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48 Cards in this Set
- Front
- Back
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Organizational Culture |
System of shared beliefs and values that guides the behavior in organizations |
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Socialization |
How new members learn the culture of the organization |
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Hierarchical cultures |
emphasize tradition and clear roles |
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Dependable cultures |
emphasize process and slow change |
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Enterprising cultures |
emphasize creativity and competition |
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Social cultures |
emphasize collaboration and trust |
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The best organizations have |
positive cultures that respect members, are customer driven, are performance oriented, encourage positive work behaviors, and discourage dysfunctional behavior |
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Core Values |
beliefs about the right ways to behave |
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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 |
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Observable culture |
what one sees and hears when walking around an organization |
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Elements of observable culture |
- Heroes - Ceremonies, rites and rituals - Legends and stories - Metaphors and symbols |
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Core culture |
consists of the core values, or underlying assumptions and beliefs that shape and guide people's behaviors in an organization |
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Important cultural values |
- performance excellence - innovation - social responsibility - integrity - worker involvement - customer service - teamwork |
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Value based management |
describes managers who actively help to develop, communicate, and enact shared values |
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Multiculturalism |
involves inclusiveness, pluralism, and respect for diversity |
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Multicultural organizations |
have a culture with core values that respect diversity and support multiculturalism |
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Organizational subcultures |
groups of people who share similar beliefs and values based on their work or personal characteristics |
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Ethnocentrism |
the belief that one's subculture is superior to all others |
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Common subcultures |
- generational - gender - occupations and functions - ethnicity or national cultures |
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Glass ceiling |
barriers to women and minority cultures in traditional organizations |
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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 |
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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. |
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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 |
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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 |
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. _____ change bends and adjusts existing ways to improveperformance. a) Top-down b) Bottom-up c) Transformational d) Incremental e) Refreezing |
d) Incremental |
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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 |
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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. |
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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 |
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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 |
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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. |
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. _____ change results in a majorand comprehensive redirection of the organization. a) Transitional b) Reorganization c) Transformational d) Evolutionary e) Senior directive |
c) Transformational |
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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 |
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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 |
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One reason why people may resistchange is loss of control. a) True b) False |
a) True |
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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 |
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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 |
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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. |
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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. |
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_____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 |
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_____ 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 |
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_____ 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 |
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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. |
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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. |
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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 |
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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 |
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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 |
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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 |
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_____ plans provide one-time payments based on performanceaccomplishments. a) Base pay b) Benefits c) Gain sharing d) Bonus pay e) Compensation |
d) Bonus pay |
