Question 1

HP founders David Packard and William Hewlett created a close-knit organizational culture that gave a lot of responsibility to employees and fostered innovation within the company,which were clearly stated values of the firm's founders.This is an example of _____.
A)espoused values
B)focused values
C)enacted values
D)analytics
E)a diverse perspective

Accepted Answer

Espoused values are the explicitly stated values and norms preferred by an organization,as may be put forth by the firm's founder or top managers.Example: HP founders David Packard and William Hewlett created a close-knit organizational culture that gave a lot of responsibility to employees and fostered innovation within the company.

Question 2

A hierarchy culture has a(n)____.
A)internal focus and values stability and control
B)strong external focus and values stability and control
C)external focus and values flexibility
D)internal focus and values innovation and creativity
E)continual focus on efficiency,cost cutting,and outsourcing

Accepted Answer

A hierarchy culture has an internal focus and values stability and control over flexibility.

Question 3

Sometimes culture can be strong enough to take the place of an organization's ____.
A)performance standards
B)code of ethics
C)business plan
D)mission statement
E)formal rules and regulations

Accepted Answer

Sometimes culture can be strong enough to take the place of bureaucracy;that is,the expectations of the culture replace formal rules and regulations.

Question 4

Organizations that are formed to offer services to clients and not make a profit are ____,and those organizations that are formed to make money,or profits,by offering products or services are _____.
A)for-profit organizations;nonprofit organizations
B)unions;associations
C)nonprofit organizations;associations
D)co-ops;for-profit organizations
E)nonprofit organizations;for-profit organizations

Accepted Answer

A nonprofit organization is formed to offer services to some clients,not to make a profit (examples: Goodwill Industries,the Red Cross).For-profit organizations are formed to make money,or profits,by offering products or services.

Question 5

The AFL-CIO,an union,and the National Federation of Independent Business,are both voluntary groups with the purpose of advancing member interests.They are examples of _____.
A)mutual-benefit organizations
B)nonprofit organizations
C)volunteer co-ops
D)for-profit organizations
E)trade alliances

Accepted Answer

Mutual-benefit organizations are voluntary collectives whose purpose is to advance members' interests (examples: unions,trade associations).

Question 6

Della,the new CEO of Sky Advertising,has been with the firm for over 25 years.She was picked by the board to turn the 85-year-old agency around and to do so,Della wants to bring back some old ideas that previously worked at Sky.She plans on having managers and veteran employees instruct each other about the organization's chosen values,beliefs,and expectations through holding some of the old rites and rituals,retelling stories about company legends,bringing back training and coaching,and once again having quarterly reward ceremonies.The things Della wants to do are an example of ____.
A)a value stabilizing plan
B)decentralizing authority
C)embedding culture
D)MBO
E)TQM

Accepted Answer

Changing organizational culture is a teaching process in which organizational members teach each other about the organization's preferred values,beliefs,expectations,and behaviors.The process is accomplished by using one or more of the following 12 mechanisms: formal statements;slogans and sayings;rites and rituals;stories,legends,and myths;leader reactions to crises;role modeling,training,and coaching;physical design;rewards,titles,promotions,and bonuses;organizational goals and performance measurable and controllable activities;organizational structure;and organizational systems and procedures.

Question 7

Which of the following is an accurate conclusion from the "Organizational Culture and Organizational Effectiveness: A Meta-Analytic Investigation of the Competing Values Framework's Theoretical Suppositions" study involving the culture of 1,000 companies?
A)An organization's culture does not matter.
B)Employees prefer market cultures.
C)Managers can use elements of these cultures to boost innovation and quality.
D)Changing the organizational culture generally boosts financial performance.
E)Adhocracy cultures produce better results.

Accepted Answer

25 years of research on the relationship between organizational culture and various measures of organizational effectiveness demonstrated that the eight types of organizational outcomes had significant and positive relationships with clan,adhocracy,and market cultures,especially with the outcomes of job satisfaction and organizational commitment.One general conclusion was that managers can build into their organizations characteristics of some or all of these three cultures-clan,adhocracy,and market-to increase innovation and improve the quality of their products.

Question 8

Dr.Jones is retiring from the hospital and he wants to start an organization,Doctor Help,that will provide low-income individuals in the United States with medical assistance at no cost.Doctor Help is an example of a(n)____.
A)for-profit organization
B)union
C)association
D)nonprofit organization
E)co-op

Accepted Answer

A nonprofit organization is formed to offer services to some clients,as the Humane Society does,not to make a profit.

Question 9

Voluntary collectives with the purpose of advancing their members' interests are known as ___.
A)mutual associations
B)nonprofit organizations
C)volunteer co-ops
D)for-profit organizations
E)mutual-benefit organizations

Accepted Answer

Mutual-benefit organizations are voluntary collectives whose purpose is to advance members' interests (examples: unions,trade associations).

Question 10

Manner of dress,awards,myths and stories told about the company,and rituals and ceremonies are ____.
A)observable artifacts of organizational culture
B)espoused values of organizational culture
C)enacted values of organizational culture
D)basic assumptions about organizational culture
E)invisible artifacts of that industry's culture and values

Accepted Answer

At the most visible level,organizational culture is expressed in observable artifacts,which are physical manifestations such as manner of dress,awards,myths and stories about the company,rituals and ceremonies,and decorations,as well as visible behavior exhibited by managers and employees.

Question 11

Espoused values are _____.
A)a narrative based on true events,which emphasize a particular value
B)physical manifestations of organizational culture
C)the values and norms actually exhibited in the community
D)explicitly stated values and norms preferred by an organization
E)profit and cost expectations stated in the business plan

Accepted Answer

Espoused values are the explicitly stated values and norms preferred by an organization,as may be put forth by the firm's founder or top managers.

Question 12

Elly and Sylvia,owners of Organic Foods,do not have a formal policy about dress code and work procedures because they see their company as a family place that is enjoyable to work for.Elly and Sylvia believe that if you treat employees like family,the company will do well and grow.These beliefs by the owners of Organic Foods represent the core values of their organization's culture,and are known as ____.
A)a code of ethics
B)basic assumptions
C)family codes
D)rites and rituals
E)observable artifacts

Accepted Answer

Basic assumptions,which are not observable,represent the core values of an organization's culture.They are those that are taken for granted and,as a result,are difficult to change.

Question 13

According to Chester I.Barnard's classic definition,an organization is a ____.
A)formal system of task and reporting relationships that coordinate and motivate employees
B)means to increase collaboration and cooperation among groups of people
C)set of shared,taken-for-granted implicit assumptions that a group holds
D)system of consciously coordinated activities or forces of two or more people
E)type of analytical tool used for planning

Accepted Answer

According to Chester I.Barnard's classic definition,an organization is a system of consciously coordinated activities or forces of two or more people.By this definition,a crew of two coordinating their activities to operate a commercial tuna fishing boat is just as much an organization as the entire StarKist Tuna Co.

Question 14

Employees and customers are treated like a family at Bayou Seafood Café.Paul and Betsey,the owners,work to encourage unity to increase their employees' job satisfaction and commitment.At their café,Paul and Betsey have built a(n)____.
A)market culture
B)goal-driven agenda
C)bureaucracy culture
D)clan culture
E)adhocracy culture

Accepted Answer

A clan culture has an internal focus and values flexibility rather than stability and control.Like a family-type organization,it encourages collaboration among employees,striving to encourage cohesion through consensus and job satisfaction and to increase commitment through employee involvement.

Question 15

Rites and rituals are ____.
A)company values included in the code of ethics
B)the activities and ceremonies that celebrate important occasions and accomplishments for an organization
C)objects,acts,or the quality that conveys meaning to others
D)a narrative based on true events that emphasize a particular value
E)company expectations for employees,such as working hard,ethically,and honestly

Accepted Answer

Rites and rituals are the activities and ceremonies,planned and unplanned,that celebrate important occasions and accomplishments in the organization's life.

Question 16

Symbols,stories,heroes,and rites and rituals are ways in which ____ is(are)most often transmitted to employees.
A)plans
B)goals
C)objectives
D)culture
E)ethics

Accepted Answer

Culture is transmitted to employees in several ways,most often through such devices as symbols,stories,heroes,and rites and rituals.

Question 17

IKEA employees are expected to work hard,inspired by an anecdote from their Swedish founder,Invar Kamprad,in which he told how he was berated by his father for failing repeatedly to get out of bed to milk the cows on his family's farm.Then one day he got an alarm clock."'Now by jiminy,I'm going to start a new life,' he determined,setting the alarm for twenty to six and removing the 'off button.'" Invar Kamprad is an example of a ____.
A)trend
B)fable
C)hero
D)urban legend
E)key employee

Accepted Answer

A hero is a person whose accomplishments embody the values of the organization.The accomplishments of heroes,past and present,are put forth to motivate other employees to do the right thing.

Question 18

Phillip,owner of Technology Sales,said,"We have to focus on our customers and how can we beat the competition,so we have to be flexible." He encourages his R&D department to develop innovative products and focuses on being quick to respond to market changes.Technology Sales has a(n)_____.
A)market culture
B)goal-driven agenda
C)adhocracy culture
D)clan culture
E)focused approach

Accepted Answer

An adhocracy culture has an external focus and values flexibility.This type of culture attempts to create innovative products by being adaptable,creative,and quick to respond to changes in the marketplace.Adhocracy cultures are well suited for companies in industries undergoing constant change.

Question 19

Bob,the owner of Quality Catering,is driven by competition.He is very focused on meeting deadlines and quality,and to deliver the results that customers want.He pushes his managers to continually exceed their productivity goals,and stresses that profits take precedence over employee development and satisfaction.Bob feels "there is not enough time for training." However,his employees are regularly rewarded for their success in meeting company goals.This is an example of a(n)____ culture.
A)clan
B)target-driven
C)adhocracy
D)market
E)hierarchy

Accepted Answer

A market culture has a strong external focus and values stability and control.Kia Motors,which fires executives who don't meet their sales goals,is an example of a company with a very aggressive and competitive market culture.

Question 20

Making formal statements,holding rites and rituals,utilizing employee training and coaching,demonstrating how a leader reacts to a crises,being a role model,and giving rewards,promotions,and bonuses are some of the teaching methods that organizations can utilize to ____.
A)write a strategic plan
B)perform competitive analysis
C)effect corporate change
D)conduct formal market research
E)follow legal requirements

Accepted Answer

Changing organizational culture is a teaching process in which organizational members teach each other about the organization's preferred values,beliefs,expectations,and behaviors.The process is accomplished by using one or more of the following 12 mechanisms: formal statements;slogans and sayings;rites and rituals;stories,legends,and myths;leader reactions to crises;role modeling,training,and coaching;physical design;rewards,titles,promotions,and bonuses;organizational goals and performance measurable and controllable activities;organizational structure;and organizational systems and procedures.

Quiz 8: Organizational Culture,Structure,and Design: Building Blocks of the Organization

HP founders David Packard and William Hewlett created a close-knit organizational culture that gave a lot of responsibility to employees and fostered innovation within the company,which were clearly stated values of the firm's founders.This is an example of _____.

A hierarchy culture has a(n) ____.

Sometimes culture can be strong enough to take the place of an organization's ____.

Organizations that are formed to offer services to clients and not make a profit are ,and those organizations that are formed to make money,or profits,by offering products or services are _.

The AFL-CIO,an union,and the National Federation of Independent Business,are both voluntary groups with the purpose of advancing member interests.They are examples of _____.

Which of the following is an accurate conclusion from the "Organizational Culture and Organizational Effectiveness: A Meta-Analytic Investigation of the Competing Values Framework's Theoretical Suppositions" study involving the culture of 1,000 companies?

Dr.Jones is retiring from the hospital and he wants to start an organization,Doctor Help,that will provide low-income individuals in the United States with medical assistance at no cost.Doctor Help is an example of a(n) ____.

Voluntary collectives with the purpose of advancing their members' interests are known as ___.

Manner of dress,awards,myths and stories told about the company,and rituals and ceremonies are ____.

Espoused values are _____.

According to Chester I.Barnard's classic definition,an organization is a ____.

Employees and customers are treated like a family at Bayou Seafood Café.Paul and Betsey,the owners,work to encourage unity to increase their employees' job satisfaction and commitment.At their café,Paul and Betsey have built a(n) ____.

Rites and rituals are ____.

Symbols,stories,heroes,and rites and rituals are ways in which ____ is(are) most often transmitted to employees.

Phillip,owner of Technology Sales,said,"We have to focus on our customers and how can we beat the competition,so we have to be flexible." He encourages his R&D department to develop innovative products and focuses on being quick to respond to market changes.Technology Sales has a(n) _____.

Making formal statements,holding rites and rituals,utilizing employee training and coaching,demonstrating how a leader reacts to a crises,being a role model,and giving rewards,promotions,and bonuses are some of the teaching methods that organizations can utilize to ____.