Question 1

Critique the leadership styles of managers from innovative and conservative organizational cultures. In which of these types of culture would you be more comfortable working? Explain why.

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Question 2

Explain the ASA Model. How does it help explain the formation of organizational cultures? Discuss a job you have had in which the manager hired employees who were similar to her or him. How did it affect productivity?

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Question 3

What is organizational culture? Discuss a hypothetical company culture and explain how it might affect job satisfaction, either positively or negatively.

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Question 4

Distinguish between moods and emotions. How do moods and emotions of managers affect the organization?

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Question 5

What are the three major needs identified by McClelland? Describe the characteristics associated with each need, and give examples of positions in a company that would benefit from a high level of each.

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Question 6

Mary is a financial advisor for an investment firm. Her formal business attire reflects and reinforces the firm's conservative culture. Furthermore, Mary engages clients, coworkers, and superior managers in a professional and respectful manner. Mary is participating in
A)organizational socialization.
B)organizational language.
C)rites of enhancement.
D)rites of passage.
E)rites of integration.

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Question 7

Define job satisfaction and discuss its effect on managers in general. Why do you think upper level managers tend to be more satisfied with their jobs than entry-level employees?

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Question 8

Describe the Myers-Briggs Type Indicator. How does it differ from the DiSC? Do you think companies should use inventories like these as part of their hiring process? Why or why not?

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Question 9

Differentiate between the three different types of rites that help define organizational culture. Give an example of how a company might use these rites to motivate employees.

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Question 10

How do managers use emotions to determine what is going on in the workplace? Provide an example of one of your experiences when emotions signaled a change in the workplace.

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Question 11

Discuss the efficiency and effectiveness of a manager with an internal locus of control.

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Question 12

Organizations can have a strong organizational culture when
A)managers have emotional intelligence.
B)the organization and its employees have instrumental values.
C)the organization and its employees have terminal values.
D)managers perform organizational citizenship behaviors (OCBs).
E)the organizational commitment is strong.

Accepted Answer

A strong organizational culture is often characterized by strong organizational commitment, where employees feel a deep connection and loyalty to the organization, aligning with its values and goals.

Question 13

Summarize the roles that terminal and instrumental values play in organizational culture. What are some ways that norms impact the way employees interact with each other and management?

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Question 14

Compare and contrast the "Big Five" personality traits, and give one example of each. Assume you are a manager at a fast food restaurant. How would you describe yourself using these traits, and would they help or hurt your performance as manager?

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Question 15

What does it mean to have a strong organizational culture, and why is it important to the organization? If you started a company, what would be important to you in establishing a positive culture?

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Question 16

Define the concept of "emotional intelligence." Illustrate how managers benefit from having a high level of emotional intelligence. Do you believe you have a high level of emotional intelligence, and on what are you basing your assessment?

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Question 17

Distinguish between values, attitudes, and moods of a manager in an organization. What implications do these have for how managers contribute to organizational effectiveness?

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Question 18

Sebastian had some ideas and developed a new process for the production line, but when he implemented the changes, the results were not what he expected, frustrating him. Instead of improving production speed, the new process slowed down the production and caused some deficiency in the quality of the product. Sebastian works in an innovative culture; therefore, his manager told him
A)to keep working on the project and fix the problem.
B)his hours on the project would be docked because the process didn't work.
C)there was a chance he would be demoted and to not fix things that are working just fine.
D)to keep track of the hours he spent on it; he would be paid, but his project would be killed.
E)to make notes about what went wrong, stop the project, and share the notes with management.

Accepted Answer

Sebastian works in an innovative culture, so his manager would encourage him to keep working on the project and fix the problem.

Question 19

You have just founded a company that provides editorial services to textbook publishers. How would you insure that your personal values and norms were spread throughout the organization over time? Give an example of how a founder's personal values affect an organization's competitive advantage.

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Question 20

Clarify the meaning of organizational commitment and its relationship with organizational culture. What are the factors that affect organizational commitment? Does it vary in different countries? Why or why not?

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Quiz 3: Values Attitudes, Emotions, and Culture: the Manager As a Person