Org. Change Ch. 4 (MC)

Podcast

Play an AI-generated podcast conversation about this lesson

Questions and Answers

According to Kroeber and Kluckhohn (1952), culture consists of...

Patterned ways of thinking, feeling, and reacting (correct)

Invisible patterns of behavior

Written laws and regulations

Unpredictable and random behaviors

What does Schein (1992) define as organiza$onal culture?

Basic assumptions and beliefs shared by members of an organization (correct)

Purely individual beliefs and thoughts

Visible structures and processes within an organization

Externally imposed rules and regulations

According to Bate (1996), is culture resistant to change?

Yes, it cannot be changed

No, it is changing all the time (correct)

It can only be changed through external interventions

It depends on the size of the organization

What are the three perspectives identified for culture change?

Culture can be managed, manipulated, or cannot be consciously changed Signup and view all the answers

What is the general agreement regarding achieving culture change?

There is a need to assess the current situation and have a clear vision of the aimed-for situation. Signup and view all the answers

What is single-loop learning also referred to as?

Individual learning Signup and view all the answers

According to Johnson (1990), what type of learning involves questioning the means as well as the goals themselves?

Double-loop learning Signup and view all the answers

What did Schwartz and Davis (1981) propose as a way of measuring culture?

Measuring culture in terms of management tasks Signup and view all the answers

What is a possible choice for management in dealing with cultural incompatibility with proposed strategic change?

Changing the culture to fit the strategy Signup and view all the answers

What step relates to transforming a supply chain according to Halm (2014)?

Defining and implementing new business processes Signup and view all the answers

What are the three levels of culture according to Schein?

Artifacts, espoused values, basic underlying assumptions Signup and view all the answers

Which of the following is NOT an element of the cultural web for revealing organizational cultures?

Technology and infrastructure Signup and view all the answers

According to the compass model of culture, what are the behavioral components that lead to different culture typologies?

Assertiveness and responsiveness Signup and view all the answers

Which tool is used for revealing organizational cultures and consists of artifacts, shared basic assumptions, values, and beliefs?

Cultural web Signup and view all the answers

How can cultural change be facilitated according to the text?

By interventions, monitoring outcomes, and adjusting as needed Signup and view all the answers

Which organizational culture type operates through logic and rules, emphasizing defined roles and is least conducive to change?

Role culture Signup and view all the answers

Which culture type focuses on project work, devolves decision making to projects, and thrives in creative environments?

Task culture Signup and view all the answers

Which typology of culture, strategy, and environment includes tough-guy, macho, work-hard/play-hard, bet-your-company, and process cultures?

Deal and Kennedy's typology Signup and view all the answers

Which culture type invests heavily in long-term projects and has top-down decision making?

Bet-your-company culture Signup and view all the answers

Which dimension did Scholz add to bring culture and environment together?

Evolution-induced Signup and view all the answers

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.

Studying That Suits You

Use AI to generate personalized quizzes and flashcards to suit your learning preferences.

Description

Learn about the four organizational culture types proposed by Charles Handy in 1993. Understand the characteristics of power culture and its impact on decision making within an organization.