Organizational Culture - Video Recap
This quiz will test you on your ability to understand important aspects of culture in organizations. The goal is to help you to avoid creating or working in destructive cultures similar to the situation that Armughan finds himself in the video.
- 1.
Which of the following best describes organizational culture?
- A.
Geographic location of the workplace
- B.
The collective behaviours of individuals within an organization
- C.
Organizational procedures, manuals, and dress codes
- D.
Superficial details indicating how things are done
Correct Answer
B. The collective behaviours of individuals within an organizationExplanation
Organizational culture refers to the shared values, beliefs, and behaviors that shape the way individuals within an organization interact and work together. It encompasses the collective behaviors of individuals within the organization and influences the overall atmosphere and work environment. This includes how employees communicate, make decisions, solve problems, and collaborate with each other. Organizational culture is not determined by the geographic location of the workplace, organizational procedures, manuals, or dress codes, as these factors are more superficial details that may vary across different organizations.Rate this question:
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- 2.
What is the best way to ensure that an organization communicates a clear and consistent culture?
- A.
Figure out your core values to help define your culture
- B.
HR policies and procedures, work environment and quarterly management meetings
- C.
The Sales people determine the culture.
- D.
Create a one size fits all culture and use posters to communicate it
Correct Answer
B. HR policies and procedures, work environment and quarterly management meetingsExplanation
To ensure that an organization communicates a clear and consistent culture, HR policies and procedures play a crucial role. These policies and procedures provide guidelines and expectations for employees, helping to shape and reinforce the desired culture. Additionally, the work environment, including the physical space and organizational practices, should align with the intended culture. Quarterly management meetings are also important as they provide a platform for leaders to communicate and reinforce the organization's values and culture to the entire team.Rate this question:
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- 3.
What does culture look like in a start-up company? (operating for 1-3 months time)
- A.
Ideas of culture are very fragmented
- B.
Departments are attempting to integrate culture
- C.
Subcultures are forming, differentiating themselves from other departments
- D.
None of the above
Correct Answer
A. Ideas of culture are very fragmentedExplanation
In a start-up company that has been operating for 1-3 months, the ideas of culture are likely to be fragmented. This means that there is no clear or unified understanding of what the company's culture should be like. Different individuals within the company may have their own ideas and beliefs about the culture, leading to a lack of cohesion. As the company is still in its early stages, departments may be trying to integrate their own ideas of culture, but there is no established or cohesive culture yet. Subcultures may also be forming as different departments differentiate themselves from each other.Rate this question:
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- 4.
Which of the following is important to look at when diagnosing the organization's current culture?
- A.
Recruiting methods
- B.
Practices and behaviours
- C.
Employee benefits
- D.
Other organizations in a similar industry
Correct Answer
B. Practices and behavioursExplanation
When diagnosing the organization's current culture, it is important to look at practices and behaviors. This is because practices and behaviors reflect the values, norms, and beliefs that are embedded in the organization's culture. By observing how employees behave and the practices they engage in, one can gain insights into the organization's culture and understand its impact on employee behavior and overall performance. This information can then be used to identify areas for improvement or alignment with the desired culture.Rate this question:
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- 5.
How can management define actual to desired culture?
- A.
Avoid ambiguity, diagnose your organization's culture!
- B.
Diagnose existing culture to understand the new direction
- C.
Be aware of intangible and tangible types of culture
- D.
Know your subcultures!
- E.
All of the above
Correct Answer
E. All of the aboveExplanation
To define the actual to desired culture, management needs to avoid ambiguity by clearly understanding and articulating the organization's culture. They should diagnose the existing culture to identify any gaps between the current and desired culture. It is important for management to be aware of both the intangible aspects (values, beliefs) and tangible aspects (policies, procedures) of culture. Additionally, they should also consider the presence of subcultures within the organization that may influence the overall culture. Therefore, all of the above options are necessary for management to define the actual to desired culture.Rate this question:
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- 6.
What is the proper way to use incentives?
- A.
To threaten employees with termination
- B.
Reward an individual for a team's efforts
- C.
To increase competition across departments
- D.
To create intrinsic motivation from colleagues acknowledgment and respect
Correct Answer
D. To create intrinsic motivation from colleagues acknowledgment and respectExplanation
The proper way to use incentives is to create intrinsic motivation from colleagues acknowledgment and respect. This means that instead of using threats or rewards, the focus should be on fostering a positive work environment where employees feel valued and appreciated for their contributions. By acknowledging and respecting their efforts, it helps to create a sense of motivation and drive within individuals, leading to improved performance and productivity.Rate this question:
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- 7.
How might subcultures pose a threat to organizational culture?
- A.
Subcultures can not pose a threat to organizational culture
- B.
All subcultures are bad and create barriers to communication form
- C.
Subcultures could threaten the credibility of a firm's stated organizational culture
- D.
They create a resistance to change
Correct Answer
C. Subcultures could threaten the credibility of a firm's stated organizational cultureExplanation
Subcultures within an organization may have their own set of values, beliefs, and norms that may differ from the overall organizational culture. This can create a conflict between the subculture and the stated organizational culture, leading to a lack of consistency and credibility. If subcultures are allowed to flourish without alignment with the organizational culture, it can undermine the effectiveness of the organization and its ability to achieve its goals. As a result, subcultures could pose a threat to the credibility of the firm's stated organizational culture.Rate this question:
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- 8.
When can we say an organization's culture is perfect?
- A.
When the company incorporates
- B.
When management says its perfect
- C.
When employees say its perfect
- D.
It's never perfect. It is continuously evolving.
Correct Answer
D. It's never perfect. It is continuously evolving.Explanation
An organization's culture can never be considered perfect because it is constantly changing and evolving. Culture is not something that can be achieved and then maintained indefinitely. It is influenced by various factors such as new employees, changes in leadership, market conditions, and societal trends. As the organization grows and adapts to these changes, its culture will naturally evolve as well. Therefore, it is unrealistic to expect a perfect culture as it is a dynamic and ongoing process.Rate this question:
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- 9.
Which of the following is most accurate when planning to communicate culture change?
- A.
Provide different messages to different audiences over several months
- B.
Don't over-communicate as it could lead to confusion and frustration
- C.
Communicate multiple times using multiple communication channels
Correct Answer
C. Communicate multiple times using multiple communication channelsExplanation
To effectively communicate culture change, it is important to use multiple communication channels and communicate multiple times. This approach ensures that the message reaches a wider audience and increases the chances of understanding and acceptance. By using different channels such as emails, meetings, presentations, and newsletters, the information can reach diverse groups within the organization. Additionally, communicating multiple times ensures that the message is reinforced and allows for any potential misunderstandings or confusion to be addressed. This approach helps to create a consistent and clear understanding of the culture change, leading to a smoother transition.Rate this question:
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- 10.
Which of the following challenges is likely to cause the greatest hindrance during a time of cultural change in an organization?
- A.
Resistance to change.
- B.
When everyone is on board.
- C.
Getting customers to agree to the change.
- D.
None of the above.
Correct Answer
A. Resistance to change.Explanation
Resistance to change is likely to cause the greatest hindrance during a time of cultural change in an organization. When a company undergoes cultural change, there will inevitably be individuals or groups who are resistant to the new ideas, processes, or values being introduced. This resistance can stem from various reasons such as fear of the unknown, attachment to old ways, or concerns about personal impact. Overcoming resistance to change requires effective communication, leadership, and addressing the concerns and fears of those affected.Rate this question:
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Current Version
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Mar 22, 2023Quiz Edited by
ProProfs Editorial Team -
Jun 03, 2010Quiz Created by
Aslevine
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