MNGT 300 final part 2

Larry has an employee that is amazing at clearly seeing rules and enforcing them. He has recently promoted her to the lead position in quality assurance. Which aspect of creating a positive organizational culture is Larry utilizing?

A) rewarding more than punishing B) building on organization strengths C) emphasize individual growth D) building on employee strengths E) emphasizing organizational vitality and growth Answer: D

Phyllis 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 Phyllis'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

A) serve as a visible role model B) communicate ethical expectations C) provide ethical training D) visibly punish unethical acts E) provide protective mechanisms Answer: D

24) In recent years, ________ has become the primary concern in acquisitions and mergers. A) cultural compatibility B) cultural synergy C) financial advantages D) product synergy E) value dominance

Answer: A Explanation: Historically, when management looked at acquisition or merger decisions, the key factors were financial advantage and product synergy. In recent years, cultural compatibility has become the primary concern. All things being equal, whether the acquisition actually works seems to have more to do with how well the two organizations' cultures match up.

37) The time when a new employee sees what the organization is really like and realizes that expectations and reality may diverge is called the ________ stage. A) encounter B) exploration C) establishment D) metamorphosis E) mirroring

Answer: A Explanation: On entry into the organization, the new member enters the encounter stage and confronts the possibility that expectations, about the job, co-workers, the boss, and the organization in general, may differ from reality.

When looking at an e-mail from one of her project managers, 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) emphasize individual growth D) building on employee strengths E) emphasizing organizational vitality and growth

Answer: A Explanation: Patricia is utilizing rewards, rather than punishment. Most organizations are focused on extrinsic rewards such as pay and promotions, and often forget about the power of smaller rewards such as the praise that Patricia is giving.

42) Phil is new at JPS Corp, but after a week he already knows that the founder of the corporation started the business in his garage with only $10,000 and one client. This information was most likely transmitted to Phil by way of ________. A) stories B) material symbols C) rituals D) language E) reflections

Answer: A Explanation: Phil most likely knows this legend through the passing of stories. Stories circulate through organizations. They typically contain a narrative of events about the organization's founders, rule breaking, rags-to-riches successes, reductions in the workforce, relocation of employees, and organizational coping.

45) Which one of the following terms is not a component of rituals? A) material symbols B) sequenced activities C) repetition D) key values E) reinforcement

Answer: A Explanation: Rituals are repetitive sequences of activities that express and reinforce the key values of the organization, what goals are most important, which people are important, and which people are expendable.

A corporation that makes sure that all of their products are purchased directly from the producers, effectively eliminating the middle-man, and striving for fair trade practices is engaging in ________, a common element of a spiritual organization. A) strong sense of purpose B) trust and respect C) material symbols D) humanistic work practices E) toleration of employee expression

Answer: A Explanation: Spiritual organizations build their cultures around a meaningful purpose, such as fair trade practices. Although profits may be important, they're not the primary values of the organization. People want to be inspired by a purpose they believe is important and worthwhile.

43) ________ help(s) employees understand the history and past actions of an organization, and make the current organizational culture more legitimate. A) Stories B) Material symbols C) Rituals D) Language E) Reflections

Answer: A Explanation: Stories anchor the present in the past and explain and legitimate current practices.

44) Which of the following is not an example of stories? A) how the new standard operating procedures will be implemented B) how the founders started the company C) how the workforce grew from three to three hundred in one year D) how the company had to cut one thousand employees last year E) how the company redesigned their product after near bankruptcy

Answer: A Explanation: Stories circulate through organizations. They typically contain a narrative of events about the organization's founders, rule breaking, rags-to-riches successes, reductions in the workforce, relocation of employees, and organizational coping. Implementation of operating procedures are not considered stories.

41) ________ typically contain(s) a narrative of events about the organization's founders, rule breaking, or reactions to past mistakes. A) Stories B) Material symbols C) Rituals D) Language E) Reflections

Answer: A Explanation: Stories circulate through organizations. They typically contain a narrative of events about the organization's founders, rule breaking, rags-to-riches successes, reductions in the workforce, relocation of employees, reactions to past mistakes, and organizational coping.

30) Top management has a major impact on the organization's culture through ________. 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 management's initiatives

Answer: A Explanation: The actions of top management also have a major impact on the organization's culture. Through words and behavior, senior executives establish norms that filter through the organization about, for instance, whether risk taking is desirable, how much freedom managers should give employees, what is appropriate dress, and what actions pay off in terms of pay raises, promotions, and other rewards.

40) Which of the following is not a means of transmitting culture within an organization? A) stories B) aversion therapy C) rituals D) language E) material symbols

Answer: B Explanation: Culture is transmitted to employees in a number of forms, the most potent being stories, rituals, material symbols, and language.

35) The employee compares her expectations to organizational reality in which stage of socialization? A) prearrival B) encounter C) metamorphosis D) ritual E) analysis

Answer: B Explanation: On entry into the organization, the new member enters the encounter stage and confronts the possibility that expectations, about the job, co-workers, the boss, and the organization in general, may differ from reality.

34) Elsa joined her new law firm expecting to have a part in exciting environmental law cases, and cutting edge research. After one month at the firm she still hasn't been assigned a case and spends most of her time filing standardized appeals for title disputes with insurance companies. In which stage of the socialization process is Elsa? A) prearrival B) encounter C) metamorphosis D) ritual E) systemic

Answer: B Explanation: On entry into the organization, the new member enters the encounter stage and confronts the possibility that expectations, about the job, co-workers, the boss, and the organization in general, may differ from reality. Elsa is in the encounter stage.

To create a more ethical culture, management should do all of the following except ________. A) serve as a visible role model B) cover up unethical acts C) provide ethical training D) communicate ethical expectations E) provide protective mechanisms

Answer: B Explanation: Research suggests managers can have an effect on the ethical behavior of employees by adhering to the following principles: be a visible role model, communicate ethical expectations, provide ethical training, and provide protective mechanisms.

28) The selection process helps sustain the organization's culture by ________. A) establishing and enforcing norms B) ensuring that candidates fit well within the organization C) socializing the applicant D) identifying individuals who have the skills to perform certain jobs E) rewarding conformity

Answer: B Explanation: Selection is a two-way street, allowing employer or applicant to avoid a mismatch and sustaining an organization's culture by selecting out those who might attack or undermine its core values.

) Barbara is the lead editor for a small, city newspaper. One of her advertising sales representatives is pulling in a lot of restaurant clients. Barbara 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, which includes the representative on the by-line. 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 Barbara utilizing? A) rewarding more than punishing B) building on organization strengths C) emphasize individual growth D) creating loose management oversight E) emphasizing organizational vitality and growth

Answer: C

What does a positive organizational culture do? A) uses negative reinforcement and punishment B) rarely uses rewards C) emphasizes individual growth D) emphasizes building on the organization's strengths E) emphasizes organizational vitality

Answer: C Explanation: A positive organizational culture emphasizes building on employee strengths, rewards more than it punishes, and emphasizes individual vitality and growth

26) Culture creation occurs in all of the following ways except when ________. A) founders hire and keep employees who think and feel the way they do B) founders indoctrinate and socialize employees to their way of thinking and feeling C) founders develop their vision covertly D) founders' behavior acts as a role model E) founders refuse to be constrained by previous ideologies

Answer: C Explanation: Culture creation occurs in three ways. First, founders hire and keep only employees who think and feel the same way they do. Second, they indoctrinate and socialize these employees to their way of thinking and feeling. And finally, the founders' own behavior encourages employees to identify with them and internalize their beliefs, values, and assumptions.

49) Which of the following is not a message conveyed by material symbols? A) who is important B) top management's egalitarianism C) who is going to be hired or fired D) appropriate risk-taking behavior E) appropriate authoritarian behavior

Answer: C Explanation: Material symbols such as the size of offices, the elegance of furnishings, executive perks, and attire, convey to employees who is important, the degree of egalitarianism top management desires, and the kinds of behavior that are appropriate, such as risk taking, conservative, authoritarian, participative, individualistic, or social.

31) The process through which employees are adapted to an organization's culture is called ________. A) personalization B) mentoring C) socialization D) institutionalization E) intimidation

Answer: C Explanation: No matter how good a job the organization does in recruiting and selection, new employees are not fully indoctrinated in the organization's culture and can disrupt beliefs and customs already in place. The process that helps new employees adapt to the prevailing culture is socialization.

36) 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 which stage of socialization? A) prearrival B) ritual C) encounter D) metamorphosis E) reflection

Answer: C Explanation: On entry into the organization, the new member enters the encounter stage and confronts the possibility that expectations, about the job, co-workers, the boss, and the organization in general, may differ from reality. A new member may become disillusioned enough with the reality to resign. Diff: 2 Page Ref: 529

46) Rituals perform all of the following functions except that of ________. A) reinforcing the key values of the organization B) emphasizing the organization's goals C) revealing the company's bottom line in terms of net profit D) reinforcing the company's perspective on which people are important E) revealing the company's view of which people are expendable

Answer: C Explanation: Rituals are repetitive sequences of activities that express and reinforce the key values of the organization, what goals are most important, which people are important, and which people are expendable.

How might U.S. managers be culturally sensitive? A) discuss religion more B) discuss politics frequently C) listen more D) speak quickly E) talk in a high tone of voice

Answer: C Explanation: Some ways in which U.S. managers can be culturally sensitive include talking in a low tone of voice, speaking slowly, listening more, and avoiding discussions of religion and politics.

48) All of the following are examples of material symbols except ________. A) top executives' use of the company jet B) a swimming pool for the employees to use C) new employee orientations D) luxury cars for executives E) private parking spots

Answer: C Explanation: The layout of corporate headquarters, the types of automobiles top executives are given, company swimming pools, and the presence or absence of corporate aircraft are a few examples of material symbols. Others include the size of offices, the elegance of furnishings, executive perks, and attire.

Which of the following is not a common cultural characteristic evident in a spiritual organization? A) strong sense of purpose B) trust and respect C) material symbols D) humanistic work practices E) toleration of employee expression

Answer: C Explanation: There are four cultural characteristics that tend to be evident in spiritual organizations: strong sense of purpose, trust and respect, humanistic work practices, and toleration of employee expression. Material symbols are a way that employees learn culture

Organizations that promote a spiritual culture ________. A) have organized religious practices B) adopt a corporate religion C) recognize that people have both a mind and a spirit D) de-emphasize community in the work place E) tend to downplay the importance of employee satisfaction

Answer: C Explanation: Workplace spirituality is not about organized religious practices. It's not about God or theology. Workplace spirituality recognizes that people have an inner life that nourishes and is nourished by meaningful work in the context of community.

38) Javier is starting a job for an advertising agency as a graphic designer. He is highly creative. Which of the following socialization options would be least effective in Javier's cultural socialization process? A) Javier in allowed to begin designing a small portion of a project without any formal training. B) Javier's boss feels that Javier's skills and experience require little training. C) Javier is not expected to advance to taking on his own project until he's ready D) Javier is appointed a mentor and is told he must follow his mentor's directions. E) Javier is socialized through lunches with each of his team members.

Answer: D Explanation: Creative fields, such as advertising, rely on individual practices. Their programs are informal, individual, random, variable, and disjunctive and emphasize investiture and are more likely to give newcomers an innovative sense of their role and methods of working. Javier would be better left alone, without a mentor tightly monitoring his work.

In the socialization process, the period of learning that occurs before a new employee joins an organization is termed the encounter stage.

Answer: FALSE Explanation: The prearrival stage explicitly recognizes that each individual arrives with a set of values, attitudes, and expectations about both the work to be done and the organization.

Which of the following is not a criticism of the idea of the spiritual organizational culture? A) there is very little research B) work and religion should be separate C) spirituality and profits aren't compatible D) it helps people find purpose in work E) there is no scientific foundation

Answer: D Explanation: Critics of the spirituality movement in organizations have focused on three issues. First is the question of scientific foundation. What really is workplace spirituality? Second, are spiritual organizations legitimate? Specifically, do organizations have the right to impose spiritual values on their employees? Third is the question of economics: Are spirituality and profits compatible?

60) HUP corporation discussed the economic downturn with all of the employees and offered them the option to have the entire corporation reduce their hours to a part time status, or force management to reduce the staff by fifteen percent. Management allowed the employees to vote on the best method, and they chose to go part time. HUP is engaging in ________, a common element of a spiritual organization. A) strong sense of purpose B) trust and respect C) material symbols D) humanistic work practices E) toleration of employee expression

Answer: D Explanation: Humanistic work practices include flexible work schedules, group-and organization-based rewards, narrowing of pay and status differentials, guarantees of individual worker rights, employee empowerment, and job security. HUP is engaging in humanistic work practices by keeping everyone employed and by allowing the employees to be a part of the decision.

47) All of the following are examples of rituals except ________. A) anniversary parties honoring long-time employees B) annual award meetings C) fraternity initiations D) the placement of offices within corporate headquarters E) singing company songs

Answer: D Explanation: Rituals are repetitive sequences of activities that express and reinforce the key values of the organization, what goals are most important, which people are important, and which people are expendable. Office placement is not a ritual.

29) The selection process helps candidates learn about an organization. If employees perceive a conflict between their values and those of the organization, this gives them a chance to ________. A) work to change the organization B) express their concerns C) inform the organization of appropriate changes D) self-select out of the applicant pool E) rectify their cognitive dissonance

Answer: D Explanation: Selection is a two-way street, allowing employer or applicant to avoid a mismatch and sustaining an organization's culture by selecting out those who might attack or undermine its core values.

) An organizational culture most likely to shape high ethical standards is one that ________. A) is high in risk tolerance B) is low-to-moderate in aggressiveness C) focuses on means as well as outcomes D) all of the above E) none of the above

Answer: D Explanation: The organizational culture most likely to shape high ethical standards among its members is one that's high in risk tolerance, low to moderate in aggressiveness, and focused on means as well as outcomes.

32) Jennifer is opening a new clothing boutique and she wants to cultivate a positive, hip, culture at the store. Which of the following is not something that Jennifer could do to create the culture that she desires? A) Hire sales staff that wears the style of clothing that she intends to promote. B) Dress in very modern and hip fashions for her staff interviews. C) Offer the staff flexible schedules that coordinate with their hobbies or studies. D) Establish firm rules and dress codes during the staff orientation session. E) Clearly express in a mission statement the type of service desired at the store.

Answer: D Explanation: Three forces play a particularly important part in sustaining a culture: selection and orientation practices, the actions of top management, and socialization methods. Jennifer should hire people that fit her values in attitude and dress, offer positive work schedules and express her statement. She should not have high formalization in the form of rules.

39) New employees are usually comfortable with their organizations by the end of the ________ stage of socialization. A) encounter B) exploration C) establishment D) metamorphosis E) adaptation

Answer: D Explanation: To work out any problems discovered during the encounter stage, the new member changes or goes through the metamorphosis stage, by the end of which they are usually comfortable in their new position.

33) The correct order for the stages of the socialization process is ________. A) prearrival, metamorphosis, encounter B) prearrival, encounter, ritual C) prearrival, ritual, encounter D) prearrival, encounter, metamorphosis E) prearrival, ritual, arrival

Answer: D Explanation: We can think of socialization as a process with three stages: prearrival, encounter, and metamorphosis.

27) All of the following are factors that serve to sustain organizational cultures except ________. A) selection B) orientation C) socialization D) top management E) frugality

Answer: E

Which of the following is not a general perception that the international business community has of U.S. managers? A) arrogant B) loud C) self-absorbed D) capitalist E) unethical

Answer: E Explanation: The United States is a dominant force in business and in culture, and with that influence comes a reputation. It is relatively accepted that U.S. citizens abroad are seen throughout the world as arrogant people, totally self-absorbed, capitalist concerned, and loud. However, bribery and other unethical practices are not generally expected from U.S. management abroad.

The degree to which employees are encouraged to be innovative and take risks is termed aggressiveness.

Answer: FALSE Explanation: Aggressiveness is the degree to which people are aggressive and competitive rather than easygoing. Innovation and risk taking is the degree to which employees are encouraged to be innovative and take risks.

The success of a merger depends most strongly upon the example set by the top management of the merged organizations.

Answer: FALSE Explanation: All things being equal, whether the acquisition actually works seems to have more to do with how well the two organizations' cultures match up.

Research demonstrates that subcultures act to undermine the dominant culture.

Answer: FALSE Explanation: Subcultures tend to develop in large organizations to reflect common problems, situations, or experiences faced by groups of members in the same department or location. The purchasing department can have a subculture that includes the core values of the dominant culture plus additional values unique to members of the purchasing department.

The stage of socialization where an individual confronts the possible dichotomy between her expectations and reality is the encounter stage.

Answer: TRUE Explanation: On entry into the organization, the new member enters the encounter stage and confronts the possibility that expectations, about the job, co-workers, the boss, and the organization in general, may differ from reality. If expectations were fairly accurate, the encounter stage merely cements earlier perceptions.

Individuals with different backgrounds in an organization will tend to describe the organization's culture in similar terms.

Answer: TRUE Explanation: Organizational culture represents a common perception the organization's members hold. We should expect, therefore, that individuals with different backgrounds or at different levels in the organization will tend to describe its culture in similar terms.

A strong culture can be a liability for an organization.

Answer: TRUE Explanation: There are many potentially dysfunctional aspects of culture, especially a strong one, on an organization's effectiveness.

Senior executives establish norms that filter down through the organization as to whether risk taking is desirable.

Answer: TRUE Explanation: This leads us to the ultimate source of an organization's culture: its founders. Founders traditionally have a major impact on an organization's early culture.

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

Explanation: An organization's customs, traditions, and general way of doing things are largely due to what it has done before and how successful it was in doing it. Because of this, the ultimate source of an organization's culture tends to be its founders.