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Questions and Answers
Culture consists of traditional ideas and their attached values according to Kroeber and Kluckhohn (1952)
Culture consists of traditional ideas and their attached values according to Kroeber and Kluckhohn (1952)
True
According to Schein (1992), organiza$onal culture is the visible part of an organiza$on
According to Schein (1992), organiza$onal culture is the visible part of an organiza$on
False
Bate (1996) argues that culture is resistant to change
Bate (1996) argues that culture is resistant to change
False
There are three perspectives on culture change identified in the text
There are three perspectives on culture change identified in the text
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Assessing the current situation is not considered necessary for achieving culture change according to the text
Assessing the current situation is not considered necessary for achieving culture change according to the text
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According to the text, culture can be consciously changed
According to the text, culture can be consciously changed
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Culture can only be characterized by artifacts and language.
Culture can only be characterized by artifacts and language.
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Schein suggests four levels of culture: artifacts, espoused values, basic underlying assumptions, and rituals.
Schein suggests four levels of culture: artifacts, espoused values, basic underlying assumptions, and rituals.
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The cultural web includes elements such as shared basic assumptions, values, and beliefs, but does not include control systems.
The cultural web includes elements such as shared basic assumptions, values, and beliefs, but does not include control systems.
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The compass model of culture includes assertiveness and responsiveness as behavioral components, leading to different culture typologies.
The compass model of culture includes assertiveness and responsiveness as behavioral components, leading to different culture typologies.
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The text provides examples of different culture typologies and their characteristics.
The text provides examples of different culture typologies and their characteristics.
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Cultural change can be facilitated by interventions, monitoring outcomes, and adjusting as needed.
Cultural change can be facilitated by interventions, monitoring outcomes, and adjusting as needed.
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Single-loop learning is also referred to as individual learning
Single-loop learning is also referred to as individual learning
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Double-loop learning involves asking questions about the means by which goals can be achieved, but not about the goals themselves
Double-loop learning involves asking questions about the means by which goals can be achieved, but not about the goals themselves
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Cultural change is irrelevant to organizational change
Cultural change is irrelevant to organizational change
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Assessing cultural risk can help management identify potential resistance to change
Assessing cultural risk can help management identify potential resistance to change
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Ignoring the culture when implementing change is a low-risk approach
Ignoring the culture when implementing change is a low-risk approach
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Changing the culture to fit the strategy is a popular form of management intervention
Changing the culture to fit the strategy is a popular form of management intervention
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The steps for transformation of a supply chain include developing employee capabilities and reinventing the culture using teamwork and alignment meetings
The steps for transformation of a supply chain include developing employee capabilities and reinventing the culture using teamwork and alignment meetings
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Charles Handy identified five organizational culture types: power, role, task, person, and process.
Charles Handy identified five organizational culture types: power, role, task, person, and process.
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Bet-your-company cultures emphasize the team and have low risk.
Bet-your-company cultures emphasize the team and have low risk.
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Scholz added three dimensions to bring culture and environment together: internal-induced, external-induced, and integration-induced.
Scholz added three dimensions to bring culture and environment together: internal-induced, external-induced, and integration-induced.
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Segmentalist cultures compartmentalize problems and have weak coordinating mechanisms.
Segmentalist cultures compartmentalize problems and have weak coordinating mechanisms.
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Integrative cultures combine ideas from unconnected sources and encourage differences.
Integrative cultures combine ideas from unconnected sources and encourage differences.
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Single-loop learning assumes goals are fixed and only considers ways to reach those goals.
Single-loop learning assumes goals are fixed and only considers ways to reach those goals.
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Study Notes
- Charles Handy identified four organizational culture types: power, role, task, and person.
- Power cultures have a single dominant person or group, centralized decision making, and decisions based on influence.
- Role cultures operate through logic and rules, emphasize defined roles, and are least conducive to change.
- Task cultures focus on project work, devolve decision making to projects, and thrive in creative environments.
- Person cultures exist to serve members and have minimal structures.
- Deal and Kennedy proposed a typology of culture, strategy, and environment, including tough-guy, macho, work-hard/play-hard, bet-your-company, and process cultures.
- Tough-guy cultures have high risks, focus on speed, and have high turnover.
- Work-hard/play-hard cultures emphasize the team and have low risk.
- Bet-your-company cultures invest heavily in long-term projects and have top-down decision making.
- Process cultures focus on technical perfection and are effective in stable environments.
- Scholz added three dimensions to bring culture and environment together: external-induced, internal-induced, and evolution-induced.
- Five culture types emerged: stable, reactive, anticipating, exploring, and creative.
- Segmentalist cultures compartmentalize problems and have weak coordinating mechanisms.
- Integrative cultures combine ideas from unconnected sources, encourage differences, and are outward looking.
- Single-loop learning assumes goals are fixed and only considers ways to reach those goals.
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Description
Learn about the four organizational culture types proposed by Charles Handy in 1993. This includes the power culture, where a single person or group dominates decision making and influence plays a significant role.
