Question 1

Strong corporate cultures are easy to develop and quick to implement.

Accepted Answer

Developing a strong corporate culture is a complex process that takes time, effort, and dedication from all levels of management and employees. It involves identifying core values and beliefs, establishing norms and behaviors, and reinforcing them through consistent communication and actions. Implementation of a strong corporate culture requires a commitment to creating a positive and engaging work environment that fosters trust, respect, and collaboration.

Question 2

Strong corporate cultures just happen.

Accepted Answer

Strong corporate cultures do not just happen on their own. They are intentionally cultivated and nurtured by leaders and employees who are committed to a set of shared values and behaviors. Creating a strong corporate culture requires effort, consistency, and a willingness to adapt to changes and new challenges.

Question 3

In highly innovative organizations, staffing supports innovation.

Accepted Answer

Highly innovative organizations recognize the importance of hiring and retaining staff who are creative, adaptable, and open-minded. These organizations often have dedicated teams or departments focused on innovation, and may also offer training and development opportunities to support employees' innovative skills and ideas.

Question 4

All of the following could be sources of resistance to change EXCEPT:*
A) past successful change.
B) fear of the unknown.
C) loss of control.
D) loss of face.

Accepted Answer

Past successful change is not typically a source of resistance to change. In fact, successful change can often be used as evidence to encourage future change initiatives. Fear of the unknown, loss of control, and loss of face are all common sources of resistance to change.

Question 5

Innovation is the process of taking an idea and putting it into action.

Accepted Answer

Innovation requires not only coming up with an idea but also implementing it and bringing it to market.

Question 6

Given the impossibility of actually "seeing" assumptions and beliefs, it is not possible to actually see the culture of an organization; it is just something that you feel.

Accepted Answer

Culture in an organization can be observed through behaviors, language, and artifacts, such as rituals, ceremonies, and symbols, which are visible manifestations of the underlying assumptions and beliefs.

Question 7

Once an idea is generated, the next step is commercialization.

Accepted Answer

After an idea is generated, the next step typically involves research and development (R&D) to refine the idea, prototype development, testing, and validation before moving on to commercialization.

Question 8

Creating innovative ways to solve pressing social problems is called social engineering.

Accepted Answer

Social engineering typically refers to the psychological manipulation of people into performing actions or divulging confidential information, not to creating solutions for social problems.

Question 9

Special creative units set free from the normal organizational structure are called advanced development teams.

Accepted Answer

The answer of Special creative units set free from the...

Question 10

The "burning bridge" phase is another way to see Lewin's "unfreezing," as it is an attempt to get people to see that they have to "jump" into the change.

Accepted Answer

The "burning bridge" phase is indeed another term for Lewin's "unfreezing" stage, as it involves creating a sense of urgency and motivation for individuals or organizations to make the necessary changes. It can be thought of as burning the bridge to the old ways and forcing people to cross over to the new.

Question 11

Transformational change is more important to an organization than incremental change.

Accepted Answer

Both transformational and incremental changes are important to an organization; their significance depends on the organization's current situation, goals, and environment. Incremental change allows for continuous improvement, while transformational change is necessary for fundamental shifts in strategy, culture, or operations.

Question 12

Both Baby Boomers and Gen Ys rate flexible work as important.

Accepted Answer

Studies have shown that both Baby Boomers and Gen Ys value flexible work arrangements, such as telecommuting and flexible hours, as important factors in job satisfaction.

Question 13

Strong cultures have been identified as a problem for successful organizations.

Accepted Answer

Strong cultures can be a problem for successful organizations because they can lead to resistance to change, groupthink, and a lack of innovation.

Question 14

One of the challenges for managers is that values statements are easy to develop and write, but hard to live up to.

Accepted Answer

Values statements may sound great on paper, but it can be difficult for managers to ensure that their actions and decisions align with those values on a daily basis. It requires commitment, discipline, and sometimes difficult prioritization to truly live up to the values that have been established for a company or organization.

Question 15

Core cultures are found in the underlying values of the organization.

Accepted Answer

Core cultures represent the fundamental beliefs, values, and assumptions within an organization, which shape its overall behavior and decision-making process. These cultures are deeply rooted and essential to the organization's identity and vision.

Question 16

A person's Facebook profile ought to be unaffected by his/her organizational culture.

Accepted Answer

A person's Facebook profile can be influenced by their organizational culture as individuals often share aspects of their work life, adhere to professional standards, or self-censor to align with their organization's values and public image.

Question 17

Highly innovative companies include innovation in their strategy.

Accepted Answer

Highly innovative companies prioritize and incorporate innovation in their overall business strategy. This allows them to continuously develop and introduce new products or services, remain competitive in the market, and meet evolving customer needs.

Question 18

One firm now considered a benchmark for its special culture is Zappos.

Accepted Answer

Zappos is widely recognized for its unique and strong corporate culture, which has been studied and even emulated by other companies.

Question 19

Using robots to improve manufacturing efficiency is an example of product innovation.

Accepted Answer

Using robots to improve manufacturing efficiency is an example of process innovation, as it involves changes in the way products are created or delivered, not changes in the product itself.

Question 20

The "forced coercion" change strategy is most closely linked to the __________ power base.
A) legitimate
B) traditional
C) expert
D) referent

Accepted Answer

The "forced coercion" change strategy involves exerting power through formal authority and the use of threats or punishment. This aligns with the legitimate power base, which refers to the degree of authority a person has in a specific situation.

Quiz 9: Organizational Cultures, Innovation, and Change: Adaptability and Values Set the Tone