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The core element in the definition of culture is
A. Iceberg model
B. Artefacts
C. Assumptions
D. Espoused beliefs
ANSWER: C
What are artefacts?
A. Visible organizational structures and processes
B. Invisible underling structures of behavior
C. Archeological materials
ANSWER: A
What are underlying assumptions?
A. Values
B. Taken-for-granted beliefs
C. Unverified beliefs held as dogma
ANSWER: B
To truly understand a culture, one must understand which of the following:
A. Its beliefs and leadership philosophy
B. The founder’s positions on core issues and the views of the founding team
C. Its shared basic assumptions and the process by which they came to be
ANSWER: C
What is the core condition required for the position of leadership to become a core element of culture?
A. The leader must be articulate in convincing people of his views.
B. The leader’s proposals must work.
C. Other members of the founding team must confirm that they believe in the leader.
ANSWER: B
Once assumptions are formed, which of the following is not one of the ways the culture is kept alive?
A. Denial
B. Projections
C. Elimination
D. Rationalizations
ANSWER: C
Which of the following comments best conveys the truth about culture change?
A. It’s easy if you know what you’re doing.
B. It’s difficult because human beings are inherently difficult
C. It’s difficult because it’s anxiety-provoking
D. It’s easy if it’s a change for the better.
ANSWER: C
What is the central issue for leaders in navigating culture?
A. Getting to the deeper levels of culture and assessing the functionality of the assumptions made at the level.
B. Making sure that the visible representations of culture leave no doubt about what the organizational represents.
C. Ensuring that there is a robust challenge mechanism to not allow cultural decay in order to keep the culture relevant.
ANSWER: A
Which of the following is not a good reason to pay attention to culture as a leader?
A. Culture determines performance in the long-term
B. Culture is a curiosity of any effective leader who intends to know what’s really happening in his/her organization.
C. Culture is a shorthand for the nature and character of the organization; thus, leaders should observe and shape them intentionally.
ANSWER: B
What are the two basic mechanisms of learning in culture:
A. Positive problem solving and anxiety avoidance
B. Teaching and preaching
C. Explanations and role modelling
ANSWER: A
Which of the following is one of the key ways that cultural learning happens
A. Positive and negative reinforcement
B. Anxiety identification and elimination
C. External integration and group learning approaches
ANSWER: A
A conflict between the subgroups that form subcultures can undermine group performance unless:
A. The leader takes a no-nonsense stance to such matters.
B. The environmental context is changing thus creating a need for adaptation.
C. Members are reminded of the mission of the organization and their role in it.
ANSWER: B
What are some of the enabling features that makes a culture possible?
A. People who like each other and believe in the same goal.
B. A common language and conceptual categories
C. Visionary leaders with teaching ability.
ANSWER: B
Which of the following is not an internal integration issue a leader must manage within a culture?
A. Defining group boundaries
B. Distributing power and status
C. Developing norms of intimacy, friendship, and love
D. Creating acceptable games and leisure
ANSWER: D
Which of the following is incorrect?
A. Every group must develop a system of sanctions for obeying or disobeying its norms and rules.
B. Change in the reward and punishment systems in a culture is one of the ways to begin changing some elements of a culture.
C. Every culture has a deep level of dissatisfaction which if exposed can lead to an unravelling at the seams.
D. Newcomers often struggle to know when they have been punished or rewarded because the signals may be ambiguous.
ANSWER: C
What are some of the common bodies of beliefs that need to be in place for a group to bind together and form a common culture?
A. Power distance
B. Individualism vs. Groupism
C. Leadership biases and leanings
D. Activity orientation (work or family primary?)
ANSWER: C
What are some of the implicit questions members of a group typical have?
A. Identity and role
B. Power and influence
C. Love and dislike patterns
D. Acceptance and intimacy
ANSWER: C
Which of the following is not one of the primary ways leaders embed culture?
A. Leader’s focus and attention
B. Resource allocation
C. Basis of closeness to the leader
D. Basis of recruitment, selection, promotion and excommunication.
ANSWER: C
Which of the following is not one of the secondary ways leaders embed culture?
A. The dressing style of the leader and the leadership group
B. Rites and rituals of the organization
C. Stories about important events and people
D. Formal statements of organizational philosophy and creed.
ANSWER: A
All of the following are factors that drive the growth of sub-cultures except:
A. Functional/occupational differentiation
B. Influential rebels who choose to break away to form their own groups
C. Differentiation by what products or services they offer
D. Divisionalisation.
ANSWER: B