What Do You Know About Organizational Culture?

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What Do You Know About Organizational Culture? - Quiz

What do you know about organizational culture? Take this quiz and see how much you know. Every organization has rules that it expects its employees to follow; some are written down, and others are for one to notice. Do you know what constitutes an organization's culture and what doesn't? Take this quiz and see what new facts you may learn about the topic. Taking exciting quizzes is a fun way to learn new things! We sincerely hope that you enjoy taking our delightful quiz. You can even invite some friends for a fun, learning time together. All the best!


Questions and Answers
  • 1. 

    Which of the following best describes the organizational culture?

    • A.

      The collective behaviors of individuals within an organization

    • B.

      Depending on where your workplace is located

    • C.

      Organizational dress codes and procedures

    • D.

      None of the above

    Correct Answer
    A. The collective behaviors of individuals within an organization
    Explanation
    The correct answer describes organizational culture as the collective behaviors of individuals within an organization. Organizational culture refers to the shared values, beliefs, norms, and practices that shape the behavior of individuals within a company. It encompasses how people interact, communicate, and make decisions within the organization. This includes aspects such as the company's mission, leadership style, teamwork, and employee engagement. Organizational culture plays a crucial role in shaping the overall work environment and influences employee satisfaction, productivity, and organizational performance.

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  • 2. 

    __________________ can help turn routine activities of the workplace into valuable, important actions:

    • A.

      Story telling

    • B.

      Human resources

    • C.

      Shared values

    • D.

      Overtime

    Correct Answer
    C. Shared values
    Explanation
    Shared values can help turn routine activities of the workplace into valuable, important actions. When employees share common values, they are more likely to align their actions and behaviors with those values. This creates a sense of purpose and meaning in their work, making routine tasks feel more significant and valuable. Shared values also foster a sense of unity and collaboration among employees, leading to improved teamwork and productivity. Ultimately, shared values contribute to a positive work culture and a more engaged and motivated workforce.

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  • 3. 

    Which is key to look at when diagnosing the organization's current culture?

    • A.

      How many PC's vs Macs are being used?

    • B.

      Company benefits

    • C.

      Practices and behaviors

    • D.

      None of the above

    Correct Answer
    C. Practices and behaviors
    Explanation
    When diagnosing the organization's current culture, it is important to look at practices and behaviors. This is because practices and behaviors reflect the actual actions and norms within the organization, providing insights into how things are done and what is valued. By observing and analyzing the practices and behaviors exhibited by employees and leaders, one can gain a better understanding of the organization's culture and identify any areas that may need improvement or alignment with the desired culture.

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  • 4. 

    Which of the following must be done when defining the desired culture?

    • A.

      Review hiring interview data

    • B.

      Take a cultural run

    • C.

      Question the basic assumptions

    • D.

      None of the above

    Correct Answer
    C. Question the basic assumptions
    Explanation
    When defining the desired culture, it is necessary to question the basic assumptions. This means critically examining the fundamental beliefs and values that underlie the current culture and considering whether they align with the desired culture. By questioning these assumptions, organizations can identify any misalignments and make necessary changes to shape the culture in the desired direction. Reviewing hiring interview data and taking a cultural run may be helpful in understanding the current culture, but they are not essential steps that must be taken when defining the desired culture.

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  • 5. 

    Of the following, which has the most significant influence on the formation of an organizations culture?

    • A.

      All HR policies and procedures

    • B.

      The industry, environment and leaders of the organization

    • C.

      Bargaining agreements

    Correct Answer
    B. The industry, environment and leaders of the organization
    Explanation
    The industry, environment, and leaders of an organization have the most significant influence on the formation of its culture. The industry in which the organization operates shapes its values, norms, and practices. The external environment, including factors such as competition and market trends, also influences the culture. Additionally, the leaders of the organization play a crucial role in setting the tone and values within the organization, which ultimately shape its culture. HR policies and procedures and bargaining agreements may have an impact on the culture, but they are not as influential as the industry, environment, and leaders.

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  • 6. 

    Which of the following best describes why it is so difficult to change organizational culture?

    • A.

      People are likely to keep their belief system even if data contradicts otherwise

    • B.

      Managers lack good communication skills

    • C.

      Too costly to update all the policies and procedures

    • D.

      None of the above

    Correct Answer
    A. People are likely to keep their belief system even if data contradicts otherwise
    Explanation
    People are likely to keep their belief system even if data contradicts otherwise. This is because beliefs are deeply ingrained in individuals and can be resistant to change. Even when presented with evidence that challenges their beliefs, people tend to rely on cognitive biases and emotional attachments to maintain their existing belief system. This can make it difficult to change organizational culture, as it requires challenging and transforming deeply held beliefs and values within individuals and the organization as a whole.

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  • 7. 

    The set of beliefs and practices that a group of people shares is what?

    • A.

      Psychology

    • B.

      Culture

    • C.

      Diversity

    • D.

      None of the above

    Correct Answer
    A. Psychology
    Explanation
    The set of beliefs and practices that a group of people shares is referred to as culture, not psychology. Psychology is the scientific study of the human mind and behavior. While psychology may play a role in understanding culture, it is not the correct answer to this question.

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  • 8. 

    True or False: An organization with a weak cultural orientation will be less adaptable to changes. 

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    An organization with a weak cultural orientation may actually be more adaptable to changes. This is because a weak cultural orientation implies that the organization is less bound by rigid norms, values, and traditions. It may be more open to new ideas and flexible in its approach, making it easier for the organization to adapt to changes in the external environment.

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  • 9. 

    Who proposed the Iceberg model?

    • A.

      Patrick Lencioni

    • B.

      Gerry Johnson

    • C.

      Charles Handy

    • D.

      Edgar Schein

    Correct Answer
    D. Edgar Schein
    Explanation
    Edgar Schein proposed the Iceberg model. The Iceberg model suggests that there are visible and invisible aspects of organizational culture. The visible aspects include behaviors, symbols, and artifacts, while the invisible aspects include values, beliefs, and assumptions. Schein's model emphasizes the importance of understanding and addressing the underlying, invisible aspects of culture in order to bring about meaningful change within an organization.

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  • 10. 

    What do organizations need to do to achieve success?

    • A.

      Adaptability

    • B.

      A coaching culture

    • C.

      To look at their competitors

    • D.

      None of the above

    Correct Answer
    A. Adaptability
    Explanation
    In order to achieve success, organizations need to be adaptable. This means being able to adjust to changing circumstances, market conditions, and customer demands. By being flexible and open to change, organizations can stay ahead of the competition and effectively respond to new opportunities and challenges. Adaptability allows organizations to innovate, improve their products and services, and stay relevant in a constantly evolving business environment. It also enables them to effectively navigate uncertainties and disruptions, ensuring their long-term success.

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