Management Exam 3
4. Miranda works for a new entrepreneurial company that is characterized as being creative, making innovative products, and being adaptable in the marketplace. -hierarchy -clan -market -adhocracy
-adhocracy
Word about Khurana is spreading among employees after many have found news articles outlining her reputation for integrity, personal philanthropy, and willingness to turn down profitable opportunities when an ethical problem exists. -organizational systems and procedures -formal statements -physical design -rites and rituals -role modeling, training, coaching -slogans, sayings -rewards, titles, promotions, bonuses -leader reactions to crises -measurable and controllable activities -organizational goals and performance criteria -organizational structure -stories, legends, myths
-stories, legends, myths
Managers are encouraged to email one subordinate each week who they've noticed is doing the right thing, even when it's difficult, and congratulate them. Managers copy Khurana on the email so that she is aware of the employees' choices and able to congratulate them herself. -organizational systems and procedures -formal statements -physical design -rites and rituals -role modeling, training, coaching -slogans, sayings -rewards, titles, promotions, bonuses -leader reactions to crises -measurable and controllable activities -organizational goals and performance criteria -organizational structure -stories, legends, myths
Rites and rituals
1. Learning about an organization that takes place before an employee joins the organization. Information can come from web searches, current employee contacts, advisors, etc. - Anticipatory phase -Encounter phase -Change and acquisition phase
- Anticipatory phase
5. Daniel is searching for a job and finds an organization he's interested in working for. He reads through current employee reviews of the company online and peruses the company website. - Anticipatory phase -Encounter phase -Change and acquisition phase
- Anticipatory phase
6. Wallace works for an advertising agency whose corporate culture encourages employees to take risks and experiment with new ways of getting things done. -hierarchy -clan -market -adhocracy
-adhocracy
3. Olivia works for an investment firm with a culture that focuses on productivity and profits over employee development and satisfaction. -hierarchy -clan -market -adhocracy
-market
8. Leslie works for a pharmaceutical company with a corporate culture that institutes a variety of control mechanisms to measure efficiency, timeliness, and reliability in the creation and delivery of products. -hierarchy -clan -market -adhocracy
-hierarchy
Ms. Khurana has made public apologies on behalf of the company, instituted thorough internal investigations, and spends a few days each month meeting with small groups of Elision employees at multiple locations to explain how she's working to resolve ethical problems. -organizational systems and procedures -formal statements -physical design -rites and rituals -role modeling, training, coaching -slogans, sayings -rewards, titles, promotions, bonuses -leader reactions to crises -measurable and controllable activities -organizational goals and performance criteria -organizational structure -stories, legends, myths
-leader reactions to crises
7. Daveed works for a real estate company with a culture that values employees' ability to focus on the customer, react quickly, and deliver quality work on time. -hierarchy -clan -market -adhocracy
-market
6. Luc was recently honored at his company's annual awards ceremony with a "one year" plaque to symbolize his completion of his first year working for the company. - Anticipatory phase -Encounter phase -Change and acquisition phase
-Change and acquisition phase
2. This happens once an employee is hired and begins working, figures out what the organization is actually like, and adjusts his/her expectations accordingly. - Anticipatory phase -Encounter phase -Change and acquisition phase
-Encounter phase
7. Alani accepted a job offer from Twitter and is currently taking part in their "Yes to Desk" onboarding program, which aims to get new employees ready to hit the ground running in their jobs. - Anticipatory phase -Encounter phase -Change and acquisition phase
-Encounter phase
Aniyah has an entrepreneurial spirit and enjoys taking risks. She also believes in delivering work in an efficient and timely manner. -market and adhocracy -clan and adhocracy -clan and market -adhocracy and hierarchy -market and hierarchy -clan and hierarchy
-adhocracy and hierarchy
2. Joseph works for a telecommunications company whose culture devotes considerable resources to hiring and developing employees. -hierarchy -clan -market -adhocracy
-clan
5. Caprice works for a regional airline whose corporate culture encourages employees to collaborate and become involved to increase their job satisfaction. -hierarchy -clan -market -adhocracy
-clan
Victoria likes to work with others and enjoys social interactions with people at and outside of work. She likes to keep up with the latest trends, and she finds networking especially helpful for staying on top of new developments in the marketplace. -market and adhocracy -clan and adhocracy -clan and market -adhocracy and hierarchy -market and hierarchy -clan and hierarchy
-clan and adhocracy
You work best when your tasks are highly structured. You also enjoy learning and want to continue to develop as a professional. -market and adhocracy -clan and adhocracy -clan and market -adhocracy and hierarchy -market and hierarchy -clan and hierarchy
-clan and hierarchy
Frank likes to work in a fun atmosphere where there's a good amount of healthy competition between employees and where everyone is highly involved with the organization. -market and adhocracy -clan and adhocracy -clan and market -adhocracy and hierarchy -market and hierarchy -clan and hierarchy
-clan and market
Elision's values statement now begins with "Committed To Making Things Right" to signify that Elision wants to correct its past mistakes, and also operate in the "right" way in all its future endeavors. -organizational systems and procedures -formal statements -physical design -rites and rituals -role modeling, training, coaching -slogans, sayings -rewards, titles, promotions, bonuses -leader reactions to crises -measurable and controllable activities -organizational goals and performance criteria -organizational structure -stories, legends, myths
-formal statements
1. Aaron works for a computer company whose corporate culture is characterized by a formalized, structured work environment aimed at achieving effectiveness. -hierarchy -clan -market -adhocracy
-hierarchy
The walls at Elision were once covered with news stories, photos, and awards representing conquests and profits. The company is slowly removing these items, replacing them with reminders of the company's social impacts, as well as those of other organizations that have exemplified social responsibility. -organizational systems and procedures -formal statements -physical design -rites and rituals -role modeling, training, coaching -slogans, sayings -rewards, titles, promotions, bonuses -leader reactions to crises -measurable and controllable activities -organizational goals and performance criteria -organizational structure -stories, legends, myths
-physical design
8. Savannah is in her third round of interviews at ABC corporation and thinks she may like working there but would like more information. A former classmate already works for the company, so Savannah reaches out to her to find out more information about the organization's culture. - Anticipatory phase -Encounter phase -Change and acquisition phase
- Anticipatory phase
The company's compliance division is making suggestions for delayering and reconfiguring that will help employees know where to go when they have questions and concerns. -organizational systems and procedures -formal statements -physical design -rites and rituals -role modeling, training, coaching -slogans, sayings -rewards, titles, promotions, bonuses -leader reactions to crises -measurable and controllable activities -organizational goals and performance criteria -organizational structure -stories, legends, myths
-organizational structure
Elision is adopting new software that will allow its compliance division to better track employee transactions. -organizational systems and procedures -formal statements -physical design -rites and rituals -role modeling, training, coaching -slogans, sayings -rewards, titles, promotions, bonuses -leader reactions to crises -measurable and controllable activities -organizational goals and performance criteria -organizational structure -stories, legends, myths
-organizational systems and procedures
Elision is working to reduce its ecological footprint. The company has instituted a program where employees can receive bonuses based on their ridesharing, recycling, and waste reduction efforts. -organizational systems and procedures -formal statements -physical design -rites and rituals -role modeling, training, coaching -slogans, sayings -rewards, titles, promotions, bonuses -leader reactions to crises -measurable and controllable activities -organizational goals and performance criteria -organizational structure -stories, legends, myths
-rewards, titles, promotions, bonuses
9. Tomas just started working for Facebook. He's currently taking part in their six-week boot camp to help new employees learn about their roles and the company's culture simultaneously. - Anticipatory phase -Encounter phase -Change and acquisition phase
-Encounter phase
3. This occurs once an employee has been with the organization for a while and has a good understanding of his/her work role. Focus shifts to mastery of skills and adjusting to work group's values and norms. - Anticipatory phase -Encounter phase -Change and acquisition phase
-Change and acquisition phase
4. Henley has been with her current company for about six months and is no longer feeling like a "newbie." She's setting short- and long-term performance goals with her supervisor for her primary work projects. - Anticipatory phase -Encounter phase -Change and acquisition phase
-Change and acquisition phase
Jayden is very comfortable taking initiative and doesn't require a lot of direction on work projects. She is also goal-oriented and enjoys competition. -market and adhocracy -clan and adhocracy -clan and market -adhocracy and hierarchy -market and hierarchy -clan and hierarchy
-market and adhocracy
Brandon prefers the chance to perfect the job he's currently doing, rather than being pressured to constantly change the way he does things. He also works well under pressure and is driven by success. -market and adhocracy -clan and adhocracy -clan and market -adhocracy and hierarchy -market and hierarchy -clan and hierarchy
-market and hierarchy
Elision is tracking the number of hours of ethics education its employees earn. -organizational systems and procedures -formal statements -physical design -rites and rituals -role modeling, training, coaching -slogans, sayings -rewards, titles, promotions, bonuses -leader reactions to crises -measurable and controllable activities -organizational goals and performance criteria -organizational structure -stories, legends, myths
-measurable and controllable activities
Elision has built thorough and validated integrity testing into its selection system for new employees. -organizational systems and procedures -formal statements -physical design -rites and rituals -role modeling, training, coaching -slogans, sayings -rewards, titles, promotions, bonuses -leader reactions to crises -measurable and controllable activities -organizational goals and performance criteria -organizational structure -stories, legends, myths
-organizational goals and performance criteria
Elision employees now spend 4 hours of paid time each month engaging in continuing education that teaches them about ethics and social responsibility. -organizational systems and procedures -formal statements -physical design -rites and rituals -role modeling, training, coaching -slogans, sayings -rewards, titles, promotions, bonuses -leader reactions to crises -measurable and controllable activities -organizational goals and performance criteria -organizational structure -stories, legends, myths
-role modeling, training, coaching
At the end of all meetings at Elision, attendees have started saying "We Stand UP" in unison. This reminds employees that the company wants to be upstanding in its endeavors as they go forth to tackle their jobs. -organizational systems and procedures -formal statements -physical design -rites and rituals -role modeling, training, coaching -slogans, sayings -rewards, titles, promotions, bonuses -leader reactions to crises -measurable and controllable activities -organizational goals and performance criteria -organizational structure -stories, legends, myths
-slogans, sayings