Chapter 16

Which of the following statements is true regarding an organization's culture? A) Organizational culture is evaluative rather than descriptive. B) Large organizations rarely have subcultures. C) A dominant culture expresses the core values shared by a majority of the organization's members. D) A strong culture reduces employee satisfaction and increases employee turnover. E) Subcultures and dominant cultures do not share any common values.

C) A dominant culture expresses the core values shared by a majority of the organization's members.

Which of the following statements is true regarding effects of national culture on organizational culture and ethical behavior within organization? A) As compared to managers in the United States, managers in developing economies are less likely to see ethical decisions as embedded in a social environment. B) Organizations can safely ignore local culture while establishing its operation in another country. C) Generally, U.S. managers see bribery, nepotism, and favoring personal contacts as highly unethical. D) Organizational cultures rarely reflect national culture. E) Most U.S. managers do not view profit maximization as a moral obligation.

C) Generally, U.S. managers see bribery, nepotism, and favoring personal contacts as highly unethical.

Which of the following statements is true regarding random socialization? A) Random socialization tries to strip away certain characteristics of the recruit. B) Random socialization is carried out per a fixed time schedule. C) In random socialization, new employees are left on their own to figure things out. D) Random socialization involves socializing the newcomers in groups. E) Specific orientation and classroom training programs are examples of random socialization.

C) In random socialization, new employees are left on their own to figure things out.

Jean works for Fahrenheit Publishing ,which is a publisher of scientific journals. The company is dominated by low risk taking and high attention to detail. Jean's department is committed to high team orientation and provides many team-building activities in which Jean and other department members work together and socialize. Which of the following statements best describes Jean's department? A) Jean's department is an example of a primary microcosm. B) Jean's department's culture is stronger than the dominant culture in the organization. C) Jean's department has developed a subculture. D) Jean's department's culture is undefined. E) Jean's department's culture has low stability.

C) Jean's department has developed a subculture.

________ is a process that helps new employees adapt to the prevailing organizational culture. A) Satisficing B) Reciprocal interdependence C) Socialization D) Formalization E) Social loafing

C) Socialization

How can U.S. managers be culturally sensitive? A) by indulging in frequent discussions about religion B) by discussing politics frequently C) by listening more D) by speaking quickly E) by talking in a high tone of voice

C) by listening more

A strong culture should reduce employee turnover because it results in ________. A) a highly centralized organization B) narrow spans of control C) cohesiveness and organizational commitment D) a highly formalized organization E) an outcome-oriented organization

C) cohesiveness and organizational commitment

Aggressiveness, innovation, and risk taking are called the ________ of the culture at the Rogue Vogue Corp. A) foundational values B) institutional traits C) core values D) significant traits E) unique values

C) core values

Which of the following is not one of the five most prevalent climate categories making up the ethical dimensions of organization culture? A) instrumental B) caring C) dependence D) law and code E) rules

C) dependence

Liz is the lead editor for a small, city newspaper. One of her advertising sales representatives is pulling in a lot of restaurant clients. Liz realizes that the representative is quite knowledgeable about food and speaks quite elegantly when describing different dishes. She has begun discussing with the representative the possibility of collaborating with a writer to include a weekly restaurant review that includes the representative on the byline. After the first couple of reviews, the representative is able to increase ad sizes and sales. He is very happy with his new job diversification. Which aspect of creating a positive organizational culture is Liz utilizing? A) rewarding more than punishing B) building on organization strengths C) emphasizing individual vitality and growth D) creating loose management oversight E) using narrow spans of control

C) emphasizing individual vitality and growth

If there is a basic conflict between the individual's expectations and the reality of working in an organization, the employee is most likely to be disillusioned and quit during the ________ stage of socialization. A) prearrival B) post-arrival C) encounter D) metamorphosis E) post-encounter

C) encounter

When you begin to notice things that are not as you expected, you are in the ________ stage of socialization. A) orientation B) prearrival C) encounter D) metamorphosis E) post-arrival

C) encounter

Your first day at work is a part of the ________ stage of socialization. A) orientation B) prearrival C) encounter D) metamorphosis E) post-encounter

C) encounter

Based on the information in the scenario, we can say that Rogue Vogue ________. A) is a highly decentralized organization B) is a virtual organization C) has a strong culture D) is a boundaryless organization E) is a matrix organization

C) has a strong culture

A positive organizational culture emphasizes ________. A) the use of negative reinforcement and punishment B) the use of rituals in transmitting organizational culture C) individual vitality and growth D) the significance of highly centralized management E) organizational standardization and institutionalization

C) individual vitality and growth

Which of the following can act as a common denominator to unite members of a given culture or subculture? A) mechanistic organizational structure B) 360-degree appraisals C) jargons and acronyms that are specific to the organization D) bureaucratic organizational structure E) narrow span of control

C) jargons and acronyms that are specific to the organization

Manuel is a manager for a manufacturing company in which managers are expected to fully document all decisions and in which it is important to provide detailed data to support any recommendations. Also, out-of-the-box thinking is dissuaded. Which characteristic of organizational culture describes this aspect of Manuel's job? A) low team orientation B) high aggressiveness C) low risk taking D) low outcome orientation E) high people orientation

C) low risk taking

Ask Socrates Inc. employees are allowed to dress informally. This is an example of a ________ through which organizational culture is transmitted. A) primary procedure B) ritual C) material symbol D) symbolic act E) fundamental mechanism

C) material symbol

Organizations that promote a spiritual culture ________. A) use stories for transmitting the organizational culture to the employees B) use wide spans of control C) recognize that people seek to find meaning and purpose in their work D) de-emphasize community differences within the organization E) tend to downplay the importance of employee satisfaction

C) recognize that people seek to find meaning and purpose in their work

Apprenticeship is an example of ________ socialization. A) divestiture B) variable C) serial D) informal E) investiture

C) serial

In ________ organizations, the lack of frequent face-to-face contact makes establishing a common set of norms very difficult. A) highly formalized B) boundaryless C) virtual D) matrix E) highly centralized

C) virtual

Which of the following terms refers to the recognition that people have an inner life that nourishes and is nourished by meaningful work that takes place in the context of community? A) dominant culture B) fundamental mechanism C) workplace spirituality D) outcome orientation E) subculture

C) workplace spirituality

________ refers to the shared perceptions organizational members have about their organization and work environment. A) Organizational climate B) Institutionalization C) Microcosm D) Groupthink E) Organizational apprehension

A) Organizational climate

________ typically contain narratives about the organization's founders, rule breaking, and reactions to past mistakes. A) Stories B) Material symbols C) Rituals D) Organizational charts E) Corporate chants

A) Stories

In which of the following climates do managers operate under the expectation that their decisions will positively affect the greatest number of stakeholders? A) caring B) instrumental C) law and code D) rules E) independence

A) caring

A culture that expresses the core values that are shared by a majority of the organization's members is known as a(n) ________ culture. A) dominant B) primary C) fundamental D) unique E) essential

A) dominant

Top management has a major impact on the organization's culture by ________. A) establishing norms that filter down through the organization B) ensuring a proper match of personal and organizational values C) socializing new applicants in the pre-hiring phase D) providing a framework for metamorphosis of new hires E) properly rewarding employees' initiatives

A) establishing norms that filter down through the organization

Which of the following is most likely to result from a strong organizational culture? A) low employee turnover B) low employee satisfaction C) low organizational commitment D) high absenteeism E) low behavioral control resulting from the climate within the organization

A) low employee turnover

The process of socialization consists of three stages. Which of the following is one of these three stages? A) metamorphosis B) preencounter C) evaluation D) post-arrival E) post-encounter

A) metamorphosis

Patricia is a team leader. When looking at an e-mail from one of her team members, Patricia noticed that the e-mail was sent at nine-thirty in the evening. The next day she personally went to the employee's cubicle and told him how much she appreciated him staying late to get the project to the client on time. Which aspect of creating a positive organizational culture is Patricia utilizing? A) rewarding more than punishing B) building on organization strengths C) emphasizing individual growth D) building on employee strengths E) providing extrinsic rewards

A) rewarding more than punishing

Company chants are examples of ________. A) rituals B) material symbols C) stories D) company policies E) business strategies

A) rituals

Bruce is new at Wayne Corp., but after a week he already knows that the founder of the corporation started the business in his garage with only $4,000 and one client. This information was most likely transmitted to Bruce by way of ________. A) stories B) material symbols C) rituals D) organizational charts E) corporate chants

A) stories

Which of the following is most likely to be used by Ask Socrates Inc. to inform its new employees about its founders? A) stories B) material symbols C) organizational charts D) rituals E) corporate chants

A) stories

Which of the following statements is true regarding the functions of culture in an organization? A) It hinders the generation of commitment to something larger than individual self-interest among employees. B) It conveys a sense of identity for organization members. C) It reduces the stability of the organizational system. D) It reduces distinctions between one organization and others. E) It does not affect employees' attitudes and behavior.

B) It conveys a sense of identity for organization members.

Which of the following statements is true about formal socialization? A) Formal socialization involves socializing the new members individually. B) Specific orientation and training programs are examples of formal socialization. C) Apprenticeship and mentoring programs are examples of formal socialization. D) Formal socialization lacks a fixed time schedule. E) In formal socialization, new employees are left on their own to figure things out.

B) Specific orientation and training programs are examples of formal socialization.

Art-Is-Us claims to be a spiritual organization. Company employees are encouraged to show kindness toward others. Employees are treated with esteem and value and supported for their creativity and flexibility. While the organization values profits, its purpose is to spread the pleasure of art to as many people as possible. Which of the following is not one of the cultural characteristics commonly found in spiritual organizations? A) benevolence B) competitiveness C) open-mindedness D) trust and respect E) strong sense of purpose

B) competitiveness

The primary or dominant values that are accepted throughout the organization are known as ________. A) foundational traits B) core values C) shared values D) institutional traits E) unique values

B) core values

During the ________ stage, a new employee compares his or her expectations with the realities in the organization. A) prearrival B) encounter C) metamorphosis D) post-arrival E) post-encounter

B) encounter

Higgins has recently joined a new law firm expecting to participate in exciting environmental law cases and cutting-edge research. After one month at the firm, he still hasn't been assigned a case and spends most of his time filing standardized appeals for title disputes with insurance companies. In which stage of the socialization process is Higgins? A) prearrival B) encounter C) metamorphosis D) post-encounter E) post-arrival

B) encounter

A strong culture can act as a substitute for which of the following? A) institutionalization B) formalization C) socialization D) centralization E) social support

B) formalization

Danny's boss is apathetic as to whether Danny works at home, at the office, or from his beach house. All he cares about is that the project is completed on time, on budget, and with exemplary quality. Which characteristic of organizational culture describes this aspect of Danny's job? A) low risk taking B) high outcome orientation C) high attention to detail D) low aggressiveness E) high stability

B) high outcome orientation

The selection process helps sustain the organization's culture by ________. A) establishing and enforcing norms B) hiring candidates who fit well within the organization C) socializing the new employees D) developing performance evaluation criteria E) rewarding conformity

B) hiring candidates who fit well within the organization

During the socialization process, to work out any problems discovered during the encounter stage, the new member changes or goes through the ________ stage. A) post-arrival B) metamorphosis C) post-encounter D) analysis E) evaluation

B) metamorphosis

Grace works for a pet store where everyone is committed to the happiness of the animals. Often employees, bosses, and hourly workers alike come into the store "off the clock" and spend time training the animals. Everyone loves the store, the animals, and their jobs. This attitude of her co-workers inspires Grace to do her best. Based on this information, we can say that Grace is experiencing the effects of ________. A) decentralization B) organizational climate C) high departmentalization D) low formalization E) high work specialization

B) organizational climate

The ________ stage of the socialization process explicitly recognizes that each individual the organization comes across during the selection process has a set of values, attitudes, and expectations about both the work to be done and the organization. A) post-encounter B) prearrival C) metamorphosis D) preencounter E) post-arrival

B) prearrival

The information that you receive during the interviewing and hiring process is a part of the ________ stage of employee socialization. A) preencounter B) prearrival C) encounter D) metamorphosis E) post-encounter

B) prearrival

The regular distribution of lollipops, toys, or treats every Friday is an example of a ________ that helps reinforce Ask Socrates' culture. A) dominant mechanism B) ritual C) primary process D) protective mechanism E) fundamental procedure

B) ritual

When formal authority and control systems are reduced, the ________ provided by a strong culture ensure(s) that everyone is pointed in the same direction. A) rules and regulations B) shared meaning C) rituals D) socialization E) rigid hierarchy

B) shared meaning

Cultures that tend to develop in large organizations to reflect common problems or experiences faced by the members in the same department or location are often called ________. A) micro-cultures B) subcultures C) divisional cultures D) microcosms E) countercultures

B) subcultures

Culture is most likely to be a liability when ________. A) the employees of the organization are highly skilled B) the organization's environment is dynamic C) the organization's management is highly efficient D) the organization is highly centralized E) the organization scores low on the degree of formalization

B) the organization's environment is dynamic

Company chants are used to ________. A) inform employees about changes in rules and policies B) transmit company culture to employees C) inform employees about latest technologies D) communicate company strategies to the employees E) update employees regarding performance of the company

B) transmit company culture to employees

Which of the following statements is true regarding the establishment of the organizational culture and its effects on the organization? A) Today's trend toward decentralized organizations makes it is easier to establish a strong culture. B) In a virtual organization, a strong culture can be established quickly and easily. C) Employees organized in teams always show greater allegiance to the values of the organization as a whole than to their team and its values. D) Culture acts as a control mechanism and guides the behavior of employees. E) Cultures reduce the stability of the social system in an organization.

D) Culture acts as a control mechanism and guides the behavior of employees.

________ socialization tries to strip away certain characteristics of the recruit. A) Random B) Fixed C) Collective D) Divestiture E) Formal

D) Divestiture

________ socialization assumes that the newcomer's qualities and qualifications are the necessary ingredients for job success, so these qualities and qualifications are confirmed and supported. A) Variable B) Collective C) Serial D) Investiture E) Formal

D) Investiture

Which of the following statements best describes the difference between organizational culture and job satisfaction? A) Job satisfaction depends upon the level of "power distance" in the country, but organizational culture does not. B) Organizational culture is static, whereas job satisfaction is dynamic. C) Job satisfaction is immeasurable, whereas organizational culture is measurable. D) Organizational culture is descriptive, whereas job satisfaction is evaluative. E) Job satisfaction depends on the structure of the organization, but organizational culture does not.

D) Organizational culture is descriptive, whereas job satisfaction is evaluative.

Rainbow Corp. hires a new secretary, Polonova, who differs from the vast majority of the company's employees in terms of her ethnicity. The company has a collectivist culture with a culturally diverse workforce and several policies to support the minorities. Yet, after a few weeks, she quits the company. Which of the following, if true, helps explain why she quit? A) Rainbow Corp. recently had a huge turnover and plans to expand its market. B) All secretaries, regardless of their gender, are paid equal salaries at Rainbow Corp. C) Polonova is gregarious and comfortable in changing contexts and ambiguous situations. D) Polonova has a strong sense of personal ambition and independence. E) Polonova is more likely to conform to others' ideas and opinions rather than come up with her own.

D) Polonova has a strong sense of personal ambition and independence.

Porco Rosso, an aircraft manufacturer with a strong presence in the United States, is looking to expand its market overseas. The firm currently sells its aircraft to several airlines in the United Kingdom but now wants to establish manufacturing units there as well in order to acquire a bigger share in the European market. Hence, it plans to merge with QueenAir, a British aircraft manufacturer. Which of the following, if true, would weaken the company's decision to merge with QueenAir? A) Merging with QueenAir would increase its profits considerably. B) There is increasing economic uncertainty in its U.S. market. C) The preferences of airline customers in Europe and the U.S. are similar. D) There is a striking difference in the organizational cultures of the two firms. E) A competitor in the U.S. market recently went out of business.

D) There is a striking difference in the organizational cultures of the two firms.

Larry has an employee who is amazing at clearly seeing rules and enforcing them. He has recently promoted her to the lead position in quality assurance. Which method of creating a positive organizational culture is Larry utilizing? A) rewarding more than punishing B) building on organization strengths C) using standardized practices D) building on employee strengths E) transmitting organizational culture through rituals

D) building on employee strengths

Alcoa headquarters has few individual offices, even for senior executives. The space is essentially made up of cubicles, common areas, and meeting rooms. This informality conveys to employees that Alcoa values ________. A) autocracy B) competitiveness C) rigidity D) equality E) formalization

D) equality

A(n) ________ organization is an organization that takes on a life of its own, apart from its founders or members; it is valued for itself and not for the goods or services it produces. A) virtual B) matrix C) boundaryless D) institutionalized E) centralized

D) institutionalized

The ultimate source of an organization's culture is ________. A) its top management B) its environment C) the country in which the organization operates D) its founders E) the sociocultural backgrounds of its employees

D) its founders

By the end of the ________ stage of socialization, the new members internalize and accept the norms of the organization and their work group, are confident in their competence, and feel trusted and valued by their peers. A) encounter B) post-arrival C) establishment D) metamorphosis E) adaptation

D) metamorphosis

When you start to accept the differences between your expectations and the reality of the organization, you move into the ________ stage of socialization. A) prearrival B) post-arrival C) acceptance D) metamorphosis E) post-encounter

D) metamorphosis

Which of the following characteristics of an organization's culture indicates the degree to which management decisions take into consideration the effect of outcomes on employees within the organization? A) attention to detail B) outcome orientation C) team orientation D) people orientation E) stability

D) people orientation

Identify the correct order of stages in the socialization process. A) encounter, metamorphosis, post-encounter B) prearrival, arrival, evaluation C) prearrival, arrival, post-arrival D) prearrival, encounter, metamorphosis E) metamorphosis, preencounter, arrival

D) prearrival, encounter, metamorphosis

The ________ process helps candidates learn about the organization, and if employees perceive a conflict between their values and those of the organization, they can remove themselves from the applicant pool. A) orientation B) training C) performance evaluation D) selection E) institutionalization

D) selection

Your supervisor provides you a mentor to help you with your work and guide you. This shows that your supervisor is using a(n) ________ socialization technique. A) divestiture B) random C) informal D) serial E) variable

D) serial

Pam works for a corporation that recently fired three top managers who were caught using the company credit cards to lavishly furnish their offices and even purchase "office" furniture that was found in their personal homes. Which method of maintaining an ethical culture is Pam's company pursuing? A) serve as a visible role model B) communicate ethical expectations C) provide ethical training D) visibly punish unethical acts E) provide protective mechanisms

D) visibly punish unethical acts

________ are indicators of a strong organizational culture. A) High levels of dissension B) High rates of employee turnover C) Completely horizontal organizational charts D) Narrowly defined roles E) Widely shared values

E) Widely shared values

The key characteristic of organizational culture that addresses the degree to which people are competitive rather than easygoing is termed ________. A) assertiveness B) team orientation C) averseness D) risk taking E) aggressiveness

E) aggressiveness

An organizational culture most likely to shape high ethical standards among its members is one that ________. A) is low in risk tolerance B) is high in aggressiveness C) focuses only on outcomes D) takes a short-term perspective E) balances the rights of multiple stakeholders

E) balances the rights of multiple stakeholders

The organizational culture of Rogue Vogue Corp. is an example of a(n) ________. A) autocratic culture B) subculture C) lowly formalized culture D) reflective culture E) dominant culture

E) dominant culture

Which of the following steps could your supervisor take to best help you develop a commitment to your new company? A) encourage you to work independently at first to learn the ropes B) explain the rules and policies of the organization to you C) discourage you from putting too much emphasis on your perception of the organization D) encourage you to look carefully at your own assumptions, which may be biased E) encourage you to develop friendship ties within the organization

E) encourage you to develop friendship ties within the organization

Which of the following types of socialization involves putting the new employee directly into the job, with little or no special attention? A) investiture socialization B) serial socialization C) collective socialization D) fixed socialization E) informal socialization

E) informal socialization

Stability is one of the seven primary characteristics that capture the essence of an organization's culture. It indicates the degree to which ________. A) employees are encouraged to be innovative and take risks B) management focuses on results or outcomes rather than on the techniques and processes used to achieve them C) management decisions take into consideration the effect of outcomes on people within the organization D) work activities are organized around teams rather than individuals E) organizational activities emphasize maintaining the status quo in contrast to growth

E) organizational activities emphasize maintaining the status quo in contrast to growth

In addition to the organizational culture at Rogue Vogue Corp, the finance department emphasizes attention to detail. In this example, attention to detail is a part of the ________ of the organization. A) core values B) significant traits C) dominant culture D) foundational values E) subculture

E) subculture

T/F: Aggressiveness is one of the seven primary characteristics of organizational culture that capture the essence of an organization's culture. It indicates the degree to which employees are encouraged to be innovative and take risks.

FALSE

T/F: Attention to detail is a primary characteristic of an organization's culture that indicates the degree to which management focuses on results or outcomes rather than on the techniques and processes used to achieve them.

FALSE

T/F: An organizational culture that encourages its managers to engage in severe competition and discourages them from taking risks and innovating is most likely to shape high ethical standards among its members.

false

T/F: Apprenticeship and mentoring programs are examples of random socialization.

false

T/F: During the metamorphosis stage of the socialization process, a new employee compares his or her expectations—about the job, co-workers, the boss, and the organization in general—with the reality in the organization.

false

T/F: Formal socialization involves putting the new employee directly into the job, with little or no special attention.

false

T/F: Instrumental climates are positively associated with employee job satisfaction and organizational commitment.

false

T/F: Spiritual organizations discourage flexible thinking and creativity among employees.

false

T/F: Subcultures act to undermine the dominant culture.

false

T/F: The encounter stage of the socialization process consists of the period of learning that occurs before a new employee joins an organization.

false

T/F: The stronger an organization's culture, the more management should be concerned with developing formal rules and regulations to guide employee behavior.

false

T/F: A dominant culture expresses the core values a majority of members share and that give the organization its distinct personality.

true

T/F: A positive organizational culture emphasizes building on employee strengths, rewards more than it punishes, and emphasizes individual vitality and growth.

true

T/F: A strong culture tends to be a liability for an organization when its environment is undergoing rapid change.

true

T/F: A strong culture tends to reduce employee turnover.

true

T/F: Culture facilitates commitment to something larger than individual self-interest.

true

T/F: Individuals with different backgrounds or at different levels in the organization will tend to describe the organization's culture in similar terms.

true

T/F: Material symbols convey to employees the degree of egalitarianism that is desired by top management.

true

T/F: Organizational cultures often reflect national cultures.

true

T/F: Serial socialization is characterized by the use of role models who train and encourage a newcomer.

true

T/F: The more management relies on formal, collective, sequential, fixed, and serial socialization programs and emphasizes divestiture, the more likely newcomers' differences will be stripped away and replaced by standardized predictable behaviors.

true

T/F: Workplace spirituality recognizes that people have an inner life that nourishes and is nourished by meaningful work in the context of community.

true