OBE-chapter 15 – Flashcards
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1) ________ is a shared system of meaning held by the organization's members that distinguishes the organization from other organizations. A) Institutionalization B) Organizational culture C) Socialization D) Formalization E) Corporate image
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B
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2) Which of the following is not a primary characteristic that captures the essence of organizational culture? A) attention to detail B) innovation C) formality orientation D) team orientation E) outcome orientation
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C
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3) ________ is the characteristic of organizational culture that addresses the degree to which management decisions take into consideration the effect of outcomes on people within the organization. A) Humanistic B) Community C) Team D) People orientation E) Relationship
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D
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4) The key characteristic of organizational culture that addresses the degree to which people are competitive rather than easygoing is termed ________. A) assertiveness B) competitiveness C) aversiveness D) risk taking E) aggressiveness
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E
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5) The key characteristic of organizational culture that addresses the degree to which employees are expected to exhibit precision is termed ________. A) accuracy orientation B) accountability C) attention to detail D) stability E) reactivity
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C
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6) The key characteristic of organizational culture that assesses the degree to which organizational activities emphasize maintaining the status quo in contrast to growth is termed ________. A) permanence B) aggressiveness orientation C) stability D) competitiveness E) reflexivity
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C
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7) Organizational culture is A) not concerned with how employees perceive their culture. B) a descriptive term. C) concerned with whether employees like certain characteristics of their culture. D) evaluative. E) synonymous with job satisfaction.
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B
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8) In contrasting organizational culture with job satisfaction, organizational culture is a(n) ________ term, while job satisfaction is a(n) ________ term. A) predictive; reactive B) implied; stated C) reflective; affective D) descriptive; evaluative E) inductive; deductive
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D
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9) The macro view of culture that gives an organization its distinct personality is its ________ culture. A) dominant B) sub- C) strong D) national E) marginal
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A
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10) Cultures within an organization that are defined by departmental designations are often called ________. A) micro-cultures B) subcultures C) divisional cultures D) microcosms E) counter cultures
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B
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11) Which characteristic is not reflective of subcultures? A) includes core values of the organization B) typically defined by department designations C) rejects the core values of the dominant culture D) usually defined by geographical separation E) includes values unique to members of a department or group
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C
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12) Masterson College is a small liberal arts women's college in North Carolina. The founders of the college were Baptist and were committed to the idea that a liberal arts education was the best preparation for lifelong learning. The college has continued to support this orientation towards liberal arts education and has actually moved to strengthen that commitment recently. Within the last two decades, the business department has become one of the larger departments on campus. The faculty of the business department is also committed to finding employment for their graduates and believe that two things are critical for this to happen: 1) their students must have a solid understanding of the fundamental of their discipline; and 2) internships are an important method of establishing the connections and opportunities for employment. The belief in a liberal arts education is part of the ________ of the college. A) subculture of the business department B) management culture C) dominant culture D) mission statement E) logic
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C
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13) Masterson College is a small liberal arts women's college in North Carolina. The founders of the college were Baptist and were committed to the idea that a liberal arts education was the best preparation for lifelong learning. The college has continued to support this orientation towards liberal arts education and has actually moved to strengthen that commitment recently. Within the last two decades, the business department has become one of the larger departments on campus. The faculty of the business department is also committed to finding employment for their graduates and believe that two things are critical for this to happen: 1) their students must have a solid understanding of the fundamental of their discipline; and 2) internships are an important method of establishing the connections and opportunities for employment. The commitment to finding employment for graduates is part of the ________. A) subculture of the business department B) management culture C) dominant culture D) mission statement E) logic
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A
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14) Masterson College is a small liberal arts women's college in North Carolina. The founders of the college were Baptist and were committed to the idea that a liberal arts education was the best preparation for lifelong learning. The college has continued to support this orientation towards liberal arts education and has actually moved to strengthen that commitment recently. Within the last two decades, the business department has become one of the larger departments on campus. The faculty of the business department is also committed to finding employment for their graduates and believe that two things are critical for this to happen: 1) their students must have a solid understanding of the fundamental of their discipline; and 2) internships are an important method of establishing the connections and opportunities for employment. The business department holds some unique values in addition to the ________ of the dominant culture. A) core values B) sub-values C) formal values D) holistic values E) spiritual orientation
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A
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15) Masterson College is a small liberal arts women's college in North Carolina. The founders of the college were Baptist and were committed to the idea that a liberal arts education was the best preparation for lifelong learning. The college has continued to support this orientation towards liberal arts education and has actually moved to strengthen that commitment recently. Within the last two decades, the business department has become one of the larger departments on campus. The faculty of the business department is also committed to finding employment for their graduates and believe that two things are critical for this to happen: 1) their students must have a solid understanding of the fundamental of their discipline; and 2) internships are an important method of establishing the connections and opportunities for employment. Which of the following represents a core value of the college? A) affordable education B) scientific knowledge C) technological innovation D) remedial reinforcement E) lifelong learning
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E
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16) A dominant culture is ________. A) the sum of an organization's subcultures B) defined by the leader of an organization C) synonymous with an organization's culture D) usually a strong culture E) likely to be a weak culture
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C
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17) The primary or dominant values that are accepted throughout the organization are known as ________. A) foundational values B) core values C) shared values D) institutional traits E) manifestos
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B
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18) Which of the following is characteristic of a strong culture? A) little influence over members' behavior B) low behavioral controls C) narrowly shared values D) intensely held values E) weakly held values
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D
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19) ________ are indicators of a strong organizational culture. A) High levels of dissention B) Weak managers C) Completely horizontal organizational charts D) Narrowly defined roles E) Widely shared values
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E
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20) A strong culture can create a climate of ________. A) creativity B) high behavioral control C) low commitment D) disloyalty E) uncertainty
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B
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21) The retailer known for their strong service culture is ________. A) Macy's B) Nordstrom's C) Kmart D) Target E) Gap
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B
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22) Which of the following is most likely to result from a strong organizational culture? A) low employee turnover B) low employee satisfaction C) high employee turnover D) high absenteeism E) low organizational commitment
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A
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23) The unanimity of a strong culture contributes to all of the following except ________. A) cohesiveness B) loyalty C) higher product quality D) organizational commitment E) lower employees' propensity to leave the organization
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C
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24) A strong organizational culture may reduce A) internalizing behaviors. B) formalization. C) norms. D) the regulation of employee behavior. E) consistency.
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B
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25) Since a strong organizational culture increases behavioral consistency, you would expect A) narrower spans of control. B) less formalization. C) longer chains of command. D) less open communication. E) less predictability.
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B
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26) Which of the following is NOT a function of culture? A) It conveys a sense of organizational identity. B) It shapes employee attitude and behavior. C) It reduces the stability of the social system. D) It has a boundary-defining role. E) It facilitates the generation of commitment to something larger than one's individual self-interests.
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C
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27) The culture of Disney has been very effective in performing which of the following functions? A) displaying the dominance of their industry B) ensuring employees will act in a relatively uniform way C) improving company profits D) facilitating commitment to the theme park industry E) blurring department boundaries
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B
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28) As organizations have widened spans of control, flattened structures, introduced teams, reduced formalization, and empowered employees, the ________ provided by a strong culture ensures that everyone is pointed in the same direction. A) rules and regulations B) shared meaning C) rituals D) socialization E) rigid hierarchy
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B
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29) Gary has been reading an OB book on culture to improve his managerial skills. As a result, he realizes A) when selecting a candidate, he should take into account the individual-organization fit. B) organizational culture does not play a role in selection. C) promotion decisions are not influenced by organizational culture. D) organizational fit determines if employees like the management of the organization. E) organizational fit is seldom important when rules guide the behavior of employees.
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A
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30) Culture is important from an employee's standpoint because A) it reduces ambiguity. B) it tells employees how things are done. C) it tells employees what is important. D) it increases the consistency of employee behavior. E) all of the above
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E
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31) The Young Woman's Club of Williams has been operating for seventy-five years as an organization that supports women who stay at home. For years it has been one of the most prestigious organizations in town with a strong membership. This group has always held classes in cooking, sewing, and child rearing. It has always been made up of upper middle class women from the small town of Williams. As the area has grown, many people have moved into Williams and now commute to Capital City, just 15 miles away. Most of the newcomers are dual-income couples, with both spouses holding full-time jobs. It is probable that the strong culture of the Young Woman's Club of Williams will ________. A) prevent the organization from changing as the population of the community changes B) enable the organization to meet the needs of diverse women in the community C) be embraced by all of the newcomers to the community D) be strengthened by the presence of the newcomers in the community E) enable the organization to become more effective.
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A
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32) The Young Woman's Club of Williams has been operating for 75 years as an organization that supports women who stay at home. For years it has been one of the most prestigious organizations in town with a strong membership. This group has always held classes in cooking, sewing, and child rearing. It has always been made up of upper middle class women from the small town of Williams. As the area has grown, many people have moved into Williams and now commute to Capital City, just 15 miles away. Most of the newcomers are dual-income couples, with both spouses holding full-time jobs. The culture of the Young Woman's Club can be defined as A) a liability. B) a weak culture. C) an ambiguous culture. D) a diverse culture. E) a tolerant culture.
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A
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33) The Young Woman's Club of Williams has been operating for 75 years as an organization that supports women who stay at home. For years it has been one of the most prestigious organizations in town with a strong membership. This group has always held classes in cooking, sewing, and child rearing. It has always been made up of upper middle class women from the small town of Williams. As the area has grown, many people have moved into Williams and now commute to Capital City, just 15 miles away. Most of the newcomers are dual-income couples, with both spouses holding full-time jobs. The culture of the Young Woman's Club will be a liability if ________. A) newcomers embrace it B) it does not further the organization's effectiveness C) it reduces ambiguity D) it enhances social system stability E) it improves the performance of the organization.
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B
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34) The Young Woman's Club of Williams has been operating for 75 years as an organization that supports women who stay at home. For years it has been one of the most prestigious organizations in town with a strong membership. This group has always held classes in cooking, sewing, and child rearing. It has always been made up of upper middle class women from the small town of Williams. As the area has grown, many people have moved into Williams and now commute to Capital City, just 15 miles away. Most of the newcomers are dual-income couples, with both spouses holding full-time jobs. The Young Woman's Club is most likely to ________. A) experience internal division regarding the future of the organization B) broaden its membership to include women of different classes C) shift its core values in response to the perceived needs of newcomers D) expand its membership significantly, given the town's population increase E) remain similar in size, despite the town's population increase
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E
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35) Culture may be a liability when it is a barrier to ________. A) change B) diversity C) mergers and acquisitions D) acquisitions E) all of the above
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E
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36) The Young Woman's Club of Williams has been operating for seventy-five years as an organization that supports women who stay at home. For years it has been one of the most prestigious organizations in town with a strong membership. This group has always held classes in cooking, sewing, and child rearing. It has always been made up of upper middle class women from the small town of Williams. As the area has grown, many people have moved into Williams and now commute to Capital City, just 15 miles away. Most of the newcomers are dual-income couples, with both spouses holding full-time jobs. Women who are newcomers to the town of Williams are most likely to ________. A) find membership in the Young Women's Club helpful for increasing their social support B) help to enhance the prestige of the Young Women's Club by increasing the average income of the group's members C) find that the Young Woman's Club values the unique strengths of those from different backgrounds D) help improve the profitability of the Young Woman's Club by recommending increases in its membership dues E) find that the Young Woman's Club has a low tolerance for diversity
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E
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37) Culture is most likely to be a liability when ________. A) it increases the consistency of behavior B) the organization's environment is dynamic C) the organization's management is ineffectual D) it reduces ambiguity E) countercultures are integrated into the dominant cultures
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B
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38) Consistency of behavior is an asset to an organization when it faces ________. A) a dynamic environment B) an unknown environment C) social upheaval D) massive changes E) a stable environment
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E
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39) A dilemma is created for strong cultures when A) too many employees are retained. B) diverse individuals are hired. C) turnover remains low. D) core values are embraced. E) new employees are quickly accepted.
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B
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40) One of the major reasons cited for the problems of AOL Time Warner's merger is A) financial incompatibility. B) product line incompatibility. C) culture clash. D) goal incompatibility. E) the size of the organizations.
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C
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41) In recent years, ________ has become the primary concern in acquisitions and mergers. A) cultural compatibility B) cultural synergy C) financial advantages D) product synergy E) value dominance
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A
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42) The ultimate source of an organization's culture is ________. A) top management B) the environment C) the country in which the organization operates D) the organization's founders E) the belief systems of it employees
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D
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43) Culture creation occurs in which of the following ways? A) Founders hire employees who think and feel the way they do. B) Founders indoctrinate and socialize employees to their way of thinking and feeling. C) Founders keep employees who think and feel they way they do. D) Founders' behavior acts as a role model for others to identify with. E) all of the above
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E
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44) All of the following are factors that serve to sustain an organization's culture EXCEPT ________. A) selection B) orientation C) performance evaluation criteria D) top management practices E) Wall Street views
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E
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45) The selection process helps sustain the organization's culture by ________. A) establishing and enforcing norms B) ensuring that candidates fit well within the organization C) socializing the applicant D) identifying individuals who have the skills to perform certain jobs E) rewarding conformity
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B
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46) The selection process helps candidates learn about an organization. If employees perceive a conflict between their values and those of the organization, this gives them a chance to ________. A) work to change the organization B) express their concerns C) inform the organization of appropriate changes D) self-select out of the applicant pool E) rectify their cognitive dissonance
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D
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47) The selection process at W.L. Gore & Associates is designed to allow candidates who don't fit with the organizational culture to A) obtain training to better fit. B) select out. C) learn more about the culture. D) change the organization's values. E) change their own values to match.
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B
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48) Top management has a major impact on the organization's culture through ________. A) establishing norms that filter down through the organization B) ensuring a proper match of personal and organizational values C) socializing new applicants in the pre-hiring phase D) providing a framework for metamorphosis of new hires E) properly rewarding management's initiatives
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A
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49) The process through which employees are adapted to an organization's culture is called ________. A) training and development B) mentoring C) socialization D) institutionalization E) intimidation
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C
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50) The Marines' boot camp is an example of A) onboarding. B) entry. C) socialization. D) culture shock. E) molding.
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C
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51) Which of the following is the first stage of the socialization process? A) prearrival B) encounter C) metamorphosis D) ritual E) commitment
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A
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52) The correct order for the stages of the socialization process is ________. A) prearrival, metamorphosis, encounter B) prearrival, encounter, ritual C) prearrival, ritual, encounter D) prearrival, encounter, metamorphosis E) prearrival, ritual, arrival
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D
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53) The socialization stage that encompasses the learning that occurs before a new member joins an organization is known as ________ socialization. A) prearrival B) encounter C) metamorphosis D) ritual E) systemic
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A
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54) During which stage of the socialization process do individuals come with a set of values, attitudes and expectations? A) prearrival B) encounter C) metamorphosis D) ritual E) analysis
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A
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55) The learning that you experience during the interviewing and hiring process occurs as part of the ________ stage of employee socialization. A) selection B) prearrival C) encounter D) metamorphosis E) training
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B
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56) Your first day at work is part of the ________ stage of socialization. A) orientation B) prearrival C) encounter D) metamorphosis E) interview
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C
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57) In which stage of the socialization process do you usually begin to notice things that are not as you expected? A) orientation B) prearrival C) encounter D) metamorphosis E) arrival
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C
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58) Which of the following steps could your supervisor take to best help you develop a commitment to your new company? A) encourage you to work independently at first to learn the ropes B) discourage you from putting too much weight on your initial expectations C) discourage you from putting too much emphasis on your perception of the organization D) encourage you to look carefully at your own assumptions, which may be biased E) encourage you to develop friendship ties within the organization
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E
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59) The employee compares her expectations to organizational reality in which stage of socialization? A) prearrival B) encounter C) metamorphosis D) ritual E) analysis
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B
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60) The time when a new employee sees what the organization is really like and realizes that expectations and reality may diverge is called the ________ stage. A) encounter B) exploration C) establishment D) metamorphosis E) mirroring
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A
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61) If there is a basic conflict between the individual's expectations and the reality of working in an organization, the employee is most likely to be disillusioned and quit during which stage of socialization? A) prearrival B) ritual C) encounter D) metamorphosis E) reflection
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C
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62) When you start to work through the problems that you discover about the organization, you move into the ________ stage of socialization. A) prearrival B) encounter C) acceptance D) metamorphosis E) refreezing
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D
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63) Employee attitudes and behavior change during the ________ stage of socialization. A) establishment B) transformation C) encounter D) metamorphosis E) prearrival
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D
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64) New employees are usually comfortable with their organizations by the end of the ________ stage of socialization. A) encounter B) exploration C) establishment D) metamorphosis E) adaptation
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D
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65) Specific orientation and training programs that segregate new employees from the ongoing work setting are examples of which type of entry socialization? A) individual socialization. B) collective socialization. C) formal socialization. D) serial socialization. E) investiture socialization.
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C
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66) A law firm has established standardized stages of transition. A defined probationary period of five years is established before a candidate should be given partner status. This is an example fo the ________ entry socialization. A) collective B) fixed C) individual D) serial E) investiture
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B
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67) Which of the following is not a means of transmitting culture within an organization? A) stories B) reflections C) rituals D) language E) material symbols
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B
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68) Reminding employees about the founders at each quarterly meeting is an example of which technique for transmitting culture? A) stories B) material symbols C) language D) rituals E) tools
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A
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69) ________ typically contain(s) a narrative of events about the organization's founders, rule breaking, or reactions to past mistakes. A) Stories B) Material symbols C) Rituals D) Language E) Reflections
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A
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70) Nunya is a computer software company that employs highly intelligent, but somewhat unusual people. The regular distribution of lollipops, toys, or treats every Friday is an example of a ________ that helps reinforce Nunya's culture. A) story B) ritual C) material symbol D) symbolism E) tool
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B
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71) Nunya is a computer software company that employs highly intelligent, but somewhat unusual people. The dress code worn by Nunya employees is an example of a ________ through which organization culture is transmitted. A) story B) ritual C) material symbol D) symbolic act E) tool
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C
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72) The Wal-Mart company chant is an example of a(n) A) story. B) material symbol. C) ritual. D) language. E) reflection.
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C
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73) Socialization rituals perform all of the following functions except that of ________. A) reinforcing the key values of the organization B) emphasizing the organization's goals C) revealing the company's bottom line in terms of net profit D) reinforcing the company's perspective on which people are important E) revealing the company's view of which people are expendable
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C
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74) All of the following are examples of rituals EXCEPT ________. A) anniversary parties honoring long-time employees B) annual award meetings C) fraternity initiations D) the placement of offices within corporate headquarters E) singing company songs
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D
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75) All of the following are examples of material symbols that transmit organizational culture EXCEPT ________. A) top executives' use of the company jet B) the layout of corporate headquarters C) new employee orientations D) luxury cars for executives E) private parking spots
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D
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76) The acronyms and jargon that employees use in an organization are part of A) stories. B) material symbols. C) rituals. D) language. E) reflections.
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D
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77) An organizational culture most likely to shape high ethical standards is one that ________. A) is high in risk tolerance B) is high in aggressiveness C) focuses on outcomes D) punishes innovation E) creates a highly competitive internal environment
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A
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78) A highly publicized example of a company with a strong culture that supports high ethical standards that influenced employee behavior in a crisis is A) Enron. B) Disney. C) Johnson & Johnson. D) Boeing. E) American Airlines.
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D
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79) To create a more ethical culture, management should do all of the following EXCEPT A) serve as a visible role model. B) cover up unethical acts. C) provide ethical training. D) communicate ethical expectations. E) provide protective mechanisms.
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B
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80) A culture that emphasizes building on employee strengths and emphasizes individual vitality and growth is known as a/an A) strong culture. B) positive organizational culture. C) strengths-driven culture. D) ethical culture. E) reward culture.
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B
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81) The positive organizational culture focuses more on ________ than ________. A) profits; building individual strengths B) building individual strengths; rewards C) rewarding; punishing D) punishing; building individual strengths E) employee's health; profits
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C
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82) Which of the following statements best reflects the current state of positive organizational culture? A) While there are benefits to a positive organizational culture, caution must be exercised that it is not pursued beyond the point of effectiveness. B) There is no such thing as too much of a positive organizational culture. C) Positive organizational cultures are an idealistic vision, but unable to be achieved in reality. D) There is no uncertainty in the research about how positive organizational cultures work and benefit organizations. E) All cultures across the globe value being positive as much as the US.
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A
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83) The best advice to offer US managers when opening up operations in another country is to A) let the US culture dominate. B) be culturally sensitive. C) ignore local cultures. D) merge the local culture with the dominant US culture. E) let the local culture dominate.
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B
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84) US managers can learn to be more culturally sensitive. Recommendations for achieving this include A) talking in a low tone of voice. B) speaking slowly. C) listening more. D) avoiding discussions of religion and politics. E) all of the above.
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E
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85) All of the following factors increase the probability that cultural change can be successfully implemented EXCEPT A) the existence of a dramatic crisis. B) a positive organizational culture. C) a turnover in the organization's top leadership. D) an organization that is both young and small. E) a weak dominant culture.
answer
B
