Chapter 02 Organizational Culture, Socialization, and …testbankcollege.eu/sample/Test-Bank-Organizational... · Web viewFull file at 2-1 Chapter 02 Organizational Culture, Socialization,

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Chapter 02Organizational Culture, Socialization, and Mentoring

TEST PLANNING TABLE FOR CHAPTER 2

Learning Goal Easy Medium Hard

1. Discuss the layers and functions of organizational culture.

2, 3, 6, 7, 22, 25, 29, 33

1, 4, 5, 23, 24, 28, 30, 31, 32, 70, 71

26, 27

2. Describe the general types of organizational culture and their associated characteristics.

34, 35 8, 9, 10, 11, 12, 36, 37, 39, 40, 41, 43

13, 38, 42, 72

3. Summarize the process by which organizations change their cultures.

14, 15 44, 45, 73

4. Describe the three phases in Feldman’s model of organizational socialization.

46, 49, 52, 53 16, 47, 48, 54 50, 51, 57, 74

5. Discuss the various tactics used to socialize employees.

18, 55, 56 17, 75

6. Explain the four types of developmental networks derived from a developmental network model of mentoring.

19, 58, 61, 68 20, 21, 59, 60, 62, 63, 64, 65, 66, 67, 69

76

Total number of test items: 76

True/false questions are in plain text.Multiple choice questions are in bold text.Short answer questions are in bold underlined text.

True / False Questions

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1. (p. 36) Organizational culture is passed on to new employees through the process of socialization. TRUE

AACSB: Group-individual dynamicsBloom's: KnowledgeDifficulty: MediumLearning Objective: 1

2. (p. 37) Espoused values represent the explicitly stated values and norms that are preferred by an organization. TRUE

AACSB: Group-individual dynamicsBloom's: KnowledgeDifficulty: EasyLearning Objective: 1

3. (p. 37) At the more visible level, culture represents basic underlying assumptions. FALSE


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4. (p. 38) Given that the gap between espoused values and enacted values has no influence on employee attitudes and organizational performance, managers should not waste time on reducing such gaps. FALSE

AACSB: Group-individual dynamicsBloom's: SynthesisDifficulty: MediumLearning Objective: 1

5. (p. 39) One primary function of organizational culture is to help an organization make money. FALSE

AACSB: Group-individual dynamicsBloom's: ComprehensionDifficulty: MediumLearning Objective: 1

6. (p. 40) Giving members an organizational identity is one of the functions of organizational culture. TRUE

AACSB: Group-individual dynamicsBloom's: ComprehensionDifficulty: EasyLearning Objective: 1

7. (p. 41) The framework described in detail in the textbook for capturing types of organizational cultures is the Organizational Culture Inventory. FALSE


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8. (p. 42) The four types of organization culture are hierarchy, clan, market and administrative. FALSE


9. (p. 42) The basic thrust of a clan culture is collaboration. TRUE


10. (p. 42) An organization with an external focus that values flexibility has a hierarchical culture. FALSE


11. (p. 42) A market culture is well-suited for start-up companies. FALSE


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12. (p. 45) According to research, there is not one specific type of culture that fuels financial performance. TRUE


13. (p. 45) Studies on mergers have found that 7 out of 10 mergers succeed because culture clashes create innovative strategies. FALSE

AACSB: Group-individual dynamicsBloom's: ComprehensionDifficulty: HardLearning Objective: 2

14. (p. 46) Changing organizational culture is an educational process. TRUE


15. (p. 46-48) How organizational leaders act is important in changing cultures. TRUE


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16. (p. 49) Organization socialization begins before the individual actually joins the organization. TRUE


17. (p. 51) "Random" socialization provides a set timetable for the assumption of roles. FALSE


18. (p. 51) ABC Company puts all its new employees through the same 3-day orientation program. This is a collective, formal socialization experience. TRUE

AACSB: Group-individual dynamicsBloom's: ApplicationDifficulty: EasyLearning Objective: 5

19. (p. 54) According to Kram, the two general functions of mentoring are psychological and social. FALSE


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20. (p. 54) According to Kram, the career functions of mentoring clarify the participants' identities and enhance their feelings of competence. FALSE


21. (p. 55) An entrepreneurial developmental network is associated with having weak ties with multiple developers from different social systems. FALSE


Multiple Choice Questions

22. (p. 36) Organizational _______ is(are) the set of shared, taken-for-granted implicit assumptions that a group holds and that determines how it perceives, thinks about, and reacts to its various environments. A. ArtifactsB. CultureC. EthicsD. SocializationE. Mentoring


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23. (p. 37) Which of the following is NOT a component of values? A. They have concepts and beliefs.B. They transcend situations.C. They are all of equal importance.D. They guide selection or evaluation of behavior and events.E. They pertain to desirable end-states or behaviors.


24. (p. 37) ABC Company hangs signs on its walls saying, "Trust is one of our guiding principles." This is an example of a(n): A. Espoused valueB. Enacted valueC. Cultural normD. Observable artifactE. Basic assumption

AACSB: Group-individual dynamicsBloom's: ApplicationDifficulty: MediumLearning Objective: 1

25. (p. 37) At the more visible level, culture represents: A. Espoused valuesB. Basic underlying assumptionsC. EthicsD. Observable artifactsE. Enacted values


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26. (p. 37) The top management of Rock-Top Sports Equipment has clearly stated the values and norms that are preferred by Rock-Top. These are referred to as: A. Espoused valuesB. Under-the-surface artifactsC. Enacted valuesD. Basic assumptionsE. Implicit violations of explicit values

AACSB: Group-individual dynamicsBloom's: ApplicationDifficulty: HardLearning Objective: 1

27. (p. 37) Every month, Bombay Bazaar gives an "Employee of the Month" award to one employee, along with a $100 check and an assigned parking space for a month. This is an example of: A. Basic underlying assumptionsB. Externally enacted valuesC. Observable artifactsD. SocializationE. Mentoring


28. (p. 37-39) The three fundamental layers of organizational culture are: A. Observable artifacts, ethics, and socializationB. Ethics, socialization, and mentoringC. Ethics, observable artifacts, and mentoringD. Observable artifacts, espoused values, and mentoringE. Observable artifacts, espoused values, and basic underlying assumptions


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29. (p. 38) The values and norms that are exhibited by employees are called: A. ArtifactsB. Espoused valuesC. Ethical valuesD. Socialized valuesE. Enacted values


30. (p. 39) Which of these represent the core of organizational culture? A. Observable artifactsB. Basic assumptionsC. EthicsD. Espoused valuesE. Enacted values


31. (p. 40) Which of these is NOT a function of organizational culture? A. Sense-making deviceB. Organizational identityC. Profit-making mechanismD. Collective commitmentE. Social system stability


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32. (p. 41) Which of the following reflects the extent to which the work environment is perceived as positive and reinforcing, and conflict and change are managed effectively? A. Social system stabilityB. Organizational identityC. Facilitate collective commitmentD. SocializationE. Sense-making device


33. (p. 41) Which function of culture helps employees understand why the organization does what it does and how it intends to accomplish its long-term goals? A. Sense-makingB. Organizational identityC. Profit-making mechanismD. Collective commitmentE. Social system stability


34. (p. 41) Regarding the Competing Values Framework: A. It is the newest framework that has been developedB. It is highly theoretical and impracticalC. It has been shown to be a valid approach for classifying organizational cultureD. It is composed of three dimensionsE. It describes six types of organizational culture


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35. (p. 42) Which of the following is NOT a type of culture described by the CVF? A. ClanB. PassiveC. AdhocracyD. HierarchyE. Market


36. (p. 42) Which of the following types of culture has an internal focus and values stability? A. ClanB. PassiveC. AdhocracyD. HierarchyE. Market


37. (p. 42) Which of the following types of culture has an external focus and values stability? A. ClanB. PassiveC. AdhocracyD. HierarchyE. Market


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38. (p. 43) Acme Explosives, Inc., values creativity and tries to develop new products in anticipation of changing customer demands. Acmes' culture is probably that of a ___________. A. ClanB. PassiveC. AdhocracyD. HierarchyE. Market


39. (p. 43) A clan culture can be identified by: A. Internal focus and values flexibilityB. External focus and values flexibilityC. Internal focus and values stabilityD. External focus and values stabilityE. None of the above


40. (p. 44) Companies with ______ cultures are more likely to have TQM programs. A. HierarchicalB. ClanC. PassiveD. MarketE. Adhocracy


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41. (p. 44) Employees of organizations with clan cultures have all but one of the following. Which one? A. Higher job satisfactionB. Better relationships with their managersC. Higher salariesD. Higher intentions to stayE. Greater organizational commitment


42. (p. 45) According to research on organizational culture, which of these is true? A. Organizational culture does not predict an organization's financial performance.B. Passive-defensive culture was positively correlated with job satisfaction.C. Aggressive-defensive culture was positively correlated with intentions to stay at the company.D. Constructive culture was positively correlated with work avoidance.E. Organizational culture has no correlation with employee behavior and attitudes.

AACSB: Group-individual dynamicsBloom's: KnowledgeDifficulty: HardLearning Objective: 2

43. (p. 45) A study of 207 companies revealed that financial performance was higher among companies with ____________. A. External focusB. Internal focusC. Adaptive culturesD. Inflexible culturesE. Internal, inflexible cultures


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44. (p. 46-48) Cultures are embedded in organizations through which of these? A. The design of physical space, work environments, and buildingsB. Organizational systems and proceduresC. Slogans, language, acronyms, and sayingsD. Status symbols and promotion criteriaE. All of these


45. (p. 46-48) Which of the following is NOT a mechanism for embedding a culture? A. Design of spaceB. Role modelingC. Measurement systemsD. Government regulationsE. All of the above are embedding mechanisms


46. (p. 48) The process by which employees learn an organization's values, norms, and required behaviors is: A. MentoringB. Organizational culturationC. Organizational socializationD. EspousingE. Enacting


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47. (p. 49) Feldman proposed a three-phase model of socialization that included: A. Pre-, during, and post-hire socializationB. Anticipatory, expectancy, and performance socializationC. Anticipatory, encounter, and change/acquisitionD. Performance, mentoring, and promotionE. Anticipatory, change, and promotion


48. (p. 49) Organizational socialization begins: A. Before the individual actually joins the organizationB. During the interview processC. Once the individual is hiredD. When the mentor is identified in the organizationE. After the individual has spent at least 5 years and been loyal to the company


49. (p. 49) Learning that occurs prior to joining the organization refers to: A. EncounterB. ChangeC. AcquisitionD. Anticipatory socializationE. Mentoring


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50. (p. 49) Behavioral outcome(s) for a socialized insider include which of these? A. Generally satisfiedB. Internally motivated to workC. Performs role assignmentsD. High job involvementE. All of these


51. (p. 49) Affective outcome(s) for a socialized insider include which of these? A. Remains with organizationB. Spontaneously innovates and cooperatesC. Performs role assignmentsD. High job involvementE. All of these


52. (p. 50) The encounter phase of the organizational socialization begins: A. Before the individual interviews with the companyB. When the employment contract has been signedC. When the important tasks has been masteredD. After the individual has achieved a certain status symbol in the organizationE. None of these


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53. (p. 50) During the _______ phase of socialization, employees come to learn what the organization is really like. A. EncounterB. ChangeC. AcquisitionD. AnticipationE. Renewal


54. (p. 50) Which phase of socialization requires employees to master important tasks and roles and to adjust to their work group's values and norms? A. RenewalB. Change and acquisitionC. Anticipatory socializationD. EncounterE. Pre-socialization


55. (p. 51) The socialization tactic that relies heavily on role models is the ________ tactic. A. IndividualB. SerialC. InformalD. SequentialE. Divestiture


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56. (p. 51) An organization that strips away newcomer's sense of self is using a ________ socialization tactic. A. RandomB. DisjunctiveC. InformalD. VariableE. Divestiture


57. (p. 53) Socialization research offers which of these practical guideline(s) for managing organizational socialization? A. Managers should implement a sink-or-swim approach to organizational socialization.B. Managers play their least important role during the encounter phase, therefore, they should minimize their time allocation to this phase.C. Proactive socialization behaviors have a negative impact on organizations.D. Managers should pay attention to the socialization of diverse employees.E. All of these.


58. (p. 53) _______ is defined as the process of forming and maintaining developmental relationships between a senior and a junior person. A. Organizational socializationB. AdhocracyC. HierarchyD. MentoringE. Coaching


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59. (p. 53) Which of these is NOT a term typically used in connection with mentoring? A. CoachB. SponsorC. TeacherD. PeerE. Manager


60. (p. 53) Mentoring is currently viewed as a process in which protégées seek developmental guidance from a network of people who are referred to as: A. DevelopersB. ManagersC. RelativesD. Functional specialistsE. Organizational ombudsman


61. (p. 54) According to Kram, the two general functions of mentoring are: A. Career and psychosocialB. Psychological and socialC. Social and physicalD. Physiological and cognitiveE. Cognitive and affective


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62. (p. 54) According to Kram, which of these is not a career function of mentoring? A. SponsorshipB. Exposure-and-visibilityC. CoachingD. ProtectionE. Counseling


63. (p. 54) According to Kram, which of these is a psychosocial function of mentoring? A. SponsorshipB. Exposure-and-visibilityC. CoachingD. ProtectionE. Counseling


64. (p. 54) According to Kram, which of these is NOT a psychosocial function of mentoring? A. FriendshipB. Acceptance-and-confirmationC. CoachingD. Role modelingE. Counseling


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65. (p. 55) Which of these is NOT a type of developmental network associated with mentoring? A. TraditionalB. EntrepreneurialC. OpportunisticD. ReceptiveE. Cognitive


66. (p. 55) Which developmental network associated with mentoring contains a few strong ties between an employee and developers that all come from one social system? A. EntrepreneurialB. TraditionalC. OpportunisticD. ReceptiveE. Cognitive


67. (p. 55) A ______ network is associated with having weak ties with multiple developers from different social systems. A. TraditionalB. CognitiveC. ReceptiveD. EntrepreneurialE. Opportunistic


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68. (p. 55) A ______ developmental network is composed of a few weak ties from one social system such as an employer or professional association. A. ReceptiveB. TraditionalC. OpportunisticD. EntrepreneurialE. Oppositional


69. (p. 55) Which of these is the strongest type of developmental network associated with mentoring? A. ReceptiveB. TraditionalC. OpportunisticD. EntrepreneurialE. Oppositional


Essay Questions

70. (p. 37-39) Briefly describe the layers of organizational culture.

Students should describe observable artifacts, espoused values, and basic underlying assumptions.


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71. (p. 39-41) Identify and briefly discuss the four functions of organizational culture.

The four functions of organizational culture are: 1) to give members an organizational identity, 2) to facilitate collective commitment, 3) to promote social system stability, and 4) to shape behavior by helping members make sense of their surroundings.


72. (p. 42) Draw a chart that depicts the CVF, including the dimensions of the model and the culture types. Explain in what way each culture type fits its quadrant in the model.

The CVF is shown in Figure 2-3. Clan cultures are flexible and internally focused; adhocracies are flexible and externally focused; hierarchies are stable and internally focused; and market cultures are stable and externally focused.


73. (p. 46-48) Explain any eight ways in which cultures are embedded in organizations.

The chapter presents eleven ways such as 1) deliberate role modeling, training, teaching, coaching, 2) explicit rewards, status symbols, and promotion criteria, 3) organizational systems and procedures, and 4) the work flow and organizational structure.


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74. (p. 48-51) Describe Daniel Feldman's three-phase model of organizational socialization and describe the perceptual and social processes that occur in each phase.

Anticipatory socialization, encounter, and change and acquisition.


75. (p. 51) Identify and briefly describe the basic socialization tactics used by organizations.

These are described in Table 2-1.


76. (p. 55) Describe the four types of developmental networks and give an example of each.

These are depicted in Figure 2-5. The four types are receptive, traditional, opportunistic, and entrepreneurial.


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Chapter 02 Organizational Culture, Socialization, and …testbankcollege.eu/sample/Test-Bank-Organizational... · Web viewFull file at 2-1 Chapter 02 Organizational Culture, Socialization,