Podcast
Questions and Answers
_____ is a pattern of basic assumptions that are considered valid and that are taught to new members as the way to perceive, think, and feel in an organization.
_____ is a pattern of basic assumptions that are considered valid and that are taught to new members as the way to perceive, think, and feel in an organization.
Corporate culture
According to Edgar Schein, the three levels of organizational culture are:
According to Edgar Schein, the three levels of organizational culture are:
artifacts, values, and assumptions
According to Edgar Schein, _____ are the most visible and accessible level of organizational culture.
According to Edgar Schein, _____ are the most visible and accessible level of organizational culture.
artifacts
Identify a true statement about artifacts of an organizational culture.
Identify a true statement about artifacts of an organizational culture.
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Artifacts are the _____.
Artifacts are the _____.
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A(n) _____ is an example of the artifacts of organizational culture.
A(n) _____ is an example of the artifacts of organizational culture.
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In the context of artifacts, when the behavior of an organization's members reflects the organization's values, it is called _____.
In the context of artifacts, when the behavior of an organization's members reflects the organization's values, it is called _____.
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Which of the following statements is true of organizational ceremonies and rites?
Which of the following statements is true of organizational ceremonies and rites?
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On the foundation day of an organization, the president of the organization awards exceptionally performing employees with a bouquet and a plaque at a banquet every year. This is an example of:
On the foundation day of an organization, the president of the organization awards exceptionally performing employees with a bouquet and a plaque at a banquet every year. This is an example of:
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In the context of organization ceremonies and rites, retirement dinners are examples of:
In the context of organization ceremonies and rites, retirement dinners are examples of:
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In the context of organization ceremonies and rites, company functions such as annual picnics can be considered:
In the context of organization ceremonies and rites, company functions such as annual picnics can be considered:
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In the context of organization ceremonies and rites, grievance hearings and the negotiation of union contracts are examples of:
In the context of organization ceremonies and rites, grievance hearings and the negotiation of union contracts are examples of:
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Stories give meaning and identity to organizations as they:
Stories give meaning and identity to organizations as they:
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In the context of artifacts, which of the following statements is true of organizational stories?
In the context of artifacts, which of the following statements is true of organizational stories?
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Which of the following statements is true of organizational stories about how a company deals with crisis situations?
Which of the following statements is true of organizational stories about how a company deals with crisis situations?
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Identify a true statement about organizational stories.
Identify a true statement about organizational stories.
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Which of the following is true of effective organizational stories?
Which of the following is true of effective organizational stories?
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Everyday, repetitive, organizational practices are _____.
Everyday, repetitive, organizational practices are _____.
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_____ reflect a person's inherent beliefs of what should or should not be.
_____ reflect a person's inherent beliefs of what should or should not be.
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_____ are the deeply held beliefs that guide behavior and tell members of an organization how to perceive situations and people.
_____ are the deeply held beliefs that guide behavior and tell members of an organization how to perceive situations and people.
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Identify a true statement about organizational culture.
Identify a true statement about organizational culture.
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When employees internalize the values of a company, they:
When employees internalize the values of a company, they:
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Leaders can use _____ to help employees understand the changing nature of their organizational identity.
Leaders can use _____ to help employees understand the changing nature of their organizational identity.
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A company's culture:
A company's culture:
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Identify a true statement about strong organizational cultures.
Identify a true statement about strong organizational cultures.
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Which of the following is true of strong organizational cultures?
Which of the following is true of strong organizational cultures?
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Organizations with strong cultures:
Organizations with strong cultures:
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Which of the following is a perplexing question about the strong-culture perspective about the relationship between organizational culture and performance?
Which of the following is a perplexing question about the strong-culture perspective about the relationship between organizational culture and performance?
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The fit perspective about the relationship between organizational culture and performance argues that:
The fit perspective about the relationship between organizational culture and performance argues that:
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In the context of the fit perspective, which of the following industry characteristics affects culture?
In the context of the fit perspective, which of the following industry characteristics affects culture?
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In the context of organizational culture, which of the following is true of the fit perspective?
In the context of organizational culture, which of the following is true of the fit perspective?
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An adaptive organizational culture is the one that:
An adaptive organizational culture is the one that:
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In terms of core values, which of the following is a difference between adaptive organizational cultures and nonadaptive organizational cultures?
In terms of core values, which of the following is a difference between adaptive organizational cultures and nonadaptive organizational cultures?
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Unlike adaptive organizational cultures, nonadaptive organizational cultures:
Unlike adaptive organizational cultures, nonadaptive organizational cultures:
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_____ are characterized by cautious management that tries to protect its own interests.
_____ are characterized by cautious management that tries to protect its own interests.
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In Kotter and Heskett's study, compared to nonadaptive firms, adaptive firms:
In Kotter and Heskett's study, compared to nonadaptive firms, adaptive firms:
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Which of the following statements is true of a leader's role in shaping and reinforcing culture?
Which of the following statements is true of a leader's role in shaping and reinforcing culture?
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Which of the following is an example of perception-shaping mechanisms used by leaders to reinforce organizational culture?
Which of the following is an example of perception-shaping mechanisms used by leaders to reinforce organizational culture?
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_____ is the process by which newcomers are transformed from outsiders to participating, effective members of an organization.
_____ is the process by which newcomers are transformed from outsiders to participating, effective members of an organization.
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_____ is the degree to which a newcomer in an organization holds pragmatic expectations about the job and organization.
_____ is the degree to which a newcomer in an organization holds pragmatic expectations about the job and organization.
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In the context of anticipatory socialization, which of the following is a type of congruence between an individual and an organization?
In the context of anticipatory socialization, which of the following is a type of congruence between an individual and an organization?
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In the context of the stage of the organizational socialization process, _____ involve the actual work performed.
In the context of the stage of the organizational socialization process, _____ involve the actual work performed.
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In the encounter stage of the organizational socialization process, _____ involve the expectations placed on newcomers in an organization.
In the encounter stage of the organizational socialization process, _____ involve the expectations placed on newcomers in an organization.
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In which of the following stages of the organizational socialization process do newcomers begin to master the demands of a job?
In which of the following stages of the organizational socialization process do newcomers begin to master the demands of a job?
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_____ are examples of qualitative methods for organizational culture assessment.
_____ are examples of qualitative methods for organizational culture assessment.
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Qualitative methods for organizational culture assessment, such as interviews and observations, are valuable because of their _____.
Qualitative methods for organizational culture assessment, such as interviews and observations, are valuable because of their _____.
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The two underlying dimensions of the Organizational Culture Inventory (OCI) are:
The two underlying dimensions of the Organizational Culture Inventory (OCI) are:
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The underlying dimensions of the Kilmann-Saxton Culture-Gap Survey are:
The underlying dimensions of the Kilmann-Saxton Culture-Gap Survey are:
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In the context of the Kilmann-Saxton Culture-Gap Survey, which of the following areas includes long-term technical norms?
In the context of the Kilmann-Saxton Culture-Gap Survey, which of the following areas includes long-term technical norms?
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In the context of the Kilmann-Saxton Culture-Gap Survey, which of the following areas includes long-term human orientation norms?
In the context of the Kilmann-Saxton Culture-Gap Survey, which of the following areas includes long-term human orientation norms?
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The use of multiple methods to measure organizational culture is known as:
The use of multiple methods to measure organizational culture is known as:
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Which of the following statements is true of triangulation?
Which of the following statements is true of triangulation?
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Changing an organization's culture is difficult because:
Changing an organization's culture is difficult because:
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Even when behavior in an organization changes, the change is not sufficient for cultural change to occur because:
Even when behavior in an organization changes, the change is not sufficient for cultural change to occur because:
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In the context of changing organizational culture, managers must examine the justifications for changed behavior because:
In the context of changing organizational culture, managers must examine the justifications for changed behavior because:
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In the context of changing organizational culture, which of the following is a step that a manager should take immediately after he or she has examined the justifications for changed behavior of the employees?
In the context of changing organizational culture, which of the following is a step that a manager should take immediately after he or she has examined the justifications for changed behavior of the employees?
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In the context of changing organizational culture, leaders should pay attention to the _____ more so than structural positions in leading organizational change.
In the context of changing organizational culture, leaders should pay attention to the _____ more so than structural positions in leading organizational change.
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The last step of the process of changing the organizational culture of a firm involves:
The last step of the process of changing the organizational culture of a firm involves:
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Cultural change effort in an organization can be deemed successful if:
Cultural change effort in an organization can be deemed successful if:
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With rapid changes in business environment such as globalization, workforce diversity, and technological innovation, managers must focus on:
With rapid changes in business environment such as globalization, workforce diversity, and technological innovation, managers must focus on:
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Which of the following poses additional challenge to managers in their pursuit of positive, cohesive cultures?
Which of the following poses additional challenge to managers in their pursuit of positive, cohesive cultures?
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Which of the following steps would enable organizations to develop an effective global organizational culture?
Which of the following steps would enable organizations to develop an effective global organizational culture?
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To develop a positive, cohesive organizational culture, managers should:
To develop a positive, cohesive organizational culture, managers should:
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In the context of developing an ethical organizational culture, which of the following statements is true?
In the context of developing an ethical organizational culture, which of the following statements is true?
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Employees who work in high-trust cultures:
Employees who work in high-trust cultures:
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_____ is a term that describes using the Internet for personal business at work while pretending to do legitimate work.
_____ is a term that describes using the Internet for personal business at work while pretending to do legitimate work.
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Which of the following is true of cyberloafing?
Which of the following is true of cyberloafing?
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Which of the following statements is true of inclusive culture?
Which of the following statements is true of inclusive culture?
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_____ promotes an inclusive workplace.
_____ promotes an inclusive workplace.
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A _____ is a pattern of work-related experiences that spans the course of a person's life.
A _____ is a pattern of work-related experiences that spans the course of a person's life.
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An example of the subjective element of a career is:
An example of the subjective element of a career is:
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Which of the following is a characteristic of the new career paradigm?
Which of the following is a characteristic of the new career paradigm?
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In the context of the new career paradigm, discrete exchange:
In the context of the new career paradigm, discrete exchange:
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In the context of the new career paradigm, occupational excellence means:
In the context of the new career paradigm, occupational excellence means:
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Which of the following is true of organizational empowerment in the new career paradigm?
Which of the following is true of organizational empowerment in the new career paradigm?
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Which of the following is true of project allegiance in the new career paradigm?
Which of the following is true of project allegiance in the new career paradigm?
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In the context of the old career paradigm, the one-employer focus meant:
In the context of the old career paradigm, the one-employer focus meant:
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In the context of the old career paradigm, the top-down firm meant:
In the context of the old career paradigm, the top-down firm meant:
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In the context of the old career paradigm, corporate allegiance meant:
In the context of the old career paradigm, corporate allegiance meant:
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Which of the following is a characteristic of corporate allegiance?
Which of the following is a characteristic of corporate allegiance?
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According to John Holland's theory of occupational choice, which of the following is an example of a realistic occupation?
According to John Holland's theory of occupational choice, which of the following is an example of a realistic occupation?
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According to John Holland's theory of occupational choice, which of the following is an example of an investigative occupation?
According to John Holland's theory of occupational choice, which of the following is an example of an investigative occupation?
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According to John Holland's theory of occupational choice, which of the following is an example of a social occupation?
According to John Holland's theory of occupational choice, which of the following is an example of a social occupation?
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Which of the following is a conflict that might occur during an employee's entry into an organization?
Which of the following is a conflict that might occur during an employee's entry into an organization?
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To prevent conflicts during the organizational choice and entry process, an individual should:
To prevent conflicts during the organizational choice and entry process, an individual should:
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Giving potential employees the actual picture of the job they are applying for is known as a(n) _____.
Giving potential employees the actual picture of the job they are applying for is known as a(n) _____.
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In the context of realistic job preview (RJP), when candidates are given both positive and negative information, they:
In the context of realistic job preview (RJP), when candidates are given both positive and negative information, they:
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_____ can be thought of as inoculation against disappointment during the organizational choice and entry process.
_____ can be thought of as inoculation against disappointment during the organizational choice and entry process.
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_____ in a realistic job preview (RJP) involves knowing what to expect, both good and bad, which gives a newcomer in a company a sense of control that is important to job satisfaction and performance.
_____ in a realistic job preview (RJP) involves knowing what to expect, both good and bad, which gives a newcomer in a company a sense of control that is important to job satisfaction and performance.
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One of the important attributes that a person should possess if he or she wants to climb the corporate ladder in the present age is _____.
One of the important attributes that a person should possess if he or she wants to climb the corporate ladder in the present age is _____.
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To have a successful career, the best attitude toward organizational change is:
To have a successful career, the best attitude toward organizational change is:
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The people who will be most successful in the new career paradigm are individuals who:
The people who will be most successful in the new career paradigm are individuals who:
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Which of the following individuals are more likely to become frustrated in the new career paradigm?
Which of the following individuals are more likely to become frustrated in the new career paradigm?
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Executives succumb to the temptation of fraud because:
Executives succumb to the temptation of fraud because:
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Almost 40 percent of new managers fail within the first 18 months on the job because of a(n):
Almost 40 percent of new managers fail within the first 18 months on the job because of a(n):
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Which of the following is an attribute of emotional intelligence?
Which of the following is an attribute of emotional intelligence?
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Which of the following statements is true of people with high emotional intelligence?
Which of the following statements is true of people with high emotional intelligence?
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Study Notes
Corporate Culture
- Corporate culture consists of basic assumptions that define how members perceive, think, and feel within an organization.
- Edgar Schein identified three levels of organizational culture: artifacts, values, and assumptions.
Artifacts
- Artifacts are the most visible and accessible aspect of organizational culture and include symbols, ceremonies, and rituals.
- Understanding artifacts helps decipher the underlying meaning of the culture through symbols.
- Examples of artifacts include ceremonies (e.g., awards, annual dinners) and everyday rituals that shape behaviors.
- Personal enactment occurs when members' behaviors reflect organizational values.
Ceremonies and Rites
- Organizational ceremonies and rites provide opportunities to reward employees whose behaviors align with company values.
- Rites of passage (e.g., retirement dinners), rites of integration (e.g., annual picnics), and rites of conflict reduction (e.g., grievance hearings) are different types of rituals that facilitate organizational culture.
Organizational Stories
- Stories in organizations offer meaning and identity, helping to orient new employees and demonstrating how crises are handled.
- Effective organizational stories can resonate with members, creating renewed energy and aligning expectations.
- For organizational stories to be impactful, they must be rooted in reality.
Values and Assumptions
- Values represent inherent beliefs about what is important within an organization, guiding behavior and perceptions.
- Assumptions are deeply held beliefs informing how members interact within the organization and perceive external situations.
Strong Organizational Cultures
- Strong cultures are characterized by shared beliefs, deep acceptance, and alignment with organizational goals, facilitating performance.
- The fit perspective emphasizes that a culture's effectiveness is contingent upon its alignment with industry and strategy characteristics.
Adaptive vs. Nonadaptive Cultures
- Adaptive cultures encourage risk-taking and customer-oriented approaches, while nonadaptive cultures prioritize stability and protection of interests.
- More successful firms are generally those with adaptive cultures, displaying better long-term economic performance.
Changing Organizational Culture
- Changing culture is challenging due to its ingrained nature; behavior change alone does not equate to genuine cultural transformation.
- Consistent messaging about new values and beliefs is crucial after examining employees' justifications for behavior changes.
- Attention should focus on informal social networks rather than solely structural positions.
Globalization and Ethical Culture
- Globalization challenges managers to maintain positive organizational cultures while promoting ethical behavior.
- An effective global culture entails recognizing and rewarding behaviors that support a global perspective.
- Leaders play a crucial role in fostering a cohesive and ethical environment by discouraging rationalizations for unethical practices.
Career Development
- Careers encompass a series of work-related experiences throughout life, with both subjective and objective elements.
- The old career paradigm focused on loyalty to a single employer, while the new paradigm emphasizes accountability, project success, and the ability to market skills across organizations.
- Emotional intelligence is essential for success, contributing to interpersonal skills and adaptability in changing environments.
Realistic Job Previews
- Realistic job previews (RJP) provide candidates with honest insights into the job, promoting better job choices by reducing uncertainty about expectations.
- RJPs involve sharing both positive and negative aspects of roles to help manage candidate expectations during entry into an organization.
Career Stages and Development
- The career stage model consists of the establishment stage (learning the job) and withdrawal stage (retirement).
- Individuals displaying emotional intelligence features, like self-awareness, are likely to thrive and effectively collaborate within teams.
- Lack of interpersonal skills is a significant reason for new managers’ failure within the first 18 months.
Summary: Effective Leadership and Management
- Effective leaders and managers are adaptable, communicate organizational values clearly, and engage with employees to reinforce a cohesive and productive culture.
- High-trust cultures align closely with organizational values, promoting greater employee satisfaction and performance.
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Description
This quiz focuses on key concepts of organizational culture based on Edgar Schein's framework. It covers definitions, levels of culture, and characteristics that shape an organization. Test your knowledge and understanding of corporate culture with these flashcards.
