Question 1

What managers and teams pay attention to includes dealing with events systematically to send strong signals to employees about what is important and expected of them.

Accepted Answer

Managers and teams often prioritize events or actions that are in line with their goals and values as a way of communicating their expectations to employees. By dealing with these events systematically and consistently, they send a strong message about what is important in the workplace.

Question 2

The reward system in an organization can be a particularly effective tool for maintaining or changing organizational culture.

Accepted Answer

The reward system can help reinforce and incentivize behaviors that align with desired cultural values, or it can encourage individuals to adopt new behaviors that are more in line with the desired culture. For example, if an organization values teamwork and collaboration, rewarding individuals or teams that demonstrate those behaviors can help reinforce those values and ultimately shape the overall culture of the organization. However, if the reward system is misaligned with the desired culture, it can have the opposite effect and undermine efforts to create a desired culture.

Question 3

The national culture,customs,and societal norms of a country do not shape the cultures of organizations operating within a country.

Accepted Answer

The national culture, customs, and societal norms of a country do have an impact on the cultures of organizations operating within that country. The values, beliefs, and practices of a society influence the behavior and work styles of individuals within an organization, as well as the overall organizational culture. For example, in countries with a collectivist culture, teamwork and collaboration are highly valued and may be reflected in the organizational culture of companies operating in that country. Similarly, in countries with a hierarchical culture, the organizational structure and leadership style of local companies may reflect this cultural norm.

Question 4

Group and team boundaries,power and status,and rewards and punishments would all be considered issues of internal integration.

Accepted Answer

These issues all relate to how members of a group or team interact and work together, which is a crucial aspect of internal integration.

Question 5

Some authorities suggest the most effective way to influence organizational culture may be through force.

Accepted Answer

Using force to influence organizational culture may lead to resistance and resentment among employees, which can ultimately harm the culture and the organization as a whole. Instead, a more effective approach may involve creating a shared vision, providing positive reinforcement, and encouraging communication and collaboration among employees.

Question 6

For the external adaptation and survival challenges facing organizations,goals,means,and measurement must be addressed.

Accepted Answer

To effectively navigate and overcome external challenges, organizations must set clear goals, identify the means to achieve those goals, and establish measurement systems to track progress and adjust strategies as needed. Without addressing these elements, organizations may struggle to adapt to changing environments and may be at risk of failure.

Question 7

Aspects of an organization's culture are not often communicated to employees through role models.

Accepted Answer

Role models, whether they are leaders or peers, can play a significant role in shaping an organization's culture. They demonstrate behaviors that are valued and often serve as a source of inspiration and guidance for others. Therefore, aspects of an organization's culture are often communicated to employees through role models.

Question 8

In the Across Cultures Competency: ""Ricardo Semler,CEO of Brazil's Semco Manufacturing," the CEO of Semco decreased the number of levels in the organization's hierarchy to three.

Accepted Answer

The article states that Ricardo Semler reduced the number of levels in Semco's hierarchy from 12 to 3.

Question 9

Specific methods of maintaining organizational culture go beyond hiring and firing to include six additional powerful reinforcers of the organization's culture: what managers pay attention to;reactions to critical incidents;role modeling;reward allocation;criteria for employment decisions;and organizational rites,ceremonies,and stories.

Accepted Answer

The statement accurately describes specific methods of maintaining organizational culture.

Question 10

External adaptation refers to how the organization will find a niche in and cope with its constantly changing external environment.

Accepted Answer

External adaptation is the process of identifying and responding to changes in the external environment to find a niche and remain competitive in the market. Therefore, the statement is true.

Question 11

Organizational culture is important for both employees and leaders.A match between the ideals of the organization and the personal ideals of a potential employee is ideal.

Accepted Answer

A strong organizational culture can lead to a more engaged and motivated workforce, as well as attracting and retaining the right talent who share in the organization's values and goals.

Question 12

In most organizations,the distribution of perks,like a private secretary and executive dining rooms,are equal and independent of which roles and behaviors are most valued by an organization.

Accepted Answer

Perks are typically distributed based on hierarchy and job roles, rather than based on the value of specific behaviors or contributions to the organization.

Question 13

In an organization,the manner in which a crisis is dealt with can either reinforce the existing culture or bring out new values and norms that change the culture in some way.

Accepted Answer

When a crisis occurs, the organization's response can either reinforce the existing cultural values and norms or bring about new ones. The way leaders handle the situation can have a significant impact on the organizational culture, either by reinforcing current behaviors and practices or by introducing new ones.

Question 14

In the Across Cultures Competency: "Ricardo Semler,CEO of Brazil's Semco Manufacturing," the CEO of Semco boosts employee moral by choosing to replace employee fear with freedom and involvment in the decision-making process..

Accepted Answer

The statement accurately describes the Across Cultures Competency regarding Ricardo Semler as the CEO of Semco Manufacturing. Semler's approach to leadership involves promoting employee involvement in decision-making and replacing fear with freedom, resulting in increased morale among employees.

Question 15

Organizational structures and cultures that are effective in one country will be equally as effective in any part of the world.

Accepted Answer

Organizational structures and cultures are shaped by various factors such as national culture, social norms, legal and regulatory frameworks, and economic conditions. These factors differ from one country to another, which means that what works well in one country may not be effective in another country. Therefore, organizations need to adapt their structures and cultures to fit the local context for optimal success.

Question 16

The rewards and punishments attached to various behaviors allow employees are not effective tools in communicating the priorities and values of both individual managers and the organization.

Accepted Answer

Rewards and punishments are effective tools in communicating the priorities and values of both individual managers and the organization, as they directly influence employee behavior by reinforcing desired actions and discouraging undesired ones.

Question 17

Culture of an organization is unaffected by the recruitment process.

Accepted Answer

The recruitment process plays a crucial role in shaping the culture of an organization. This is because the recruitment process involves not only selecting candidates with the required skills and knowledge but also individuals who align with the organization's values and behaviors. The recruitment process can, therefore, determine the level of diversity, inclusivity, and innovation within the organization, which can significantly influence its culture.

Question 18

An organizational design emerges when members share knowledge and assumptions as they discover or develop ways of coping with issues of external adaptation and internal integration.

Accepted Answer

The answer of An organizational design emerges when members share...

Question 19

As organizational culture develops in a new company over a period of years;its culture will reflect a complex mixture of the assumptions,values,and ideas of the founder or other early top managers and the subsequent experiences of managers and employees.

Accepted Answer

Organizational culture is developed over time and reflects a combination of the values and ideas of early top managers, as well as the experiences of subsequent managers and employees.

Question 20

The dominant values of a national culture may be reflected in the constraints imposed on organizations by their environments.

Accepted Answer

The dominant values of a national culture can shape the norms, beliefs, and behaviors of organizations within that culture. As a result, the constraints imposed on organizations by their environments may reflect the prevailing cultural values. For example, in a culture that emphasizes individualism, companies may be expected to provide employees with a high degree of autonomy and freedom, while in a culture that values collectivism, companies may be expected to focus more on teamwork and collaboration. Thus, the dominant values of a national culture can have a significant impact on the way organizations operate and interact with their environments.

Quiz 16: Cultivating Organizational Culture