D) Personal or cluster culture

Accepted Answer

The answer of Handy's Four cultural categories: Link the descriptions...

Question 13

Handy's Four cultural categories: Link the descriptions to the right culture.
-Decision making is concentrated on the centre, as the manager or founder of the organization. It is a tough and competitive environment.

A) Power culture
B) Role culture
C) Task culture
D) Personal or cluster culture

Accepted Answer

The answer of Handy's Four cultural categories: Link the descriptions...

Question 14

What are some of the weaknesses of cultural typologies? Please select all that apply.&#10;A) They often miss the subtleties within organizations&#10;B) They are time consuming and expensive to apply&#10;C) They often ignore the more mundane, everyday aspects of organizational life&#10;D) They are often completely inaccurate and have little practical benefit

Accepted Answer

The answer of What are some of the weaknesses of...

Question 15

A _____ is a tool that senior managers can use to change the espoused beliefs of organizational members.

Accepted Answer

The answer of A _____ is a tool that senior...

Question 16

Match the description with the word.&#10;-A solemn act or procedure to observe an event or occasion.&#10;A) Rite&#10;B) Ceremonies&#10;C) Rituals&#10;D) Rite of renewal

Accepted Answer

The answer of Match the description with the word.&#10;-A solemn...

Question 17

Match the description with the word.&#10;-A public act, often planned and formal, which celebrates a particular event, achievement, or anniversary, largely planned by senior management or part of the organization's established calendar.&#10;A) Rite&#10;B) Ceremonies&#10;C) Rituals&#10;D) Rite of renewal

Accepted Answer

The answer of Match the description with the word.&#10;-A public...

Question 18

Match the description with the word.&#10;-They often have symbolic meaning that emphasizes important aspects of the organization's culture.&#10;A) Rite&#10;B) Ceremonies&#10;C) Rituals&#10;D) Rite of renewal

Accepted Answer

The answer of Match the description with the word.&#10;-They often...

Question 19

Match the description with the word.&#10;-Everyday habits that individuals do without thinking which once had meaning but have gradually become part of the everyday activities of the organization.&#10;A) Rite&#10;B) Ceremonies&#10;C) Rituals&#10;D) Rite of renewal

Accepted Answer

The answer of Match the description with the word.&#10;-Everyday habits...

Question 20

Match the description with the word.&#10;-An act which is designed to reinforce the existing social order.&#10;A) Rite&#10;B) Ceremonies&#10;C) Rituals&#10;D) Rite of renewal

Accepted Answer

The answer of Match the description with the word.&#10;-An act...

Question 21

Which of the following are examples of informal culture? Please select all that apply.&#10;A) Stories told in the organization induction session&#10;B) Rites and rituals&#10;C) Initiation ceremony&#10;D) Stories told by a colleague

Accepted Answer

The answer of Which of the following are examples of...

Question 22

Drawing on Mary Jo Hatch's model match the description with the word.
-The process through which people become aware of their values without necessarily being aware of the underlying assumptions.

A) Manifestations
B) Realization
C) Symbols
D) Interpretation

Accepted Answer