Question 1

Which of the following is a function of culture?

Accepted Answer

Culture plays a crucial role in helping organizations adapt to their external environment by shaping behaviors, strategies, and practices that align with external demands and opportunities.

Question 2

Which of the following is a characteristic of a high-performance culture?

Accepted Answer

A high-performance culture is characterized by a focus on achieving results and success. Insular thinking and a highly politicized environment can hinder collaboration and progress, while low expectations can lead to mediocre performance.

Question 3

________ is the aggregate of beliefs,norms,attitudes,values,assumptions,and ways of doing things that is shared by members of an organization and taught to new members.

Accepted Answer

Culture refers to the collective elements that shape the behavior and practices within an organization. This includes shared beliefs, attitudes, values, and assumptions that are passed on to new members, and it can influence how decisions are made, how employees interact, and how work is performed. Ethics may be a part of an organization's culture, but it is not the same thing as culture as a whole. Diversity and individualism may also be elements within an organization's culture, but they do not encompass the entirety of culture.

Question 4

Training and education are said to be the cornerstone of any successful diversity initiative.

Accepted Answer

CEO commitment is said to be the cornerstone.

Question 5

All of the following are substantive leadership actions for shaping culture EXCEPT:

Accepted Answer

Being visible and serving as a role model is more about embodying and demonstrating the desired culture rather than actively shaping or changing it through structural or policy changes.

Question 6

____ leadership actions are explicit and highly visible and are indicative of management's commitment to new strategic initiatives and the associated cultural changes.

Accepted Answer

Substantive leadership actions are explicit and highly visible, demonstrating management's commitment to new strategic initiatives and cultural changes.

Question 7

A weak culture is likely to exhibit which of the following?

Accepted Answer

A weak culture is often characterized by a lack of strong values, beliefs, or shared assumptions that guide behavior. This can lead to a highly politicized internal environment where individuals prioritize their own interests over the organization's goals, leading to a lack of coherence and unity in decision-making. A weak culture is also less likely to exhibit high performance or a strong fit between strategy and culture. A results-oriented culture is more typical of a strong culture.

Question 8

The strength of any culture depends on:

Accepted Answer

The strength of a culture is rooted in the extent to which its norms and values are widely shared and deeply held throughout the organization. This sense of shared belonging and identity encourages employees to work toward a common goal and promotes trust and cooperation within the organization. The leader's relationship with followers, the level of diversity, and the organization's willingness to change are also important elements, but they are not primary factors in determining the strength of a culture.

Question 9

An essential challenge of a new culture implantation is to smoothly and quickly incorporate new behaviors into one's cultural orientation,also known as:

Accepted Answer

Cultural retooling refers to the process of modifying one's cultural behavior to adapt to a new culture. It involves learning new values, beliefs, customs, and practices, and integrating them into one's existing cultural orientation. This process can be challenging, but it is essential for successfully implanting a new culture. Choice B, culture creation, is not accurate as a new culture is not being created, but rather implanted or introduced. Choices C and D (an adaptive culture and a cooperative culture) are not accurate as they do not specifically address the challenge of incorporating new behaviors into one's cultural orientation.

Question 10

Insular thinking is an attribute of a(n)____ culture.

Accepted Answer

Insular thinking, also known as groupthink, is a characteristic of cultures where individuals are not encouraged to think independently and are discouraged from challenging the status quo. This can result in limited creativity, lack of diversity in ideas, and ultimately lower performance. Therefore, the best choice for the culture that exhibits insular thinking is a low-performance culture.

Question 11

Abaco Corporation uses social events to reinforce examples of its values,sees employees as their top asset,have a strong link between performance and rewards and constructively encourages excellence.What type of culture do they have?

Accepted Answer

Abaco Corporation's focus on reinforcing values, valuing employees as their top asset, linking performance and rewards, and encouraging excellence constructively all suggest a culture that is strong and focused on success. A weak culture would be less focused on these factors and may not have clear values or strong links between performance and rewards. A hierarchical culture would emphasize clear hierarchies and authority structures, which is not necessarily reflected in Abaco Corporation's strategy. A national culture would be focused on culture at a national level, which is not evident in the information given.

Question 12

Which of the following statements regarding culture is true?

Accepted Answer

A strong, unique culture can differentiate an organization from its competitors and can be a source of competitive advantage. Option A is incorrect because every organization has a culture, whether it is explicitly defined or not. Option C is incorrect because culture is not only about inclusion, but also about shared values and beliefs. Option D is incorrect because it describes ethnocentrism, not culture.

Question 13

For organizations to embrace and value diversity,the concept itself must be embedded in the culture of the organization and led from the top.

Accepted Answer

Organizations can only embrace and value diversity if it is deeply ingrained in the culture of the organization, and this requires leadership from the top. It must be a core value that is reflected in the organization's policies, practices, and behaviors.

Question 14

Organizations with a pro-diversity culture makes every effort to remove diversity blockers or obstacles,such as company policies and practices that result in unintended consequences such as stereotypes and prejudices.

Accepted Answer

Organizations with a pro-diversity culture actively work to eliminate any obstacles or policies that may unintentionally create stereotypes or prejudices that hinder diversity and inclusivity in the workplace.

Question 15

All of the following are symbolic leadership actions for shaping culture EXCEPT:

Accepted Answer

Creating a strategy-culture fit is not a symbolic leadership action for shaping culture, but rather a strategic one. The other options listed (celebrating achievements, being visible, and leaders serving as role models) are all examples of symbolic leadership actions.

Question 16

In this global environment,understanding cultural differences and learning to deal effectively with partners from different cultures will be critical.This may partially explain why the number of foreign-born managers being appointed to lead U.S.companies is increasing.

Accepted Answer

The statement suggests that understanding cultural differences and dealing effectively with partners from different cultures will be critical in the global environment, which is true. It further explains that the increasing number of foreign-born managers being appointed to lead US companies may be due to this reason.

Question 17

Diversity can bring about negative outcomes if not effectively managed.

Accepted Answer

While diversity can bring a myriad of benefits, including different perspectives and skills, if it is not effectively managed, it can lead to conflicts, misunderstandings, and a lack of inclusion. It is important to have effective diversity management strategies in place to reap the benefits of diversity and minimize negative outcomes.

Question 18

Diversity training is most likely to be successful when it is an on-going activity.

Accepted Answer

Diversity training is most effective when it is an ongoing process that becomes a part of the organization's culture. One-time training sessions are less effective than continuous training and development programs that reinforce the importance of diversity and inclusion. Ongoing activities like workshops, mentoring programs, and diversity councils can help promote a more inclusive workplace culture and help employees learn how to interact with people from different backgrounds.

Question 19

The best companies look beyond diversity compliance,with its focus on simply managing the numbers,to diversity institutionalization with its focus on results.

Accepted Answer

The statement is true. The best companies focus on institutionalizing diversity and achieving results beyond just managing numbers for compliance purposes.

Question 20

Diversity,like culture,will evolve naturally in an organization if left unchecked.

Accepted Answer

Diversity may not evolve naturally in an organization if left unchecked because there might be inherent biases or lack of opportunities for certain groups. It is important for organizations to actively promote diversity and inclusion in order to create a more equitable and productive environment.

Quiz 10: Leadership of Culture, Ethics, and Diversity