MHR 3020 - Final Exam (ch. 14) T/F

5. Artifacts provide valuable evidence about a company's culture.

TRUE

12. Organizational culture can sometimes be reshaped by applying transformational leadership and organizational change practices.

TRUE

11. The deculturation strategy is most appropriate when the merging companies are in unrelated industries.

FALSE

10. The assimilation strategy is the most likely to result in a culture clash.

FALSE

6. Rituals support organizational culture by providing social prescriptions of the ways things should or should not be done around the organization; they are the programmed routines of daily organizational life that dramatize an organization's culture.

FALSE

9. Organizations with adaptive cultures are unable to maintain a stable value system and, consequently, tend to perform poorly in the long run.

FALSE

1. Organizational culture consists of the values and assumptions shared within an organization that also dictate the correct way of thinking about and acting on problems and opportunities facing the organization.

TRUE

13. One way to change an organization's culture is to change its artifacts.

TRUE

14. Organizational socialization is a process of both learning and adjustment.

TRUE

15. Impression management can distort preemployment for employers.

TRUE

2. Values are conscious perceptions, while assumptions are nonconscious.

TRUE

3. Organizational culture is not defined by espoused values. Instead, it consists of shared enacted values.

TRUE

4. Artifacts of organizational culture may include the building's design, the way people are greeted, and the food served in the company's cafeteria.

TRUE

7. The strength of an organization's culture refers to how widely and deeply employees hold the company's dominant values and assumptions.

TRUE

8. Efficiency-focused cultures are likely to be more important for companies in environments with strong competition and standardized products.

TRUE