Question 11

From a natural system perspective, power in an organization would most likely come from:

Group of answer choices

a. Formal position, rules, contracts, and seniority.

b. Control over resources, external networks, access to information.

c. Personal relationships, informal positions, cultural knowledge.

d. Experience, job titles, salary, substantive actions.

Question 12

Tina chose to work at Stark Industries because she noticed that people felt very passionate about different organizational values during her interview process. When she started working, she also noticed that various divisions within the company had different definitions for what the organization's key values and norms should be. Which of the following best describes this culture.

Group of answer choices

a. High Consensus-Low Intensity

b. Low Consensus-High Intensity

c. Low Content-High Intensity

d. Low Content-Low Consensus

Question 13

As a job applicant during your company visit, you learned a number of things about the company's culture, which of the following would not be considered an artifact of corporate culture?

Group of answer choices

a. Unique terms and language used by employees

b. Reserved parking for the executives

c. Company stories about the company's founder

d. Company sponsored Friday lunch

e. An expectation of employee loyalty

Question 14

Which of the following is true about organizational culture?

Group of answer choices

a. It is usually written down.

b. It can provide a source of organizational control.

c. It generates commitment to improving market share.

d. It fosters a happy and productive workplace.

Question 19

Zappo's Holacracy was a significant change to its organizational structure. The primary purpose of a holacracy is to:

Group of answer choices

a. Shift organizational power from management to employees and teams

b. Increase organizational efficiencies in processing customers' orders

c. make a fun and engaging community for employees

d. Cut costs by removing expensive management positions

Question 15

When cultural values and norms are widespread and generally accepted in the organization, yet people do not generally feel strongly about cultural values and norms, we would say that there is:

Group of answer choices

a. High consensus, high intensity

b. High consensus, low intensity

c. Low consensus, high intensity

d. Low consensus, low intensity

Question 16

It is often difficult for a job candidate to acquire information about an organization's culture because:

Group of answer choices

a. An organization's lived culture may differ from its espoused culture

b. Because the interviewers don't adequately understand their own culture, as it is impossible to describe dimensions of culture

c. Because some organizations lack an organizational culture

d. Because organizational culture is a function of each person's job fit

Question 17

Changing an organization's culture is difficult because:

Group of answer choices

a. It requires a change in personnel.

b. It can require a change in an organization's assumptions and values.

c. It always upsets the power structure and dynamics.

d. It requires a change in an organization's strategy.

Question 18

The taken-for-granted beliefs and ways of doing things in an organization that define the organization's culture are called:

Group of answer choices

a .Values

b. Artifacts

c. Basic Assumptions

d. Vision

Question 19

Zappo's Holacracy was a significant change to its organizational structure. The primary purpose of a holacracy is to:

Group of answer choices

a. Shift organizational power from management to employees and teams

b. Increase organizational efficiencies in processing customers' orders

c. make a fun and engaging community for employees

d. Cut costs by removing expensive management positions

Question 20

A(n) _________ company culture has been associated with higher performance.

Group of answer choices

a. Insular

b. Fun, family oriented

c. Adaptive

d. Informal