40 Questions
According to Edgar Schein, what is culture?
A pattern of basic assumptions invented, discovered or developed by a group to cope with its problems
What is the primary function of organizational culture?
Enabling employees to perform within a framework
How is organizational culture developed?
By internal and external factors, such as demographic factors
What does Wagner III and Hollenbeck define as the essence of organizational culture?
Shared attitudes and perceptions based on fundamental norms and values
What does organizational culture help members conform to?
Expected modes of behavior
What does organizational culture promote in various systems and sub-systems?
Standardization
What does organizational culture provide to organizational members?
A sense of togetherness and common purpose
What does organizational culture facilitate by encouraging lasting cooperation among members?
System stability
How does organizational culture shape behavior for members?
By helping members make sense of their surroundings through shared meaning and values
What does organizational culture provide, creating a distinction between one organization and another?
A boundary
What does organizational culture foster among employees?
Formal communication and professionalism
What does organizational culture become as a people's organization?
Promotes risk-sharing and generates novel ideas
What does organizational culture give members, as exemplified by Starbucks' culture?
A sense of togetherness and common purpose
What does organizational culture help promote among members?
Collective commitment and shared feelings
What does organizational culture foster among employees, as seen in Apple's culture?
Conformity to expected modes of behavior
What does organizational culture shape by providing a shared pattern of feelings to members?
Behavior
Organizational culture is an inborn trait within individuals
False
Organizational culture is shaped by both internal and external factors
True
Organizational culture is primarily developed by external factors
False
Organizational culture does not affect employee performance within a framework
False
Equality among staff is not an achievement promoted by organizational culture
False
Organizational culture fosters work culture among members
True
Organizational culture is not related to the shared attitude and perceptions in an organization
False
Organizational culture is not taught to new members as a correct way to perceive, think, and feel
False
Organizational culture is not a pattern of basic assumptions invented, discovered, or developed by a given group
False
Organizational culture does not help members understand the organization
False
Organizational culture is an inherent trait and not invented and developed over time
False
Organizational culture does not enable employees to perform within a framework
False
Organizational culture only promotes informal communication, which leads to decreased productivity and job satisfaction.
False
Organizational culture does not promote standardization in various systems and sub-systems, leading to increased role conflicts among employees.
False
Organizational culture does not become a people's organization that promotes risk-sharing and generates novel ideas.
False
Organizational culture does not give members a sense of togetherness and common purpose.
False
Organizational culture does not facilitate collective commitment and provide a shared pattern of feelings to organizational members.
False
Organizational culture does not promote system stability by encouraging lasting cooperation among members and enhancing social stability.
False
Organizational culture does not shape behavior by helping members make sense of their surroundings through shared meaning and values.
False
Organizational culture does not provide a boundary, creating a distinction between one organization and another and guiding and shaping the attitude and behavior of members.
False
Organizational culture does not help members conform to expected modes of behavior, ensuring consistency.
False
Organizational culture does not foster formal communication and professionalism among employees, leading to improved productivity and job satisfaction.
False
Organizational culture does not promote standardization in various systems and sub-systems, reducing role conflicts among employees.
False
Organizational culture does not become a people's organization that promotes risk-sharing and generates novel ideas.
False
Study Notes
Understanding Organizational Culture and Its Functions
- Organizational culture develops professionalism and promotes formal communication, leading to improved productivity and job satisfaction.
- It promotes standardization in various systems and sub-systems, reducing role conflicts among employees.
- Organizational culture becomes a people's organization that promotes risk-sharing and generates novel ideas.
- Organizational culture gives members a sense of togetherness and common purpose, as exemplified by Starbucks' employee-focused culture.
- It facilitates collective commitment and provides a shared pattern of feelings to organizational members.
- Organizational culture promotes system stability by encouraging lasting cooperation among members and enhancing social stability.
- It shapes behavior by helping members make sense of their surroundings through shared meaning and values.
- It provides a boundary, creating a distinction between one organization and another and guiding and shaping the attitude and behavior of members.
- Organizational culture helps members conform to expected modes of behavior, ensuring consistency, as seen in Apple's culture of secrecy and maximum benefit from human resources.
- It fosters formal communication and professionalism among employees, leading to improved productivity and job satisfaction.
- It promotes standardization in various systems and sub-systems, reducing role conflicts among employees.
- Organizational culture becomes a people's organization that promotes risk-sharing and generates novel ideas.
Understanding Organizational Culture and Its Functions
- Organizational culture develops professionalism and promotes formal communication, leading to improved productivity and job satisfaction.
- It promotes standardization in various systems and sub-systems, reducing role conflicts among employees.
- Organizational culture becomes a people's organization that promotes risk-sharing and generates novel ideas.
- Organizational culture gives members a sense of togetherness and common purpose, as exemplified by Starbucks' employee-focused culture.
- It facilitates collective commitment and provides a shared pattern of feelings to organizational members.
- Organizational culture promotes system stability by encouraging lasting cooperation among members and enhancing social stability.
- It shapes behavior by helping members make sense of their surroundings through shared meaning and values.
- It provides a boundary, creating a distinction between one organization and another and guiding and shaping the attitude and behavior of members.
- Organizational culture helps members conform to expected modes of behavior, ensuring consistency, as seen in Apple's culture of secrecy and maximum benefit from human resources.
- It fosters formal communication and professionalism among employees, leading to improved productivity and job satisfaction.
- It promotes standardization in various systems and sub-systems, reducing role conflicts among employees.
- Organizational culture becomes a people's organization that promotes risk-sharing and generates novel ideas.
Test your knowledge of organizational culture and its functions with this quiz. Explore how organizational culture impacts productivity, communication, standardization, and employee satisfaction. Understand how it fosters togetherness, collective commitment, and behavior shaping within an organization.
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