Question 1

An organization's basic assumptions are difficult to change.

Accepted Answer

Basic assumptions, which are not observable, represent the core values of an organization's culture that are taken for granted and, as a result, are difficult to change.

Question 2

A ritual is a narrative based on true events, which is repeated and sometimes embellished upon to emphasize a particular value of an organization.

Accepted Answer

A story is a narrative based on true events, which is repeated and sometimes embellished upon to emphasize a particular value.Stories are oral histories that are told and retold by members about incidents in the organization's history.

Question 3

For IKEA, whose vision is "to create a better life for the many," the inexpensive LACK side table would be considered a symbol.

Accepted Answer

A symbol is an object, act, quality, or event that conveys meaning to others.In an organization, symbols convey its most important values.Example: One of the most iconic products of IKEA, maker of inexpensive home furnishings, whose vision is "to create a better life for the many," is the LACK table, a 22-inch by 22-inch side table that sells for only $9.99.

Question 4

A clan culture has an external focus and values flexibility rather than stability and control.

Accepted Answer

A clan culture has an internal focus and values flexibility rather than stability and control .

Question 5

A company with a formalized, structured work environment aimed at achieving efficiency, timeliness, and reliability in the creation and delivery of products has a clan culture.

Accepted Answer

Hierarchy culture has an internal focus and values stability and control over flexibility.Companies with this kind of culture are apt to have a formalized, structured work environment aimed at achieving effectiveness through a variety of control mechanisms that measure efficiency, timeliness, and reliability in the creation and delivery of products.

Question 6

Corporate culture is as also known as organizational structure.

Accepted Answer

Organizational culture, also called corporate culture, is a system of shared beliefs and values that develops within an organization and guides the behavior of its members.Organizational structure is a formal system of task and reporting relationships that coordinate and motivates an organization's members so that they can work together to achieve the organization's goals.

Question 7

A formal system of task and reporting relationships that coordinate and motivate an organization's members is known as an organizational configuration.

Accepted Answer

Organizational structure is a formal system of task and reporting relationships that coordinate and motivates an organization's members so that they can work together to achieve the organization's goals.

Question 8

Organizational culture can vary widely across organizations on dimensions of treatment of employees, teamwork, and risk taking.

Accepted Answer

Culture can vary considerably, with different organizations having differing emphases on risk taking, treatment of employees, teamwork, rules and regulations, conflict and criticism, and rewards.

Question 9

An adhocracy culture attempts to create innovative products by being adaptive, creative, and quick to respond to the environment.

Accepted Answer

An adhocracy culture has an external focus and values flexibility.This type of culture attempts to create innovative products by being adaptable, creative, and quick to respond to changes in the marketplace.

Question 10

Organizational culture appears as three layers: observable artifacts, token values, and foundational beliefs.

Accepted Answer

Organizational culture appears as three layers: (1) observable artifacts, (2) espoused values, and (3) basic assumptions.

Question 11

A hero is a person whose accomplishments embody the values of the organization.

Accepted Answer

A hero is a person whose accomplishments embody the values of the organization.

Question 12

In an organization, culture exists on both visible and unobservable levels.

Accepted Answer

At the most visible level, organizational culture is expressed in observable artifacts, like manner of dress, awards, stories, and ceremonies; basic assumptions, which are not observable, represent the core values of an organization's culture.

Question 13

Allowing business-casual dress in the workplace is an example of the espoused values portion of organizational culture.

Accepted Answer

Observable artifacts include business-casual dress on weekdays and jeans on Fridays.

Question 14

When Pfizer Pharmaceuticals manages failure and disappointment and helps drug researchers live for the small victories in discovering new drugs for various diseases, it is focusing on the adhocracy aspects of its culture.

Accepted Answer

An adhocracy culture has an external focus and values flexibility.This type of culture attempts to create innovative products (new drugs) by being adaptable, creative, and quick to respond to changes in the marketplace.Employees are encouraged to take risks and experiment with new ways of getting things done (drug research).

Question 15

Espoused values represent the values and norms actually exhibited in the organization.

Accepted Answer

Enacted values represent the values and norms actually exhibited in the organization.

Question 16

When the National Football League annually presents the winners of the Super Bowl with rings in a ceremony, it is an example of a ritual.

Accepted Answer

Rites and rituals are the activities and ceremonies, planned and unplanned, that celebrate important occasions and accomplishments in the organization's life.Military units and sports teams have long known the value of ceremonies handing out decorations and awards, but many companies have rites and rituals as well.

Question 17

Confidential matters and issues involving discipline cannot be effectively delegated.

Accepted Answer

Odette Pollar believes that any tasks that are confidential or that involve the evaluation, discipline, or counseling of subordinates should never be handed off to someone else.

Question 18

The "social glue" that binds customers to a particular firm is called organizational culture.

Accepted Answer

Organizational culture, sometimes called corporate culture, is a system of shared beliefs and values that develops within an organization and guides the behavior of its members.This is the "social glue" that binds members of the organization together.

Question 19

If your boss asked you to take care of a task, productivity expert Odette Pollar says it is still OK to delegate it.

Accepted Answer

Odette Pollar recommends that you don't delegate special tasks that your boss asked you to do, unless you have his or her permission.

Question 20

A market culture has a strong external focus and values stability and control.

Accepted Answer

A market culture has a strong external focus and values stability and control.

Quiz 8: Organizational Culture, Structure, and Design: Building Blocks of the Organization

An organization's basic assumptions are difficult to change.

A ritual is a narrative based on true events, which is repeated and sometimes embellished upon to emphasize a particular value of an organization.

For IKEA, whose vision is "to create a better life for the many," the inexpensive LACK side table would be considered a symbol.

A clan culture has an external focus and values flexibility rather than stability and control.

A company with a formalized, structured work environment aimed at achieving efficiency, timeliness, and reliability in the creation and delivery of products has a clan culture.

Corporate culture is as also known as organizational structure.

A formal system of task and reporting relationships that coordinate and motivate an organization's members is known as an organizational configuration.

Organizational culture can vary widely across organizations on dimensions of treatment of employees, teamwork, and risk taking.

An adhocracy culture attempts to create innovative products by being adaptive, creative, and quick to respond to the environment.

Organizational culture appears as three layers: observable artifacts, token values, and foundational beliefs.

A hero is a person whose accomplishments embody the values of the organization.

In an organization, culture exists on both visible and unobservable levels.

Allowing business-casual dress in the workplace is an example of the espoused values portion of organizational culture.

When Pfizer Pharmaceuticals manages failure and disappointment and helps drug researchers live for the small victories in discovering new drugs for various diseases, it is focusing on the adhocracy aspects of its culture.

Espoused values represent the values and norms actually exhibited in the organization.

When the National Football League annually presents the winners of the Super Bowl with rings in a ceremony, it is an example of a ritual.

Confidential matters and issues involving discipline cannot be effectively delegated.

The "social glue" that binds customers to a particular firm is called organizational culture.

If your boss asked you to take care of a task, productivity expert Odette Pollar says it is still OK to delegate it.

A market culture has a strong external focus and values stability and control.