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48 Cards in this Set

  • Front
  • Back

Organizational Culture

System of shared beliefs and values that guides the behavior in organizations


How new members learn the culture of the organization

Hierarchical cultures

emphasize tradition and clear roles

Dependable cultures

emphasize process and slow change

Enterprising cultures

emphasize creativity and competition

Social cultures

emphasize collaboration and trust

The best organizations have

positive cultures that respect members, are customer driven, are performance oriented, encourage positive work behaviors, and discourage dysfunctional behavior

Core Values

beliefs about the right ways to behave

Core Culture

- Stories: tales about events conveying the core values

- Rites and Rituals: celebration of heroes and events displaying core values

- Heroes: people who display core values

- Symbols: language and other symbols conveying core values

Observable culture

what one sees and hears when walking around an organization

Elements of observable culture

- Heroes

- Ceremonies, rites and rituals

- Legends and stories

- Metaphors and symbols

Core culture

consists of the core values, or underlying assumptions and beliefs that shape and guide people's behaviors in an organization

Important cultural values

- performance excellence

- innovation

- social responsibility

- integrity

- worker involvement

- customer service

- teamwork

Value based management

describes managers who actively help to develop, communicate, and enact shared values


involves inclusiveness, pluralism, and respect for diversity

Multicultural organizations

have a culture with core values that respect diversity and support multiculturalism

Organizational subcultures

groups of people who share similar beliefs and values based on their work or personal characteristics


the belief that one's subculture is superior to all others

Common subcultures

- generational

- gender

- occupations and functions

- ethnicity or national cultures

Glass ceiling

barriers to women and minority cultures in traditional organizations

Thesystem of shared beliefs and values that shapes and guides the behavior of itsmembers is called the organizational culture or the _____.

a. mission

b. observable values

c. corporate culture

d. core competency

e. business environment

c. corporate culture

Observable culture, within anorganization, includes all of the following EXCEPT:
a) heroes.
b) core values.
c) ceremonies, rites, andrituals.
d) legends and stories.e) metaphors and symbols.

b) core values.

The outer level of organizational culture that one sees andhears when walking around an organization is called the _____ culture; theinner level is the _____ culture.

a. core, observable

b) observable, core

c) corporate, business

d) business, corporate

e) global, local

b) observable, core

The _____consists of the core values, or underlyingassumptions and beliefs that shape and guide people’s behaviors in anorganization.

a) socialization

b) core culture

c) organization

d) subculture

e) change strategy

b) core culture

. _____ change bends and adjusts existing ways to improveperformance.

a) Top-down

b) Bottom-up

c) Transformational

d) Incremental

e) Refreezing

d) Incremental

Managers who use the shared power strategy of plannedchange need _____ power, meaning that others positively identify with them.

a) referent

b) expertise

c) legitimate

d) reward

e) punishment

a) referent

Inclusivity, pluralism, andrespect for diversity in the workplace are known as:

a) CSR.

b) social responsibility.

c) multiculturalism.

d) ethnocentrism.

e) moral dilemmas.

c) multiculturalism.

Cultures common to groups ofpeople with similar values and beliefs based on shared work responsibilitiesand personal characteristics are known as _____.

a) socializations

b) multi-cultures

c) organizational subcultures

d) bi-cultures

e) shared cultures

c) organizational subcultures

A(n) _____ pursues change through empirical data andrational argument.

a. shared power

b. rational persuasion strategy

c. force-coercion

d. improvisational

e. multidimensional

b. rational persuasion strategy

A force-coercion strategy forchange involves the use of _____.

a) expertise and rationalargument.

b) referent and expert power.

c) formal authority and/orrewards or punishments.

d) shared power.

e) creativity and innovation.

c) formal authority and/orrewards or punishments.

. _____ change results in a majorand comprehensive redirection of the organization.

a) Transitional

b) Reorganization

c) Transformational

d) Evolutionary

e) Senior directive

c) Transformational

Which change strategy is known tousually produce limited results because people respond out of fear of punishmentor hope for a reward?a) Rational persuasion

b) Shared power

c) Force-coercion

d) Refreezing

e) Changing

c) Force-coercion

When people engage in acollaborative process of identifying values, assumptions, and goals from whichsupport for change will naturally emerge, it is known as which change strategy?

a) Force-coercion

b) Rational persuasion

c) Shared power

d) Change resistance

e) Change aversion

c) Shared power

One reason why people may resistchange is loss of control.

a) True

b) False

a) True

Which of the following is NOT one of the prohibitions inTitle VII of the Civil Rights Actof 1964 (as amended)?

a) Race

b) Color

c) Religion

d) Sexual orientation

e) National origin

d) Sexual orientation

The economic value of people withjob-relevant knowledge, abilities, experience, ideas, energies, and commitmentsis known as _____.

a) job resources

b) human capital

c) natural resources

d) economic labor value

e) intellectual capital

b) human capital

Until the legal status ofemployee surveillance through the use of information technology is clarified,the best advice for everyone is __________.

a) assume your employer willprotect your privacy.

b) assume you have no privacy atwork.

c) assume your employer will letyou know whenever you are being monitored.

d) assume you have no rights

e) assume it is illegal for anemployer to monitor your work

b) assume you have no privacy atwork.

An effort to give preference inemployment to women and minority group members is called: a) equal employment opportunity.

b) discrimination.

c) affirmative action.

d) legal protection.

e) gender and minority groupsupport.

c) affirmative action.

_____mobilizes human capital toimplement organizational strategies.

a) Human resource management

b) Strategic human resourcemanagement

c) Affirmative action

d) Bona fide occupationalqualifications

e) Comparable worth

b) Strategic human resourcemanagement

_____ is the extent to which anindividual’s knowledge, skills, experiences, and personal characteristics areconsistent with the requirements of their work.

a) Strategic human resource management

b) Bone fide occupationalqualifications

c) Affirmative action

d) Person-job fit

e) Person-organization fit

d) Person-job fit

_____ is the extent to which anindividual’s values, interests, and behavior are consistent with the culture ofan organization

a) Strategic human resource management

b) Bone fide occupationalqualifications

c) Affirmative action

d) Person-job fit

e) Person-organization fit

e) Person-organization fit

The three steps in the typicalrecruitment process are:
a) searching, screening, andinterviewing.
b) searching, initial screening,and socialization.
c) advertising job vacancies,making preliminary contacts, and initial screening.
d) advertising job vacancies,screening, and socialization.
e) planning, searching, andtesting.

c) advertising job vacancies,making preliminary contacts, and initial screening.

A set of activities designed toattract a qualified pool of job applicants is known as:

a) job placement.

b) selection.

c) employment previews.

d) recruitment.

e) work sampling.

d) recruitment.

Part of the foundation for human resource planning is thedevelopment of _____ which detail the duties and responsibilities of a jobholder.
a. a job analysis
b. job descriptions
c. job specifications
d. job criteria
e. job objectives

b. job descriptions

Instead of “selling” only positive features of a job,managers may choose to provide job candidates with all the pertinentinformation about a job and organization. This alternative is to providecandidates with a(n) _____.

a. realistic job preview

b. SWOT analysis

c. view of the company culture

d. behavioral interviewe. unstructured testing

a. realistic job preview

A form of coaching in which early-career employees areformally assigned as protégés to senior persons is known as _____.

a) training

b) coaching

c) mentoring

d) job rotation

e) management development

c) mentoring

The foundation of any labor and management relationship is_____, which is the process of negotiating, administering, and interpretinglabor contracts.

a) collective bargaining

b) ESOP planning

c) an early retirement incentive program

d) base compensation

e) gain sharing

a) collective bargaining

_____ plans provide one-time payments based on performanceaccomplishments.

a) Base pay

b) Benefits

c) Gain sharing

d) Bonus pay

e) Compensation

d) Bonus pay