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True / False Questions
1. The best inclusiveness strategy is to be blind to all differences.
2. Organizational culture can best be defined as the work roles and authority
relationships in an organization.
3. The elements of culture that are unseen and not identified or realized in
everyday interactions between organizational members are called values.
4. The purpose behind the rites of passage is to motivate commitment to
company's norms and values.
5. Firing a top executive to reaffirm the company's norms and values is an
example of rites of degradation.
6. In order to build common norms and values, a company adopts the rites of
integration.
7. According to Quinn's Competing Values Model, a company that places
strong value upon flexibility and internal focus of the organization has a
hierarchical culture.
8. Burn & Ashes Inc., a publishing and advertising company, places a high
value on stability and control with a focus on integration and unity. This is an
example of the existence of a hierarchical culture in an organization.
9. In a market culture, an employee's current contribution or performance is
the most important factor for employee payment or promotion.
10. An adhocracy culture is the opposite of a hierarchical culture.
11. From a behaviorist's view, trying to change culture without changing the
reward system is an absolutely futile exercise.
12. According to research conducted, clans enjoyed superior performance
when the industry was engaged in more dynamic competition and where barriers
to entry were low.
13. In a very strong culture, there is a great deal of variance in the way people
think and behave within the organization.
14. Organizational structure represents a shared way of being, acting, and
interpreting life in the company.
15. The height of an organization is the number of people that report directly
to a single manager.
16. A functional form of organization is used when the environment is stable,
and the organization is small to medium-sized.
17. A matrix form of departmentation minimizes coordination and
communication.
18. In a product form of organization, activities are grouped on the basis of a
specific project, product, or line of business.
19. Person-organization fit represents a shared way of being, acting, and
interpreting life in the company.
20. Aggressiveness is the degree to which organizational activities emphasize
maintaining the status quo in contrast to growth.
21. Countries that allow inequalities to exist or believe they are natural are
high in power distance.
22. In a low masculine culture, there exists a well-defined distinction between
men's work and women's work.
23. It is critical that the most senior managers live and breathe inclusiveness.
24. A company that values inclusiveness has fewer talented workers to
choose from.
25. Surface-level diversity refers to differences that are easily seen and
generally verifiable.
26. Xers place more value on global awareness, heroism, and goal
achievement.
27. Managers wear yellow hard hats in plants, while workers wear white to
communicate status.
28. To communicate status, executives have reserved spaces while others use
an open lot.
29. To communicate status in an organization, managers have cubicles,
executives have offices, and others have corner offices.
30. In order to communicate status, executives and managers often have huge
computer monitors and up-to-date new computers, while employees, who use
their computers for most of the day, have smaller screens and slower
computers.
Multiple Choice Questions
31. As part of its culture preservation drive, Lorn Inc., an event management
firm, selects and rewards an ‘Employee of the Year' during its annual
performance appraisal with a view to motivating its employees' commitment to
the company's norms and values. This is an example of the company following
the rites of:
