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| 1 | |
The basic pattern of shared assumptions, values, and beliefs governing the way employees within an organization think about and act on problems and opportunities is known as |
| | A) | organizational elements. |
| | B) | organizational culture. |
| | C) | organizational structure. |
| | D) | organizational beliefs. |
| | E) | organizational behavior. |
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| 2 | |
In examining the organizational culture dimension of aggressiveness, we would expect to see the characteristics of ____________ and ______________. |
| | A) | few rules, risk taking |
| | B) | tolerance, fairness |
| | C) | precise, analytic |
| | D) | action-oriented, results oriented |
| | E) | little emphasis on social responsibility, competitiveness |
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| 3 | |
Which of the following would be considered an artifact of organizational culture? |
| | A) | Beliefs |
| | B) | Stories and legends |
| | C) | Values |
| | D) | Assumptions |
| | E) | Theories |
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| 4 | |
The programmed routines of daily organizational life that dramatize the organization's culture are known as |
| | A) | ceremonies. |
| | B) | rituals. |
| | C) | cultural artifacts. |
| | D) | behavioral performances. |
| | E) | standards |
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| 5 | |
When an organization has a strong corporate culture the company's level of success is most likely to rise. Of the following, which one would not be included as an important function served by a strong corporate culture? |
| | A) | The social control of a strong culture influences employee decisions and behaviors. |
| | B) | It acts as the social glue that holds the people together. |
| | C) | It helps employees to understand what is going on and why. |
| | D) | It makes it easier for the employees to know what is expected of them. |
| | E) | It limits the autonomy of employees. |
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| 6 | |
A/An ________________ is a cultural form in which employees are receptive to change and engage in continuous improvement of internal processes. |
| | A) | realistic job preview |
| | B) | bicultural audit |
| | C) | adaptive culture |
| | D) | reality shock |
| | E) | ritual |
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| 7 | |
The process of diagnosing cultural relations between companies and determining the extent to which cultural clashes are likely to occur is best identified as which one of the following? |
| | A) | Adaptive culture |
| | B) | Bicultural audit |
| | C) | Artifacts |
| | D) | Reality shock |
| | E) | Attrition |
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| 8 | |
In discussing the merger strategy of separation all of the following are true statements except which one? |
| | A) | The merging companies remain distinct entities. |
| | B) | It works best when firms successfully operate in different businesses. |
| | C) | The merging companies are expected to have minimal exchange of culture. |
| | D) | The merging companies are expected to have minimal exchange of organizational practices. |
| | E) | The success of the firms is increased by their need for the same culture. |
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| 9 | |
The process by which individuals learn the values, expected behaviors and social knowledge necessary to assume their roles in the organization is known as |
| | A) | intuition development. |
| | B) | organizational socialization. |
| | C) | encounter. |
| | D) | organizational culture perpetuation. |
| | E) | cultural networking. |
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| 10 | |
Giving a job applicant a balanced amount of positive and negative information about the job and work context is known as |
| | A) | role management. |
| | B) | socialization. |
| | C) | realistic job preview. |
| | D) | organizational cultural assimilation. |
| | E) | job outlook. |
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