Management 110 Chapter 13

Which of the following characteristics is true about high individualism? A. An enjoyment of challenges, and an expectation of rewards for hard work. B. Disregard for privacy. C. Emphasis on mastery and competence. D. Work for intrinsic rewards. E. Harmony more important than honesty.

A. An enjoyment of challenges, and an expectation of rewards for hard work.

Why is group functioning in diverse groups more difficult? A. Diverse groups are less likely to see situations in similar ways. B. It is hard for the team to avoid groupthink. C. More time is available for work performance because group process is ignored. D. Behaviors of individuals team members do not conform to the averages. E. Diverse groups lack the potential to achieve positive outcomes.

A. Diverse groups are less likely to see situations in similar ways.

A company specializing in automotive engineering, Derl Inc., places a premium on stability and control with a focus on integrity and unity within the organization. According to Quinn's Competing Values Model, what organizational structure exists in the company? A. Hierarchy B. Collaboration C. Clan D. Market E. Adhocracy

A. Hierarchy

Which of the following is true about a company with a hierarchial culture? A. Increased formalization rules the organization. B. The company is directed toward competing in its market segments. C. Flexibility within the organization is highly valued. D. Leaders exhibit an entrepreneurial role than one of controlling. E. The company's focus is externally directed.

A. Increased formalization rules the organization.

Which of the following is true about a functional form of organization? A. It promotes clear career ladders in large departments. B. The activities are grouped based on the company's products and services. C. It leads to duplication of resources. D. Employees are grouped on the basis of function for specific product. E. It created a highly flexible- rapid response environment.

A. It promotes clear career ladders in large departments.

The values of discretion and dynamism with a focus outside of the organization is the culture most prevalent in Koft & T Inc., a company networking solutions. According to Quinn's Competing Values Model, what organizational culture does the company exhibit? A. Clan B. Adhocracy C. Market D. Hierarchy E. Traditional

B. Adhocracy

Lofty Shoes Inc., is a medium-sized manufacturing company, using routine technology to achieve its goals of efficiency. They company hires only specialists in shoe designing to staff its production department. What form of departmentation is the company demonstrating? A. Matrix B. Functional C. Involuntary D. Self-contained E. Specialist

B. Functional

Which of the following is true about a matrix form of departmentation? A. It is also called the self-contained form of departmentation. B. It maximizes coordination and communication. C. It is rather rigid and slow to respond. D. Specialized functional knowledge has to be developed. E. The departments are staffed by a specialist in an organizational function.

B. It maximized coordination and communication.

Which dimension of national culture is characteristic of having supervisors and employees treated as equals? A. Low individualism B. Low power distance C. High long-term orientation D. High power distance E. High individualism

B. Low power distance

Which of the following generations embraces strong work ethic values? A. Boomers B. Traditionalists C. Baby Busters D. Xers E. Millenials

B. Traditionalists

In an organizational culture, companies often employ the rites of passage to: A. build common norms and values. B. learn and internalize the company's norms and values. C. change the company's norms and values. D. motivate commitment to norms and values. E. reinforce the company's norms and values.

B. learn and internalize the company's norms and values.

Tea & Stitch LLC, a company specializing in media and technology, strongly believes in the existence of dynamism and integration within the organization . According to Qiunn's Competing Values Model, what organizational culture exists in the company? A. Market B. Hierarchy C. Clan D. Tradition E. Adhocracy

C. Clan

Due to the sudden change in the market environment, with the dual focus of technical specialization and faster information process, Horla & Co., a pioneer in the field of medical supplies, moved from grouping its activities based on its products to grouping its employees based on its functions. What form of departmentation has the company adopted? A. Divisional B. Functional C. Matrix D. Specialist E. Involuntary

C. Matrix

___ refers to the degree to which people accept economic and social differences in wealth, status, and well-being as natural and normal. A. Individualism B. Achievement orientation C. Power distance D. Uncertainty avoidance E. Long-term orientation

C. Power distance

Which of the following is true about a company with the adhocracy culture? A. There is a high value placed on stability and control. B. Increased formalization rules the organization. C. Risk taking is encouraged and innovation is valued in the company. D. The leaders' role mainly consists of organizing, monitoring, measuring, and evaluating the activities o subordinates. E. Most promotions occur from within the organization.

C. Risk taking is encouraged and innovation is valued in the company

Which of the following is true about an organization advocating the market culture? A. There is a strong value placed upon flexibility B. A high degree of individual development exists. C. Leaders fill the role of a mentor rather than a task manager. D. Driven and competitive people thrive in this culture. E. Company spends a great deal of time and effort in developing their next generation leaders.

D. Driven and competitive people thrive in this culture.

Which of the following is true of a manager who is diversity aware? A. His/her decisions are based on false assumptions and anecdotal evidence. B. He/she judges traits of a group as positive or negative. C. He/she assumes characteristics thought to be common to a group apply uniformly to every member of that group. D. He/she views cultural differences as neutral. E. He/she ascribes motives for group members' behavior.

D. He/she views cultural differences as neutral.

Which of the following characteristics is true about a low long-term orientation? A. Family is the basis of society B. Parents and men have more authority than young people and women C. Strong work ethic D. High creativity, individualism E. High value placed on education and training

D. High creativity, individualism

Which of the following is true about a divisional form of organization? A. It groups people by function for a specific project or line of business. B. It lessens work involvement. C. It promotes skill specialization. D. It promotes delegation of authority and responsibility. E. It is used in small- to medium-sized organizations.

D. It promotes delegation of authority and responsibility.

H&P Inc., a company supplying hardware components to some of the biggest automobile manufactures worldwide, is geared toward competing in its market segments. The senior managers, therefore, use strict measures of performance to control subordinates behavior. According to Quinn's Competing Values Model, what organizational culture exists in the company? A. Adhocracy B. Clan C. Hierarchy D. Market E. Traditional

D. Market

Which generation places more value on global awareness and heroism? A. Traditionalists B. Busters C. Xers D. Millenials E. Boomers

D. Millenials

Which of the following generation focuses on loyalty not to the company but to the relationship with others? A. Boomers B. Traditionalists C. Generation Y D. Xers E. Millenials

D. Xers

As part of its culture preservation drive, Lorn Inc., an event management firm, selects and rewards an 'Employee of the Year' during its annual performance appraisal with a view to motivating its employees' commitment to the company's norms and values. This is an example of the company following the rites of: A. internalization. B. passage. C. degradation. D. enhancement. E. intergation

D. enhancement

___ work values tend to focus on quality of life and nonconformance. A. Traditionalists' B. Busters' C. Xers' D. Millenials' E. Boomers'

E. Boomers'

The goals of Secure LLC., a company offering secure wireless installation, are product specialization and innovation. The functions of the company are grouped on the basis of the products it offers to its customers. Which of the following organizational forms has been adopted by the company? A. Matrix B. Involuntary C. Functional D. Specialist E. Divisional

E. Divisional

Which of the following is true about stereotyping? A. It is based on differences verified by empirical research on actual intergroup differences B. It allows for individual differences. C. It assumes a higher probability that members of a group share the traits of the group. D. It views cultural differences as neutral. E. It ascribes motives for group members' behavior.

E. It ascribes motives for group members' behavior.

Which dimesion of national culture is characteristic of informal business attitude? A. High power distance B. Low masculinity C. High long-term orientation D. Low individualism E. Low uncertainty avoidance

E. Low uncertainty avoidance

Which of the following is true about a company with the clan culture? A. The leadership role primarily consists of organizing, monitoring, measuring, and evaluating the activities of the subordinates. B. High value is placed on stability with a focus outside of the organization. C. Employee performance is the most important factor for promotion. D. Driven and competitive people thrive in this culture. E. Major number of promotions occur within the company

E. Major number of promotion occur within the company.

___ are the first generation to be truly surrounded by technology and a media-driven world. A. Boomers B. Traditionalists C. Busters D. Xers E. Millenials

E. Millenials

Which of the following is true about the rites of integration? It serves to: A. reinforce the company's norms and values. B. help employee learn and internalize the company's norms and values. C. motivate the commitment to norms and values. D. change the company's norms and values. E. build common norms and values amongst the employees.

E. build common norms and values amongst the employees.

A company that values inclusiveness has fewer talented workers to choose from

False

A matrix form of departmentation minimizes coordination and communication.

False

According to Quinn's Competing Values Model, a company that places strong value upon flexibility and internal focus of the organization has a hierarchical culture.

False

According to research conducted, clans enjoyed superior performance when the industry was engaged in more dynamic competition and where barriers to entry were low.

False

Aggressiveness is the degree to which organizational activities emphasize maintaining the status quo in contrast to growth.

False

In a low masculine culture, there exist a well-defined distinction between a men's work and a women's work.

False

In a product form of organization, activities are grouped on the basis of a specific project, product, or line of business.

False

In a very strong culture, there is a great deal of variance in the way people think and behave within the organization.

False

Managers wear yellow hard hats in plants while workers wear white tom communicate.

False

Organizational culture can best be defined as the work roles and authority relationships in an organization.

False

Organizational structure represents a share way of being, acting, and interpreting life in the company.

False

Person-organization fit represents a shared way of being, acting, and interpreting life in the company.

False

The best inclusiveness strategy is to be blind to all differences

False

The elements of culture that are unseen and not identified or realized in everyday interactions between organization members are called values

False

The height of an organization is the number of people that report directly to a single manager.

False

The purpose behind the rites of passage to motivate commitment to company's norms and values

False

To communicate status in an organization, managers have cubicles, executives have offices, and others have corner offices.

False

Xers place more value on global awareness, heroism, and goal achievement

False

A functional form of organization is used when the environment is stable, and the organization is small to medium-sized.

True

An adhocracy culture is the opposite of a hierarchical culture

True

Burn & Ashes Inc., a publishing and advertising company, places a high value on stability and control with a focus on integration and unit. This is an example of the existence of hierarchical culture in an organization.

True

Countries that allow inequalities to exist or believe they are natural are high in power distance

True

Firing a top executive to reaffirm the company's norms and values is an example of rites of degradation

True

From a behaviorist's view, trying to change culture without changing the reward system is absolutely futile exercise.

True

In a market culture, an employee's current contribution or performance is the most important factor for employee payment or promotion.

True

In order to build common norms and values, a company adopts the rites of integration.

True

In order to communicate status, executives and managers often have huge computer monitors and up-to-date new computers, while employees, who use their computers for most of the day, have smaller screens and slower computers.

True

It is critical that the most senior managers live and breathe inclusiveness

True

Surface-level diversity refers to differences that are easily seen and generally verifiable.

True

To communicate status, executives have reserved spaces while others lot

True