BMGT 2200 - CHP #14

Select the statements that are true regarding culture and change.

Be sure culture fits the vision and mission of the firm. Changing culture starts with targeting one of the three levels of organizational culture. Leaders are the architects and developers of organizational culture. Use a structured approach when considering culture change.

Select the statements that are true regarding culture and change.

Be sure culture fits the vision and mission of the firm. Leaders are the architects and developers of organizational culture. Changing culture starts with targeting one of the three levels of organizational culture. Use a structured approach when considering culture change.

Select the three levels of organizational culture.

Espoused values Basic underlying assumptions Observable artifacts

Select the mechanisms for changing organizational culture.

Leader reactions to crisis Slogans, acronyms, sayings Stories, legends, myths Activities, processes, outcomes Organizational goals Rites and rituals Work flow and organizational structure Systems and procedures

Which of the following often determine the development of subcultures?

Occupational groups Products and technologies Divisions or departments

Which of the following reflect companies with an adhocracy culture?

They emphasize creation of new products and services. They are highly responsive to marketplace changes. They focus externally and value flexibility.

Which of the following are characteristic of basic underlying assumptions?

They reflect employee's core beliefs about the company. They are taken for granted over time. They guide the behavior of an organization.

Which of the following best reflect companies with a hierarchy culture?

They view efficiency as one measure of effectiveness. They focus internally, with a high degree of structure. They emphasize stability and control.

Companies with a(n) _________ culture have an external focus and value flexibility.

adhocracy

One lesson from the competing values framework is that innovation and operational outcomes are linked to characteristics associated with which of the following cultures?

adhocracy market clan

The physical manifestation of an organization's culture is referred to as

artifacts

Organizational values that have become so taken for granted over time that they become assumptions that guide organizational behavior are called:

basic underlying assumptions

The __________ phase of the organizational socialization process requires employees to master important tasks and roles and to adjust their work group's values and norms.

change and aquisition

Companies with an internal focus with a value on flexibility rather than stability and control are said to have a(n) _____ culture.

clan

The competing values framework identifies which of the following fundamental types of organizational culture?

clan hierarchy adhocracy

Which mechanism for culture change most closely corresponds with Experian's emphasis on building culture organically through the use of informal networks?

deliberate role modeling, training, teaching, and coaching

One of the conclusions of the competing values framework is that organizational culture is related to measures of organizational

effectiveness

What are the values that employees actually exhibit based on their observations of what occurs on a daily basis?

enacted values

The three phases in Daniel Feldman's Organizational Socialization model are:

encounter change and acquisition anticipatory socialization

The explicitly stated values and norms that are preferred by an organization are called

espoused values.

Select the important characteristics of organizational culture.

influences our behavior at work learned over time impacts outcomes at multiple levels shared concept

Companies with a(n) ________ culture have a strong external focus and value stability and control.

market

Programs that help employees to integrate, assimilate and transition to new jobs are called __________.

onboarding

The set of implicit assumptions that a group holds and that determines how it perceives, thinks about, and reacts to its various environments is called

organizational culture.

The process by which a person learns the values, norms and required behaviors which permit him to participate as a member of the organization is called

organizational socialization

Select all that can be impacted by organizational culture.

performance employee attitudes organizational effectiveness

Which organizational outcome has the strongest correlation across the four major types of organizational culture?

positive work attitudes

Leaders can send a strong message about acceptable norms and behaviors by paying special attention to what they can measure such as:

processes outcomes activities

The three levels of organizational culture differ in which of the following ways?

resistance to change visibility

Select the four functions of organizational culture.

sense-making device organizational Identity social system stability collective commitment

What type of stability is summarized as the extent to which change and conflict are effectively managed as well as the extent to which the work environment is perceived as reinforcing and positive?

social system stability

What type of plan outlines an organization's long-term goals and the actions necessary to achieve those goals?

strategic

Formal statements in an organization are those about organizational:

values philosophy mission