When organizations core values are intensely held and widely shared It is called as?

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Chapter 17: Organizational culture

Post Test

Now that you have taken the pre test and studied the review material, try the post test to assess your understanding. Once you have completed the test, click on 'Submit Answers for Grading' to get your results.

	The origin of culture as an independent variable affecting an employee's attitudes and behaviour can be traced back more than 50 years to the notion of _____.   bureaucracy organizational structure institutionalization uniformity

	_____ refers to the degree to which management decisions take into consideration the effect of outcomes on employees.   Team orientation Attention to detail Outcome orientation People orientation

	_____ is the degree to which management focuses on results or outcomes rather than on the techniques and processes used to achieve those outcomes.   Attention to detail Innovation and risk taking Outcome orientation Stability

	Bureaucratic organizations tend to maintain the status quo and have cultures that emphasize _____.   stability mediocrity outcome orientation aggressiveness

	A _____ culture expresses the core values that are shared by a majority of the organization's members.   weak dominant core sub-

	_____ tend to develop in large organizations to reflect common problems, situations, or experiences that members face.   Groups Teams Weak cultures Subcultures

	Microsoft's culture values _____ and risk taking.   attention to detail team orientation people orientation aggressiveness

	In a _____, the organization's core values are both intensely held and widely shared.   strong culture transitional culture weak culture intense culture

	A strong culture can substitute for _____, which also creates predictability, orderliness, and consistency.   specialization formalization centralization authority

	In a study of 230 organizations from different industries around the world, having a strong and positive organizational culture was associated with increased organizational effectiveness. However, the importance of different aspects varied from one country to another. Empowerment is more important for performance in _____ and less important in ____.   Japan, United States China, Japan Brazil, Japan France, Brazil

	In its role as a _____ mechanism, culture creates distinctions between one organization and others.   control stabilization boundary-defining identification

	At _____, employees almost universally appear attractive, clean, and wholesome looking.   Dell Anheuser-Busch theme parks IBM Disney

	When is culture a liability?   When the environment is stable When there is little competition When the shared values are not in agreement with those that will further the organization's effectiveness When employees come to the organization with similar cultural backgrounds

	How is culture created?   The founders indoctrinate new employees with their values and vision. The founders hire and retain only employees who think and feel the same way that they do. The founders act as role models of acceptable behaviour and values. All of the above.

	At _____, there no bosses, job titles, or chains of command.   IBM BFI Delta W. R. Gore

	_____ is a process with three stages: prearrival, encounter, and metamorphosis.   Socialization Selection Contrition Customization

	During the _____ stage, the newly hired employee confronts the possible dichotomy between her expectations and reality.   prearrival encounter metamorphosis customization

	Nike employees recount the story of how co-founder Bill Bowerman went to his workshop and poured rubber into his wife's waffle iron to create a better running shoe. This story highlights Nike's culture of _____.   socialization innovation diversity aggressiveness

	Which of the following is NOT likely to shape an ethical culture?   High risk tolerance High aggressiveness Focuses on means as well as outcomes Support for innovation

	_____ has a strong culture that emphasizes obligations to employees. This was evident during their handling of the Tylenol contamination incident.   Johnson and Johnson Enron Merck Glaxo Smith Kline

	Ethical ambiguities can be minimized by creating and disseminating a(n) _____.   employee handbook organizational code of ethics performance standard quota system

	To create an ethical organizational culture, performance appraisals should evaluate the ____ as well as the extent to which goals are reached.   importance economy environment means

	Which of the following is NOT an example of a formal protective mechanism?   ethical counsellors ethical officers ombudsmen auditors

	A _____ organizational culture emphasizes building on employee strengths, rewards more than it punishes, and emphasizes vitality and growth.   positive centralized formalized functional

	As CEO of Auglaize Provido, an agribusiness company, _____ built upon employee strengths to turn the failing business around.   Elzbieta Gorska-Kolodziejczyk Larry Hammond Philippe Lescornez Steve Jobs

	Organizations that promote _____ recognize that people have both a mind and a spirit, seek to find meaning and purpose in their work, and desire to connect with other human beings and be part of a community.   customer-responsiveness diversity awareness productivity workplace spirituality

	Which of the following is NOT a characteristic of spiritual organizations?   humanistic work practices trust and respect low formalization strong sense of purpose

	Which of the following is NOT a conclusion of research into workplace spirituality?   Companies that introduced spiritually based techniques improved productivity and significantly reduced turnover. Spirituality in organizations is positively correlated with creativity, employee satisfaction, team performance, and organizational commitment. Workplace spirituality increases turnover and decreases profits. Organizations that provide their employees with opportunities for spiritual development outperformed those that didn't.

When organization's core values are intensely held and widely shared It is called as?

What are widely shared values?

What are shared values in organizational culture?

What is the name for an organization's shared values beliefs and norms?