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Exam 15: Organisational Culture

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Question 41

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A strong organisational culture with high ethical standards will exert more influence on employees than a weak one.

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Question 42

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When can culture be a liability?

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Culture is a liability when the shared v...

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Question 43

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______ anchor the present in the past and explain and legitimise current practices.

Organisational climate is like 'team spirit'.

Senior executives establish norms that filter down through the organisation as to whether risk taking is desirable.

How can employee strengths be used to build a positive culture?

All of the following are examples of material symbols except:

To create a more ethical culture,management should do all of the following except:

Three forces play a particularly important part in sustaining culture: socialisation methods,promotion policies,and pay practices.

While a favourable financial statement or product line may be the initial attraction of an acquisition candidate,whether the acquisition actually works seems to have more to do with how well the two organisations' cultures match up.

An organisation that has become institutionalised will have its behaviours and habits questioned frequently.

________ expresses the core values that are shared by a majority of the organisation's members.

Culture creation occurs in all of the following ways except:

Which one of the following is not a function of culture cited in your text?

Organisational cultures often reflect national culture.

The key characteristic of organisational culture which addresses the degree to which management decisions take into consideration the effect of outcomes on people within the organisation is termed:

The macro view of culture that gives an organisation its distinct personality is its:

If a company wanting to establish an ethical culture was to create and disseminate an organisational code of ethics,as well as state the organisation's primary values and the ethical rules employees are expected to follow,it would be instituting a program to:

The rules of the game define an organisation's culture.

The socialisation process is made up of three steps: pre-arrival,adjustment,and stabilisation.