Reference no: EM133412133
Questions
1. Which statement about the Organizational Culture Inventory is correct?
A. People use the Organizational Culture maps to describe four alternative types of organizational cultures.
B. Using the Organizational Culture Inventory, people describe the behaviors and expectations that make up the prevailing cultures of their organizations.
C. In an aggressive/defensive culture, members tend to act defensively in their working relationships, seeking to protect their security.
D. In a passive/defensive culture, members are encouraged to work together in ways that meet higher order human needs.
E. In a constructive culture, members tend to act forcefully in their working relationships to protect their status and positions.
2. Dysfunctional effects of organisational culture are:
A. Institutionalisation: a condition that occurs when an organisation takes on a life of its own, apart from any of its members, and acquires immortality.
B. Barriers to change, when a culture's values are aligned with the values necessary for rapid change.
C. Barriers to diversity, when weak cultures put considerable pressure on employees to conform, which may lead to institutionalised bias.
D. Barriers to acquisitions and mergers, when compatible cultures can destroy an otherwise successful merger.
3. What factors create organizational culture?
A. The thoughts and values of new employees.
B. The founders hire and keep only the employees who does not think and feel the same way they do.
C. The founders do not indoctrinate and socialise these employees to their way of thinking and feeling.
D. The founders' own behaviour acts as a role model that encourages employees to identify with them and thereby internalise their beliefs, values and assumptions.
4. Culture defines the boundary between one organisation and others. It:
A. Conveys a sense of identity for the organisation.
B. Conveys a sense of identity for non-members.
C. Facilitates the generation of commitment to self-interest only .
D. Serves as a sense-making and control mechanism for fitting employees in the organisation.