組織行為學英語習題6

1、Chapter 18 Organizational CultureMULTIPLE CHOICE Institutionalization: A Forerunner of Culture1.When an organization acquires immortality, we can say that it has:a.acquired a dominant culture.b.developed subcultures.c.become institutionalized.d.become socialized.(c; Moderate; p. 524)2.Institutionali

2、zation is when:a.you become a part of your organization.b.an organization takes on a life of its own.c.you are offered a lifetime position.d.an organization employs over 1,000 people.(b; Moderate; p. 524)3.Which of the following is not true about institutionalization?a.It operates to produce common

3、understandings about appropriate behavior.b.Acceptable modes of behavior become largely self-evident to its members.c.It does essentially the same thing organizational culture does.d.It is bound by its original mission.(d; Challenging; p. 524)What Is Organizational Culture?4._is a shared system of m

4、eaning held by the organizations members that distinguishes the organization from other organizations.a.The organizational chartb.Organizational culturec.A rituald.Formalization(b; Easy; p. 525)5.Which of the following is not a characteristic of organizational culture?a.attention to detailb.innovati

5、onc.formalizationd.team orientation(c; Moderate; p. 525)6.The key characteristic of organizational culture which addresses the degree to which management decisions take into consideration the effect of outcomes on people within the organization is termed:a.innovation.b.attention to detail.c.outcome

6、orientation.d.people orientation.(d; Easy; p. 525)7.The key characteristic of organizational culture which addresses the degree to which people are competitive rather than easygoing is termed:a.innovation.b.team orientation.c.aggressiveness.d.innovation and risk taking.(c; Moderate; p. 525)8.The key

7、 characteristic of organizational culture which addresses the degree to which employees are expected to exhibit precision is termed:a.innovation.b.team orientation.c.attention to detail.d.innovation and risk taking.(c; Moderate; p. 525)9.The key characteristic of organizational culture which assesse

8、s the degree to which organizational activities emphasize maintaining the status quo in contrast to growth is:a.team orientation.b.aggressiveness.c.stability.d.outcome orientation.(c; Easy; p. 525)10.In contrasting organizational culture with job satisfaction, the former _while the latter _.a.is wri

9、tten; is impliedb.is implied; describesc.evaluates; describesd.describes; evaluates(d; Moderate; p. 525)11._expresses the core values that are shared by a majority of the organizations members.a.Dominant cultureb.Subculturec.Strong cultured.Personal morality(a; Moderate; p. 526)12.The macro view of

10、culture that gives an organization its distinct personality is its:a.dominant culture.b.subculture.c.strong culture.d.personal morality.(a; Moderate; p. 526)13.Minicultures within an organization, typically defined by departmental designations and geographical separation, are often called:a.strong c

11、ultures.b.subcultures.c.dominant cultures.d.mixed cultures.(b; Moderate; p. 526)14.Which does not define a subculture?a.minicultures within an organizationb.typically defined by department organizationsc.only those cultural values that are shared throughout the organizationd.usually defined by geogr

12、aphical separation(c; Moderate; p. 526)15.The dominant culture is:a.the sum of the subcultures.b.the culture of the industry leader.c.synonymous with the organizations culture.d.the degree of sharedness.(c; Challenging; p. 526)16.The primary or dominant values that are accepted throughout the organi

13、zation are:a.jargon.b.core values.c.minivalues.d.formalized culture.(b; Easy; p. 526)17.Which of the following terms is not part of the definition of a strong culture?a.great influence on members behaviorb.low behavioral controlsc.widely shared ensely held values(b; Moderate; p. 527)18.A

14、culture where the core values are intensely held and widely shared is termed a:a.fortress.b.subculture.c.strong culture.d.formal culture.(c; Moderate; p. 527)19.A specific result of a strong culture should be:a.lower employee turnover.b.lower employee satisfaction.c.higher employee turnover.d.higher

15、 absenteeism.(a; Moderate; p. 527)20.The unanimity of a strong culture builds all of the following except:a. cohesiveness. b. loyalty.c. quality.d. organizational commitment.(c; Easy; p. 527)21.According to your text, a strong culture can act as a substitute for:a.institutionalization.b.formalizatio

16、nc.socialization.d.rewards.(b; Challenging; p. 527)22.High formalization in an organization creates all of the following except:a. predictability.b. cohesiveness.c. orderliness.d. consistency.(b; Moderate; p. 527)23.The research indicates that national culture has a _ on employees than does their or

17、ganizations culture.a.greater impactb.lesser impactc.similar impactd.more negative impact(a; Moderate; p. 528)What Do Cultures Do?24.Which one of the following is not a function of culture cited in your text?a.conveys a sense of organizational identityb.controls employee behaviorc.improves the organ

18、izations ability to hire competent employeesd.has a boundary-defining role(c; Challenging; p. 528)25.Culture performs all the following functions except:a.shows how organizations are all basically the same.b.enhances social system stability.c.conveys a sense of identity for organization members.d.fa

19、cilitates commitment to something larger than individual self-interest.(a; Moderate; p. 528)26.As organizations have widened spans of control, flattened structures, introduced teams, reduced formalization, and empowered employees, the _ provided by a strong culture ensures that everyone is pointed i

20、n the same direction.a.rules and regulationsb.shared meaningc.material symbolsd.language(b; Challenging; p. 528)27.Culture is most likely to be a liability when:a.it increases consistency of behavior.b.the environment is dynamic.c.management is incompetent.d.it reduces ambiguity.(b; Moderate; p. 529

21、)28.Consistency of behavior is an asset to an organization when it faces:a.a dynamic environment.b.an unknown environment.c.a stable environment.d.massive changes.(c; Moderate; p. 529)29.Culture may be a liability because it is a barrier to:a.change.b.diversity.c.mergers and acquisitions.d.all of th

22、e above(d; Moderate; pp. 529-530)Creating and Sustaining Culture30.In recent years, _ has become the primary concern in acquisitions and mergers.a. cultural compatibilityb. financial advantagesc. product synergyd. none of the above(a; Challenging; p. 531)31.The ultimate source of an organizations cu

23、lture is:a.top management.b.the selection process.c.the country in which the organization operates.d.its founders.(d; Moderate; p. 531)32.Culture creation occurs in all of the following ways except:a. founders only hire and keep employees who think and feel the way they do.b. founders indoctrinate a

24、nd socialize employee to their way of thinking and feeling.c. founders traditionally keep their vision secret from all organizational members.d. the founders own behavior acts as a role model that encourages employees to identify with them and thereby internalize their beliefs.(c; Moderate; p. 531)3

25、3.All of the following serve to sustain a culture except:a.selection.b.formalization.c.socialization.d.top management.(b; Moderate; p. 531)34.The selection process helps sustain the organizations culture by:a.establishing norms.b.ensuring a proper match of personal and organizational values.c.social

26、izing the viding training.(b; Moderate; pp. 531-532)35.The selection process helps candidates learn about the organization and if they perceive a conflict between their values and those of the organization, they should:a.wait until they get hired to change the organization.b.express t

27、heir concerns at the time of the interview.c.enlighten the organization as to appropriate changes.d.self-select out of the applicant pool.(d; Moderate; p. 532)36.Top management has a major impact on the organizations culture by:a.establishing norms that filter down through the organization.b.ensurin

28、g a proper match of personal and organizational values.c.socializing the viding training.(a; Moderate; p. 532)37.The process that adapts employees to the organizations culture is called:a.indoctrination.b.orientation.c.socialization.d.confirmation.(c; Moderate; p. 532)38.The Marine bo

29、ot camp, where Marines “prove” their commitment is an example of:a.indoctrination.b.orientation.c.socialization.d.confirmation.(c; Moderate; p. 532) 39.The stage in socialization that encompasses all the learning that occurs before a new member joins the organization is called:a.prearrival.b.encount

30、er.c.metamorphosis.d.mentoring.(a; Easy; p. 533)40.Which of the following is not a stage of the socialization process?a.prearrivalb.encounterc.metamorphosisd.mentoring(d; Easy; p. 533)41._ is the process that adapts employees to the organizations culture.a.Trainingb.Mentoringc.Socializationd.Communi

31、cation(c; Easy; p. 533)42.The correct order for the stages of the socialization process is:a.prearrival, metamorphosis, encounter.b.encounter, prearrival, metamorphosis.c.metamorphosis, encounter, prearrival.d.prearrival, encounter, metamorphosis.(d; Challenging; Exh. 18-2; p. 533)43.When the employ

32、ee compares her expectations to organizational reality, which stage of socialization is she experiencing?a.prearrivalb.encounterc.metamorphosisd.mentoring(b; Easy; p. 534)44.If there is a basic conflict between the individuals expectations and the organizations expectations, the employee is most lik

33、ely to be disillusioned and quit during which stage?a.prearrivalb.anxietyc.encounterd.metamorphosis(c; Moderate; p. 534)45.Employee attitudes and behavior change during the _ stage of socialization.a.prearrivalb.anxietyc.encounterd.metamorphosis(d; Moderate; pp. 534-535)46.The time when a new employ

34、ee sees what the organization is really like and realizes that expectations and reality may diverge is called:a.encounter stage.b.exploration stage.c.establishment stage.d.metamorphosis stage.(a; Moderate; p. 534)47.The stage in entry socialization when the employee has become comfortable is the:a.e

35、ncounter stage.b.exploration stage.c.establishment stage.d.metamorphosis stage.(d; Moderate; p. 535)48.Mentors are a critical element in _ rmalc.divestitured.serial(d; Moderate; Exh. 18-3; p. 534)49.The more a new employee is segregated from the ongoing work setting a

36、nd differentiated in some way to make explicit his newcomers role, the more _ socialization rmalc.individuald.fixed(a; Moderate; Exh. 18-3; p. 534)50.The boot camp experience of those joining the military is an example of _ rmald.random(b;

37、 Moderate; Exh. 18-3; p. 534)51.A characteristic of _ socialization is the use of role models who train and encourage newcomers.a.investitureb.fixedc.seriald.random(c; Challenging; Exh. 18-3; p. 534)52._ socialization assumes the newcomers qualities and qualifications are the necessary ingredients f

38、or job success.a.Investitureb.Fixedc.Formald.Serial(a; Moderate; Exh. 18-3; p. 534)How Employees Learn Culture53.Which of the following is not a potent form by which culture is transmitted to employees?a. storiesb. selectionc. ritualsd. language(b; Easy; p. 535)54.Which one of the following terms is

39、 not consistent with the definition of a ritual?a.storiesb.sequence of activitiesc.repetitiond.key values(a; Challenging; p. 53655._ typically contain(s) a narrative of events about the organizations founders, rule breaking, or reactions to past mistakes.a. Storiesb. Material symbolsc. Ritualsd. Lan

40、guage(a; Moderate; p. 535)56.According to your text, one of the most potent ways that employees learn culture is through:a.material symbols.b.role models.c.colleagues.d.mentors.(a; Challenging; p. 537)57._ are repetitive sequences of activities that express and reinforce the key values of the organi

41、zation, what goals are important, which people are important, and which are expendable.a.Storiesb.Ritualsc.Material symbolsd.Cultural typologies(b; Easy; p. 536)58.All of the following are examples of rituals except:a.college faculty seeking tenure.b.Mary Kay Cosmetics annual award meeting.c.fratern

42、ity initiation.d.the layout of Tandems corporate offices.(d; Moderate; pp. 536-537)59.All of the following are examples of material symbols except:a.top executives unlimited use of the company jet.b.a swimming pool for the employees to use.c.an annual award meeting.d.different types of cars for diff

43、erent executives.(c; Moderate; p. 537)Creating an Ethical Organizational Culture60.An organizational culture most likely to shape high ethical standards is one that:a. is high in risk tolerance.b. is low-to-moderate in aggressiveness.c. focuses on means as well as outcomes.d. all of the above(d; Mod

44、erate; p. 538)61.To create a more ethical culture, management should do all of the following except:a. be a visible role model.b. ignore unethical acts.c. provide ethical training.d. communicate ethical expectations.(b; Moderate; pp. 538-539)Creating a Customer-Responsive Culture62.Which of the foll

45、owing is not a variable evident in customer-responsive cultures?a. Employees are outgoing and friendly.b. There is high formalization.c. Employees have good listening skills.d. Employees exhibit organizational citizenship behavior.(b; Challenging; p. 540)63.Once a customer-responsive culture hires s

46、ervice-oriented employees, the organization must:a. clarify their roles.b. minimize rules and regulations.c. provide them with a wide range of decision discretion to do their job as they see fit.d. all of the above(d; Moderate; p. 540)64.The place to start in building a customer-responsive culture i

47、s:a. hiring service-contact people with the personality and attitudes consistent with a high service orientation.b. training and socializing employees.c. reducing rules and regulations.d. empowering employees with the discretion to make day-to-day decisions about job-related activities.(a; Moderate;

48、 p. 541)Spirituality and Organizational Culture65.Organizations that promote a spiritual culture:a. have organized religious practices.b. adopt a corporate religion.c. recognize that people have both a mind and a spirit.d. all of the above(c; Moderate; p. 542)66.Which of the following is not a chara

49、cteristic of a spiritual organization?a. focus on individual developmentb. employee empowermentc. censorship of employee expressiond. trust and openness(c; Challenging; p.543)67.Which of the following is not a reason for the growing interest in spirituality?a. as a counterbalance to the pressures an

50、d stress of a turbulent pace of lifeb. Aging baby-boomers are looking for something in their life.c. Formalized religion has worked for so many people that they want to bring it to the workplace.d. the desire to integrate personal life values with ones professional life(c; Challenging;, Exh. 18-6; p

51、. 543)TRUE/FALSEInstitutionalization: A Forerunner of Culture68.A strong organizational culture undermines stability within an organization.(False; Moderate; p. 524)69.The idea of viewing organizations as cultures is a relatively recent phenomenon.(True; Easy; p. 524)70.When an organization has beco

52、me institutionalized, its original goals become viewed as the prime directive.(False; Easy; p. 524)71.When an organization is new, acceptable modes of behavior are self-evident to its members.(False; Moderate; p. 524)What Is Organizational Culture?72.Organizational culture is a set of key characteri

53、stics that the organization values.(True; Easy; p. 525)73.The degree to which employees are encouraged to be innovative and take risks is termed aggressiveness.(False; Moderate; p. 525)74.The degree to which management decisions take into consideration the effect of outcomes on people within the org

54、anization is termed outcome orientation.(False; Challenging; p. 525)75.The degree to which management focuses on results rather than on techniques and processes is termed outcome orientation.(True; Moderate; p.525)76.The degree to which organizational activities emphasize maintaining the status quo in contrast to growth is termed stability.(True; Moderate; p. 525)77.Individuals with different backgrounds or at different levels in the organization will tend to describe t