Chapter 10

Question 1

Define organizational culture (1)

Answer 1

• system of shared meaning held by members that distinguish from other organization

Question 2

Purpose of organizational culture (7)

Answer 2

• innovation and risk taking
• attention to detail
• team orientation
• outcome orientation
• people orientation
• aggressiveness
• stability

Question 3

What is organization A (5)

Answer 3

• extensive rules
• document all decisions
• creativity is not allowed
• productivity is valued
• encourage effort

Question 4

What is organization B (6)

Answer 4

• few rules
• reward and team base
• productivity of treating people right
• encourage risk taking
• encourage learning with experience
• encourage interaction on all levels

Question 5

Level of culture (4)

Answer 5

• artifact: individual that can see, hear, and feel
• value
• belief: idea that is shared with each other
• assumption: how things should be

Question 6

Function of culture (4)

Answer 6

• sense of identity
• enhanced stability
• control mechanism that guides attitudes and behaviours of employees
• help create commitment that is something larger than self interest

Question 7

Problem of function of culture (1)

Answer 7

• make decentralized organization important to have a strong culture

Question 8

Define organization climate (3)

Answer 8

• share perception members have about organization and work environment
• involves satisfaction and commitment
• positive climate links to job satisfaction

Question 9

Define dominant culture (2)

Answer 9

• share meaning that expresses the core values shared by majority of members
• gives significance in guiding and shaping organization

Question 10

Define subculture (1)

Answer 10

• mini culture of organization that typically defined by department, designation, and geographical separation

Question 11

Define core value (1)

Answer 11

• dominant or primary, values that are accepted through out organization

Question 12

How a culture begins (4)

Answer 12

• philosophy of organization found: found impact with vision
• selection criteria: hiring employees
• top management or socialization: indoctrinate employees
• organization culture: encourage employees to identify with founder belief

Question 13

Keeping a culture alive (3)

Answer 13

• selection: hiring
• top management: rules
• socialization: training

Question 14

The liabilities of organizational culture (3)

Answer 14

• barrier to change
• barrier to diversity
• barrier to merger and acquisition

Question 15

Strategies for merging culture (3)

Answer 15

• assimilation: when one culture is weaker
• separation: both culture have little overlap so stay with their own
• integration: improve both cultures

Question 16

Define change agent (1)

Answer 16

• act as a catalyst and assume responsibility for change

Question 17

Define Lewin’s Three step model (5)

Answer 17

• unfreezing: change effort to overcome pressured from individual and group
• moving: getting employee involved in the changing process
• freezing: stabilizing change intervention by driving and restraining forces
• driving forces: forces that direct behaviour away from status quo
• restraining forces: forces that hinder movement away from status quo

Question 18

Kotter’s eight step plan for implementing change (8)

Answer 18

• create vision on why change is needed
• coalition of power
• new vision
• communicate vision
• short term rewards
• improvement of vision
• implement vision

Question 19

Action research (7)

Answer 19

• change using collection of data to take action with analyze the data to indicate problem
• diagnosis: find the problem
• analysis: gather information
• feedback: share information
• action: carry out plan
• evaluation
• problem focus and solution centered

Question 20

Define appreciative inquiry (5)

Answer 20

• change is dependent on identifying organization strength and improve upon the
• discovery: find what is best
• dreaming: what might be
• design: what should be
• destiny : implementing

Question 21

Individual resistance (4)

Answer 21

• self interest
• misunderstanding and trust
• different assessment
• low tolerance to change

Question 22

Define cynical (5)

Answer 22

• through alot of changes
• lack of communication and respect of ones manager
• lack of respect of union representation
• feeling uninformed about change
• lack of opportunity for meaning participation in decision making

Question 23

Organization resistance (6)

Answer 23

• structural inertia
• limited focus of change
• group inertia
  threat to expertise
  threat to established power relationship
  threat to establish resource allocation

Question 24

Overcoming resistence to change (8)

Answer 24

• education and communication
• participation and involvement
• building support and commitment
• develop posititve relationships
• implementing change fairly
• manipulation and co optation
• select people who accept change
• explicit and implicit coercion