Robbins Chapter15

Essentials of Organizational Behavior, 10e (Robbins/Judge) Chapter 15 Organizational Culture 1) ________ is a shared system of meaning held by theorganization's members that distinguishes the organization from other organizations. A) Institutionalization B) Organizational culture C) Socialization D) Formalization E) Corporate image Answer: B Diff: 1 Page Ref: 231 Topic: What Is Organizational Culture? 2) Which of the following is not a primary characteristic that captures the essence of organizational culture? A) attention to detail B) innovation C) formality orientation D) team orientation E) outcome orientation Answer: C Diff: 2 Page Ref: 231 Topic: What Is Organizational Culture? 3) ________ is the characteristic of organizational culture that addresses the degree to which management decisions take into consideration the effect of outcomes on people within the organization. A) Humanistic B) Community C) Team D) People orientation E) Relationship Answer: D Diff: 2 Page Ref: 231 Topic: What Is Organizational Culture? 1 Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 4) The key characteristic of organizational culture that addresses the degree to which people are competitive rather than easygoing is termed ________. A) assertiveness B) competitiveness C) aversiveness D) risk taking E) aggressiveness Answer: E Diff: 2 Page Ref: 231 Topic: What Is Organizational Culture? 5) The key characteristic of organizational culture that addresses the degree to which employees are expected to exhibit precision is termed ________. A) accuracy orientation B) accountability C) attention to detail D) stability E) reactivity Answer: C Diff: 1 Page Ref: 231 Topic: What Is Organizational Culture? 6) The key characteristic of organizational culture that assesses the degree to which organizational activities emphasize maintaining the status quo in contrast to growth is termed ________. A) permanence B) aggressiveness orientation C) stability D) competitiveness E) reflexivity Answer: C Diff: 1 Page Ref: 231 Topic: What Is Organizational Culture? 7) Organizational culture is A) not concerned with how employees perceive their culture. B) a descriptive term. C) concerned with whether employees like certain characteristics of their culture. D) evaluative. E) synonymous with job satisfaction. Answer: B Diff: 2 Page Ref: 231 Topic: What Is Organizational Culture? 2 Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 8) In contrasting organizational culture with job satisfaction, organizational culture is a(n) ________ term, while job satisfaction is a(n) ________ term. A) predictive; reactive B) implied; stated C) reflective; affective D) descriptive; evaluative E) inductive; deductive Answer: D Diff: 2 Page Ref: 232 Topic: What Is Organizational Culture? 9) The macro view of culture that gives an organization its distinct personality is its ________ culture. A) dominant B) subC) strong D) national E) marginal Answer: A Diff: 1 Page Ref: 232 Topic: What Is Organizational Culture? 10) Cultures within an organization that are defined by departmental designations are often called ________. A) micro-cultures B) subcultures C) divisional cultures D) microcosms E) counter cultures Answer: B Diff: 2 Page Ref: 232 Topic: What Is Organizational Culture? 11) Which characteristic is not reflective of subcultures? A) includes core values of the organization B) typically defined by department designations C) rejects the core values of the dominant culture D) usually defined by geographical separation E) includes values unique to members of a department or group Answer: C Diff: 2 Page Ref: 232 Topic: What Is Organizational Culture? 3 Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall Within the last two decades. A) subculture of the business department B) management culture C) dominant culture D) mission statement E) logic Answer: C Diff: 1 Page Ref: 232 Topic: What Is Organizational Culture? AASCB Tag: Reflective Thinking Skills 13) Masterson College is a small liberal arts women's college in North Carolina. The faculty of the business department is also committed to finding employment for their graduates and believe that two things are critical for this to happen: 1) their students must have a solid understanding of the fundamental of their discipline. The belief in a liberal arts education is part of the ________ of the college. The commitment to finding employment for graduates is part of the ________. the business department has become one of the larger departments on campus. The faculty of the business department is also committed to finding employment for their graduates and believe that two things are critical for this to happen: 1) their students must have a solid understanding of the fundamental of their discipline. A) subculture of the business department B) management culture C) dominant culture D) mission statement E) logic Answer: A Diff: 1 Page Ref: 232 Topic: What Is Organizational Culture? AASCB Tag: Reflective Thinking Skills 4 Copyright © 2010 Pearson Education. and 2) internships are an important method of establishing the connections and opportunities for employment. Publishing as Prentice Hall .12) Masterson College is a small liberal arts women's college in North Carolina. The founders of the college were Baptist and were committed to the idea that a liberal arts education was the best preparation for lifelong learning. Within the last two decades. the business department has become one of the larger departments on campus. The college has continued to support this orientation towards liberal arts education and has actually moved to strengthen that commitment recently. The founders of the college were Baptist and were committed to the idea that a liberal arts education was the best preparation for lifelong learning. The college has continued to support this orientation towards liberal arts education and has actually moved to strengthen that commitment recently. Inc. and 2) internships are an important method of establishing the connections and opportunities for employment. Publishing as Prentice Hall . The college has continued to support this orientation towards liberal arts education and has actually moved to strengthen that commitment recently. A) core values B) sub-values C) formal values D) holistic values E) spiritual orientation Answer: A Diff: 1 Page Ref: 232 Topic: What Is Organizational Culture? AASCB Tag: Reflective Thinking Skills 15) Masterson College is a small liberal arts women's college in North Carolina. The founders of the college were Baptist and were committed to the idea that a liberal arts education was the best preparation for lifelong learning. and 2) internships are an important method of establishing the connections and opportunities for employment. The college has continued to support this orientation towards liberal arts education and has actually moved to strengthen that commitment recently. the business department has become one of the larger departments on campus. Inc. Within the last two decades. The faculty of the business department is also committed to finding employment for their graduates and believe that two things are critical for this to happen: 1) their students must have a solid understanding of the fundamental of their discipline. the business department has become one of the larger departments on campus. The business department holds some unique values in addition to the ________ of the dominant culture. The founders of the college were Baptist and were committed to the idea that a liberal arts education was the best preparation for lifelong learning. and 2) internships are an important method of establishing the connections and opportunities for employment. The faculty of the business department is also committed to finding employment for their graduates and believe that two things are critical for this to happen: 1) their students must have a solid understanding of the fundamental of their discipline.14) Masterson College is a small liberal arts women's college in North Carolina. Within the last two decades. Which of the following represents a core value of the college? A) affordable education B) scientific knowledge C) technological innovation D) remedial reinforcement E) lifelong learning Answer: E Diff: 1 Page Ref: 232 Topic: What Is Organizational Culture? AASCB Tag: Reflective Thinking Skills 5 Copyright © 2010 Pearson Education. Inc.16) A dominant culture is ________. A) the sum of an organization's subcultures B) defined by the leader of an organization C) synonymous with an organization's culture D) usually a strong culture E) likely to be a weak culture Answer: C Diff: 2 Page Ref: 232 Topic: What Is Organizational Culture? 17) The primary or dominant values that are accepted throughout the organization are known as ________. A) High levels of dissention B) Weak managers C) Completely horizontal organizational charts D) Narrowly defined roles E) Widely shared values Answer: E Diff: 1 Page Ref: 232 Topic: What Is Organizational Culture? 6 Copyright © 2010 Pearson Education. Publishing as Prentice Hall . A) foundational values B) core values C) shared values D) institutional traits E) manifestos Answer: B Diff: 1 Page Ref: 232 Topic: What Is Organizational Culture? 18) Which of the following is characteristic of a strong culture? A) little influence over members' behavior B) low behavioral controls C) narrowly shared values D) intensely held values E) weakly held values Answer: D Diff: 1 Page Ref: 232 Topic: What Is Organizational Culture? 19) ________ are indicators of a strong organizational culture. Publishing as Prentice Hall . A) Macy's B) Nordstrom's C) Kmart D) Target E) Gap Answer: B Diff: 1 Page Ref: 232 Topic: What Is Organizational Culture? 22) Which of the following is most likely to result from a strong organizational culture? A) low employee turnover B) low employee satisfaction C) high employee turnover D) high absenteeism E) low organizational commitment Answer: A Diff: 2 Page Ref: 232 Topic: What Is Organizational Culture? AASCB Tag: Analytic Skills 23) The unanimity of a strong culture contributes to all of the following except ________. A) creativity B) high behavioral control C) low commitment D) disloyalty E) uncertainty Answer: B Diff: 3 Page Ref: 232 Topic: What Is Organizational Culture? 21) The retailer known for their strong service culture is ________. Inc.20) A strong culture can create a climate of ________. A) cohesiveness B) loyalty C) higher product quality D) organizational commitment E) lower employees' propensity to leave the organization Answer: C Diff: 2 Page Ref: 232 Topic: What Is Organizational Culture? 7 Copyright © 2010 Pearson Education. B) It shapes employee attitude and behavior. Publishing as Prentice Hall . E) It facilitates the generation of commitment to something larger than one's individual selfinterests. Inc. C) longer chains of command. E) consistency. C) norms. C) It reduces the stability of the social system. Answer: C Diff: 2 Page Ref: 233 Topic: What Do Cultures Do? 27) The culture of Disney has been very effective in performing which of the following functions? A) displaying the dominance of their industry B) ensuring employees will act in a relatively uniform way C) improving company profits D) facilitating commitment to the theme park industry E) blurring department boundaries Answer: B Diff: 1 Page Ref: 233 Topic: What Do Cultures Do? 8 Copyright © 2010 Pearson Education. Answer: B Diff: 2 Page Ref: 232 Topic: What Is Organizational Culture? AASCB Tag: Analytic Skills 26) Which of the following is NOT a function of culture? A) It conveys a sense of organizational identity. Answer: B Diff: 2 Page Ref: 233 Topic: What Is Organizational Culture? 25) Since a strong organizational culture increases behavioral consistency. E) less predictability. D) the regulation of employee behavior. B) formalization.24) A strong organizational culture may reduce A) internalizing behaviors. you would expect A) narrower spans of control. B) less formalization. D) It has a boundary-defining role. D) less open communication. the ________ provided by a strong culture ensures that everyone is pointed in the same direction. B) it tells employees how things are done. E) all of the above Answer: E Diff: 1 Page Ref: 233-234 Topic: What Do Cultures Do? 9 Copyright © 2010 Pearson Education. he realizes A) when selecting a candidate. flattened structures. C) it tells employees what is important. D) it increases the consistency of employee behavior. Answer: A Diff: 2 Page Ref: 233 Topic: What Do Cultures Do? 30) Culture is important from an employee's standpoint because A) it reduces ambiguity. Inc. As a result. D) organizational fit determines if employees like the management of the organization. introduced teams. C) promotion decisions are not influenced by organizational culture. E) organizational fit is seldom important when rules guide the behavior of employees. reduced formalization. he should take into account the individual-organization fit. Publishing as Prentice Hall . and empowered employees. A) rules and regulations B) shared meaning C) rituals D) socialization E) rigid hierarchy Answer: B Diff: 3 Page Ref: 233 Topic: What Do Cultures Do? AASCB Tag: Analytic Skills 29) Gary has been reading an OB book on culture to improve his managerial skills. B) organizational culture does not play a role in selection.28) As organizations have widened spans of control. with both spouses holding full-time jobs. E) a tolerant culture. For years it has been one of the most prestigious organizations in town with a strong membership. Answer: A Diff: 2 Page Ref: 234 Topic: What Do Cultures Do? AASCB Tag: Reflective Thinking Skills 32) The Young Woman's Club of Williams has been operating for 75 years as an organization that supports women who stay at home. Answer: A Diff: 2 Page Ref: 234 Topic: What Do Cultures Do? AASCB Tag: Reflective Thinking Skills 10 Copyright © 2010 Pearson Education. For years it has been one of the most prestigious organizations in town with a strong membership. This group has always held classes in cooking. with both spouses holding full-time jobs. It is probable that the strong culture of the Young Woman's Club of Williams will ________. sewing. sewing. D) a diverse culture. just 15 miles away. Publishing as Prentice Hall . many people have moved into Williams and now commute to Capital City. many people have moved into Williams and now commute to Capital City. This group has always held classes in cooking. Most of the newcomers are dual-income couples. As the area has grown. C) an ambiguous culture. The culture of the Young Woman's Club can be defined as A) a liability. Most of the newcomers are dual-income couples. As the area has grown. and child rearing. A) prevent the organization from changing as the population of the community changes B) enable the organization to meet the needs of diverse women in the community C) be embraced by all of the newcomers to the community D) be strengthened by the presence of the newcomers in the community E) enable the organization to become more effective. B) a weak culture. and child rearing. It has always been made up of upper middle class women from the small town of Williams. Inc.31) The Young Woman's Club of Williams has been operating for seventy-five years as an organization that supports women who stay at home. It has always been made up of upper middle class women from the small town of Williams. just 15 miles away. many people have moved into Williams and now commute to Capital City. despite the town's population increase Answer: E Diff: 3 Page Ref: 234 Topic: What Do Cultures Do? AASCB Tag: Reflective Thinking Skills 35) Culture may be a liability when it is a barrier to ________. sewing. It has always been made up of upper middle class women from the small town of Williams.33) The Young Woman's Club of Williams has been operating for 75 years as an organization that supports women who stay at home. Publishing as Prentice Hall . A) experience internal division regarding the future of the organization B) broaden its membership to include women of different classes C) shift its core values in response to the perceived needs of newcomers D) expand its membership significantly. It has always been made up of upper middle class women from the small town of Williams. just 15 miles away. with both spouses holding full-time jobs. This group has always held classes in cooking. with both spouses holding full-time jobs. A) change B) diversity C) mergers and acquisitions D) acquisitions E) all of the above Answer: E Diff: 2 Page Ref: 234 Topic: What Do Cultures Do? 11 Copyright © 2010 Pearson Education. many people have moved into Williams and now commute to Capital City. The culture of the Young Woman's Club will be a liability if ________. As the area has grown. sewing. The Young Woman's Club is most likely to ________. For years it has been one of the most prestigious organizations in town with a strong membership. just 15 miles away. A) newcomers embrace it B) it does not further the organization's effectiveness C) it reduces ambiguity D) it enhances social system stability E) it improves the performance of the organization. and child rearing. Inc. This group has always held classes in cooking. given the town's population increase E) remain similar in size. Answer: B Diff: 1 Page Ref: 234 Topic: What Do Cultures Do? AASCB Tag: Reflective Thinking Skills 34) The Young Woman's Club of Williams has been operating for 75 years as an organization that supports women who stay at home. For years it has been one of the most prestigious organizations in town with a strong membership. Most of the newcomers are dual-income couples. Most of the newcomers are dual-income couples. and child rearing. As the area has grown. Most of the newcomers are dual-income couples. many people have moved into Williams and now commute to Capital City. with both spouses holding full-time jobs. For years it has been one of the most prestigious organizations in town with a strong membership. This group has always held classes in cooking. As the area has grown. Inc. A) a dynamic environment B) an unknown environment C) social upheaval D) massive changes E) a stable environment Answer: E Diff: 2 Page Ref: 234 Topic: What Do Cultures Do? 12 Copyright © 2010 Pearson Education. It has always been made up of upper middle class women from the small town of Williams. and child rearing. just 15 miles away.36) The Young Woman's Club of Williams has been operating for seventy-five years as an organization that supports women who stay at home. A) it increases the consistency of behavior B) the organization's environment is dynamic C) the organization's management is ineffectual D) it reduces ambiguity E) countercultures are integrated into the dominant cultures Answer: B Diff: 2 Page Ref: 234 Topic: What Do Cultures Do? 38) Consistency of behavior is an asset to an organization when it faces ________. sewing. A) find membership in the Young Women's Club helpful for increasing their social support B) help to enhance the prestige of the Young Women's Club by increasing the average income of the group's members C) find that the Young Woman's Club values the unique strengths of those from different backgrounds D) help improve the profitability of the Young Woman's Club by recommending increases in its membership dues E) find that the Young Woman's Club has a low tolerance for diversity Answer: E Diff: 3 Page Ref: 234 Topic: What Do Cultures Do? AASCB Tag: Reflective Thinking Skills 37) Culture is most likely to be a liability when ________. Publishing as Prentice Hall . Women who are newcomers to the town of Williams are most likely to ________. D) core values are embraced. A) top management B) the environment C) the country in which the organization operates D) the organization's founders E) the belief systems of it employees Answer: D Diff: 2 Page Ref: 235 Topic: Creating and Sustaining Culture 13 Copyright © 2010 Pearson Education. Answer: B Diff: 1 Page Ref: 234 Topic: What Do Cultures Do? AASCB Tag: Multicultural and Diversity Understanding 40) One of the major reasons cited for the problems of AOL Time Warner's merger is A) financial incompatibility. B) product line incompatibility. Answer: C Diff: 2 Page Ref: 234-235 Topic: What Do Cultures Do? 41) In recent years. E) new employees are quickly accepted. E) the size of the organizations. Publishing as Prentice Hall . B) diverse individuals are hired. A) cultural compatibility B) cultural synergy C) financial advantages D) product synergy E) value dominance Answer: A Diff: 2 Page Ref: 234 Topic: What Do Cultures Do? 42) The ultimate source of an organization's culture is ________. ________ has become the primary concern in acquisitions and mergers.39) A dilemma is created for strong cultures when A) too many employees are retained. D) goal incompatibility. Inc. C) culture clash. C) turnover remains low. Inc. If employees perceive a conflict between their values and those of the organization. A) selection B) orientation C) performance evaluation criteria D) top management practices E) Wall Street views Answer: E Diff: 2 Page Ref: 235 Topic: Creating and Sustaining Culture 45) The selection process helps sustain the organization's culture by ________. E) all of the above Answer: E Diff: 2 Page Ref: 235 Topic: Creating and Sustaining Culture 44) All of the following are factors that serve to sustain an organization's culture EXCEPT ________.43) Culture creation occurs in which of the following ways? A) Founders hire employees who think and feel the way they do. Publishing as Prentice Hall . B) Founders indoctrinate and socialize employees to their way of thinking and feeling. A) work to change the organization B) express their concerns C) inform the organization of appropriate changes D) self-select out of the applicant pool E) rectify their cognitive dissonance Answer: D Diff: 2 Page Ref: 236 Topic: Creating and Sustaining Culture 14 Copyright © 2010 Pearson Education. D) Founders' behavior acts as a role model for others to identify with. C) Founders keep employees who think and feel they way they do. A) establishing and enforcing norms B) ensuring that candidates fit well within the organization C) socializing the applicant D) identifying individuals who have the skills to perform certain jobs E) rewarding conformity Answer: B Diff: 2 Page Ref: 236 Topic: Creating and Sustaining Culture 46) The selection process helps candidates learn about an organization. this gives them a chance to ________. E) change their own values to match. Publishing as Prentice Hall . D) culture shock. A) training and development B) mentoring C) socialization D) institutionalization E) intimidation Answer: C Diff: 2 Page Ref: 236 Topic: Creating and Sustaining Culture 50) The Marines' boot camp is an example of A) onboarding. Answer: C Diff: 1 Page Ref: 236 Topic: Creating and Sustaining Culture 15 Copyright © 2010 Pearson Education. E) molding. D) change the organization's values. B) entry. A) establishing norms that filter down through the organization B) ensuring a proper match of personal and organizational values C) socializing new applicants in the pre-hiring phase D) providing a framework for metamorphosis of new hires E) properly rewarding management's initiatives Answer: A Diff: 2 Page Ref: 236 Topic: Creating and Sustaining Culture 49) The process through which employees are adapted to an organization's culture is called ________. B) select out. C) learn more about the culture. Gore & Associates is designed to allow candidates who don't fit with the organizational culture to A) obtain training to better fit. Inc.47) The selection process at W. Answer: B Diff: 3 Page Ref: 236 Topic: Creating and Sustaining Culture 48) Top management has a major impact on the organization's culture through ________.L. C) socialization. ritual. A) prearrival. encounter. encounter D) prearrival. A) prearrival B) encounter C) metamorphosis D) ritual E) systemic Answer: A Diff: 1 Page Ref: 237 Topic: Creating and Sustaining Culture 54) During which stage of the socialization process do individuals come with a set of values. encounter.51) Which of the following is the first stage of the socialization process? A) prearrival B) encounter C) metamorphosis D) ritual E) commitment Answer: A Diff: 2 Page Ref: 236 Topic: Creating and Sustaining Culture 52) The correct order for the stages of the socialization process is ________. metamorphosis. ritual. ritual C) prearrival. encounter B) prearrival. arrival Answer: D Diff: 2 Page Ref: Exh 15-1 Topic: Creating and Sustaining Culture 53) The socialization stage that encompasses the learning that occurs before a new member joins an organization is known as ________ socialization. attitudes and expectations? A) prearrival B) encounter C) metamorphosis D) ritual E) analysis Answer: A Diff: 2 Page Ref: 237 Topic: Creating and Sustaining Culture 16 Copyright © 2010 Pearson Education. Publishing as Prentice Hall . Inc. metamorphosis E) prearrival. which may be biased E) encourage you to develop friendship ties within the organization Answer: E Diff: 2 Page Ref: 237 Topic: Creating and Sustaining Culture 17 Copyright © 2010 Pearson Education. Publishing as Prentice Hall . Inc. A) selection B) prearrival C) encounter D) metamorphosis E) training Answer: B Diff: 1 Page Ref: 237 Topic: Creating and Sustaining Culture 56) Your first day at work is part of the ________ stage of socialization. A) orientation B) prearrival C) encounter D) metamorphosis E) interview Answer: C Diff: 2 Page Ref: 237 Topic: Creating and Sustaining Culture 57) In which stage of the socialization process do you usually begin to notice things that are not as you expected? A) orientation B) prearrival C) encounter D) metamorphosis E) arrival Answer: C Diff: 2 Page Ref: 237 Topic: Creating and Sustaining Culture 58) Which of the following steps could your supervisor take to best help you develop a commitment to your new company? A) encourage you to work independently at first to learn the ropes B) discourage you from putting too much weight on your initial expectations C) discourage you from putting too much emphasis on your perception of the organization D) encourage you to look carefully at your own assumptions.55) The learning that you experience during the interviewing and hiring process occurs as part of the ________ stage of employee socialization. you move into the ________ stage of socialization. Inc.59) The employee compares her expectations to organizational reality in which stage of socialization? A) prearrival B) encounter C) metamorphosis D) ritual E) analysis Answer: B Diff: 2 Page Ref: 237 Topic: Creating and Sustaining Culture 60) The time when a new employee sees what the organization is really like and realizes that expectations and reality may diverge is called the ________ stage. Publishing as Prentice Hall . the employee is most likely to be disillusioned and quit during which stage of socialization? A) prearrival B) ritual C) encounter D) metamorphosis E) reflection Answer: C Diff: 1 Page Ref: 237 Topic: Creating and Sustaining Culture 62) When you start to work through the problems that you discover about the organization. A) prearrival B) encounter C) acceptance D) metamorphosis E) refreezing Answer: D Diff: 2 Page Ref: 237 Topic: Creating and Sustaining Culture 18 Copyright © 2010 Pearson Education. A) encounter B) exploration C) establishment D) metamorphosis E) mirroring Answer: A Diff: 2 Page Ref: 237 Topic: Creating and Sustaining Culture 61) If there is a basic conflict between the individual's expectations and the reality of working in an organization. A defined probationary period of five years is established before a candidate should be given partner status. A) collective B) fixed C) individual D) serial E) investiture Answer: B Diff: 2 Page Ref: 239 Topic: Creating and Sustaining Culture AASCB Tag: Analytic Skills 19 Copyright © 2010 Pearson Education. E) investiture socialization. C) formal socialization. This is an example fo the ________ entry socialization. D) serial socialization. A) encounter B) exploration C) establishment D) metamorphosis E) adaptation Answer: D Diff: 2 Page Ref: 238 Topic: Creating and Sustaining Culture 65) Specific orientation and training programs that segregate new employees from the ongoing work setting are examples of which type of entry socialization? A) individual socialization.63) Employee attitudes and behavior change during the ________ stage of socialization. Inc. Publishing as Prentice Hall . Answer: C Diff: 2 Page Ref: 238 Topic: Creating and Sustaining Culture 66) A law firm has established standardized stages of transition. A) establishment B) transformation C) encounter D) metamorphosis E) prearrival Answer: D Diff: 1 Page Ref: 238 Topic: Creating and Sustaining Culture 64) New employees are usually comfortable with their organizations by the end of the ________ stage of socialization. B) collective socialization. The regular distribution of lollipops. Publishing as Prentice Hall . rule breaking. or reactions to past mistakes. Inc. A) story B) ritual C) material symbol D) symbolism E) tool Answer: B Diff: 2 Page Ref: 240 Topic: How Employees Learn Culture AASCB Tag: Analytic Skills 20 Copyright © 2010 Pearson Education. toys. A) Stories B) Material symbols C) Rituals D) Language E) Reflections Answer: A Diff: 1 Page Ref: 240 Topic: How Employees Learn Culture 70) Nunya is a computer software company that employs highly intelligent. or treats every Friday is an example of a ________ that helps reinforce Nunya's culture.67) Which of the following is not a means of transmitting culture within an organization? A) stories B) reflections C) rituals D) language E) material symbols Answer: B Diff: 1 Page Ref: 240 Topic: How Employees Learn Culture 68) Reminding employees about the founders at each quarterly meeting is an example of which technique for transmitting culture? A) stories B) material symbols C) language D) rituals E) tools Answer: A Diff: 1 Page Ref: 240 Topic: How Employees Learn Culture 69) ________ typically contain(s) a narrative of events about the organization's founders. but somewhat unusual people. D) language. Answer: C Diff: 1 Page Ref: 240 Topic: How Employees Learn Culture 73) Socialization rituals perform all of the following functions except that of ________. B) material symbol. but somewhat unusual people. A) reinforcing the key values of the organization B) emphasizing the organization's goals C) revealing the company's bottom line in terms of net profit D) reinforcing the company's perspective on which people are important E) revealing the company's view of which people are expendable Answer: C Diff: 1 Page Ref: 240 Topic: How Employees Learn Culture 74) All of the following are examples of rituals EXCEPT ________. The dress code worn by Nunya employees is an example of a ________ through which organization culture is transmitted.71) Nunya is a computer software company that employs highly intelligent. Inc. A) anniversary parties honoring long-time employees B) annual award meetings C) fraternity initiations D) the placement of offices within corporate headquarters E) singing company songs Answer: D Diff: 2 Page Ref: 240 Topic: How Employees Learn Culture 21 Copyright © 2010 Pearson Education. C) ritual. Publishing as Prentice Hall . A) story B) ritual C) material symbol D) symbolic act E) tool Answer: C Diff: 2 Page Ref: 240 Topic: How Employees Learn Culture AASCB Tag: Analytic Skills 72) The Wal-Mart company chant is an example of a(n) A) story. E) reflection. Publishing as Prentice Hall . A) top executives' use of the company jet B) the layout of corporate headquarters C) new employee orientations D) luxury cars for executives E) private parking spots Answer: C Diff: 1 Page Ref: 240 Topic: How Employees Learn Culture 76) The acronyms and jargon that employees use in an organization are part of A) stories. B) Disney. Answer: C Diff: 2 Page Ref: 241 Topic: Creating an Ethical Organizational Culture AASCB Tag: Ethical Understanding and Reasoning Abilities 22 Copyright © 2010 Pearson Education. E) American Airlines. C) rituals. E) reflections. D) Boeing. B) material symbols. C) Johnson & Johnson. Inc. A) is high in risk tolerance B) is high in aggressiveness C) focuses on outcomes D) punishes innovation E) creates a highly competitive internal environment Answer: A Diff: 2 Page Ref: 241 Topic: Creating an Ethical Organizational Culture AASCB Tag: Ethical Understanding and Reasoning Abilities 78) A highly publicized example of a company with a strong culture that supports high ethical standards that influenced employee behavior in a crisis is A) Enron. D) language. Answer: D Diff: 1 Page Ref: 240 Topic: How Employees Learn Culture 77) An organizational culture most likely to shape high ethical standards is one that ________.75) All of the following are examples of material symbols that transmit organizational culture EXCEPT ________. Answer: A Diff: 2 Page Ref: 243 Topic: Creating a Positive Organizational Culture 23 Copyright © 2010 Pearson Education. Answer: B Diff: 1 Page Ref: 241 Topic: Creating an Ethical Organizational Culture AASCB Tag: Ethical Understanding and Reasoning Abilities 80) A culture that emphasizes building on employee strengths and emphasizes individual vitality and growth is known as a/an A) strong culture. D) There is no uncertainty in the research about how positive organizational cultures work and benefit organizations. caution must be exercised that it is not pursued beyond the point of effectiveness. A) profits.79) To create a more ethical culture. management should do all of the following EXCEPT A) serve as a visible role model. D) communicate ethical expectations. E) reward culture. building individual strengths E) employee's health. E) All cultures across the globe value being positive as much as the US. Inc. rewards C) rewarding. B) positive organizational culture. punishing D) punishing. B) cover up unethical acts. profits Answer: C Diff: 2 Page Ref: 242 Topic: Creating a Positive Organizational Culture 82) Which of the following statements best reflects the current state of positive organizational culture? A) While there are benefits to a positive organizational culture. but unable to be achieved in reality. Answer: B Diff: 2 Page Ref: 242 Topic: Creating a Positive Organizational Culture 81) The positive organizational culture focuses more on ________ than ________. C) provide ethical training. E) provide protective mechanisms. C) Positive organizational cultures are an idealistic vision. Publishing as Prentice Hall . building individual strengths B) building individual strengths. C) strengths-driven culture. D) ethical culture. B) There is no such thing as too much of a positive organizational culture. Answer: TRUE Diff: 1 Page Ref: 231 Topic: What Is Organizational Culture? 87) The degree to which employees are encouraged to be innovative and take risks is termed aggressiveness. Answer: E Diff: 2 Page Ref: 243 Topic: Global Implications AASCB Tag: Multicultural and Diversity Understanding 85) All of the following factors increase the probability that cultural change can be successfully implemented EXCEPT A) the existence of a dramatic crisis. E) let the local culture dominate.83) The best advice to offer US managers when opening up operations in another country is to A) let the US culture dominate. D) merge the local culture with the dominant US culture. E) a weak dominant culture. C) ignore local cultures. B) a positive organizational culture. D) avoiding discussions of religion and politics. Answer: B Diff: 2 Page Ref: 243 Topic: Global Implications AASCB Tag: Multicultural and Diversity Understanding 84) US managers can learn to be more culturally sensitive. D) an organization that is both young and small. C) listening more. Answer: B Diff: 2 Page Ref: 244 Topic: Implications for Managers 86) Organizational culture is a set of key characteristics that an organization values. Publishing as Prentice Hall . B) speaking slowly. B) be culturally sensitive. Answer: FALSE Diff: 2 Page Ref: 231 Topic: What Is Organizational Culture? 24 Copyright © 2010 Pearson Education. Inc. C) a turnover in the organization's top leadership. E) all of the above. Recommendations for achieving this include A) talking in a low tone of voice. Answer: FALSE Diff: 1 Page Ref: 232 Topic: What Is Organizational Culture? 25 Copyright © 2010 Pearson Education. Inc. Answer: FALSE Diff: 2 Page Ref: 232 Topic: What Is Organizational Culture? 93) "Dominant culture" refers to cultures that value aggressive personalities. Answer: FALSE Diff: 2 Page Ref: 231 Topic: What Is Organizational Culture? 89) The degree to which management focuses on results rather than on techniques and processes refers to results orientation. Answer: FALSE Diff: 2 Page Ref: 232 Topic: What Is Organizational Culture? 94) Research demonstrates that subcultures act to undermine the dominant culture. Answer: TRUE Diff: 2 Page Ref: 231 Topic: What Is Organizational Culture? 91) Individuals with different backgrounds in an organization will tend to describe the organization's culture in similar terms. Answer: FALSE Diff: 2 Page Ref: 231 Topic: What Is Organizational Culture? 90) The degree to which organizational activities emphasize maintaining the status quo in contrast to growth is known as stability. Answer: TRUE Diff: 2 Page Ref: 232 Topic: What Is Organizational Culture? 92) The primary or dominant values that are accepted throughout an organization are known as its core principles.88) The degree to which management decisions take into consideration the effect of outcomes on people within the organization is termed outcome orientation. Publishing as Prentice Hall . Answer: FALSE Diff: 2 Page Ref: 232 Topic: What Is Organizational Culture? 95) Subcultures rarely influence the behavior of an organization's members. Answer: TRUE Diff: 1 Page Ref: 232 Topic: What Is Organizational Culture? 97) One specific result of a strong culture should be lower employee turnover. Inc. Answer: FALSE Diff: 1 Page Ref: 234 Topic: What Do Cultures Do? 103) A strong culture can be a liability for an organization. Answer: TRUE Diff: 2 Page Ref: 234 Topic: What Do Cultures Do? 104) An entrenched culture can be a burden to an organization when it faces a dynamic environment. Answer: TRUE Diff: 2 Page Ref: 233 Topic: What Do Cultures Do? 99) Culture is the social glue that holds an organization together by providing appropriate standards for what employees should say and do. Answer: FALSE Diff: 2 Page Ref: 233 Topic: What Do Cultures Do? 101) Culture by definition is tangible and explicit. Answer: TRUE Diff: 2 Page Ref: 232 Topic: What Is Organizational Culture? 98) Culture has a boundary-defining role. Answer: TRUE Diff: 2 Page Ref: 234 Topic: What Do Cultures Do? 26 Copyright © 2010 Pearson Education.96) Strong cultures have a greater impact on employees' behavior than do weak cultures. Publishing as Prentice Hall . it creates distinctions between one organization and others. Answer: TRUE Diff: 1 Page Ref: 233 Topic: What Do Cultures Do? 100) Organizational culture serves to reinforce the self-interest of individual employees. Answer: FALSE Diff: 1 Page Ref: 233 Topic: What Do Cultures Do? 102) Culture increases ambiguity for employees. Answer: FALSE Diff: 2 Page Ref: 236 Topic: Creating and Sustaining Culture 27 Copyright © 2010 Pearson Education. Answer: TRUE Diff: 2 Page Ref: 234 Topic: What Do Cultures Do? 109) The founders of an organization generally have little impact on the organization's culture since they are so far removed from the employees. Answer: FALSE Diff: 3 Page Ref: 235 Topic: Creating and Sustaining Culture 111) The selection process involved with hiring an employee is a two-way process.105) A strong culture provides a supportive atmosphere for diversity. and socialization methods. Answer: TRUE Diff: 1 Page Ref: 236 Topic: Creating and Sustaining Culture 112) The values within an organization's culture tend to flow down from top management. promotion policies. Answer: FALSE Diff: 2 Page Ref: 234 Topic: What Do Cultures Do? 106) Strong cultures encourage individuality. Answer: FALSE Diff: 3 Page Ref: 234 Topic: What Do Cultures Do? 108) People issues are cited as the reason for the unusually high failure rate of mergers. Inc. Answer: FALSE Diff: 2 Page Ref: 235 Topic: Creating and Sustaining Culture 110) Three forces play a particularly important part in sustaining culture: selection practices. Publishing as Prentice Hall . Answer: TRUE Diff: 1 Page Ref: 236 Topic: Creating and Sustaining Culture 113) Socialization is the process that defines group interaction patterns. Answer: FALSE Diff: 2 Page Ref: 234 Topic: What Do Cultures Do? 107) The success of a merger depends most strongly upon the example set by the top management of the merged organizations. Answer: FALSE Diff: 2 Page Ref: 236 Topic: Creating and Sustaining Culture 116) One major purpose of a business school is to socialize business students to the attitudes and behaviors that business firms want. Answer: TRUE Diff: 2 Page Ref: 236-237 Topic: Creating and Sustaining Culture 117) The stage of socialization where an individual confronts the possible dichotomy between her expectations and reality is the encounter stage. Answer: TRUE Diff: 1 Page Ref: 237 Topic: Creating and Sustaining Culture 119) Socialization is complete when an employee completes his probationary period with a new company. Answer: FALSE Diff: 2 Page Ref: 236 Topic: Creating and Sustaining Culture 115) In the socialization process. adjustment. and metamorphosis. Publishing as Prentice Hall . Inc. Answer: TRUE Diff: 2 Page Ref: 237 Topic: Creating and Sustaining Culture 118) When a new employee works out problems discovered upon entry to an organization. the period of learning that occurs before a new employee joins an organization is termed the encounter stage. he is in the metamorphosis stage of the socialization process.114) The socialization process is made up of three steps: prearrival. Answer: FALSE Diff: 1 Page Ref: 238 Topic: Creating and Sustaining Culture 120) A successful metamorphosis should reduce the employee's propensity to leave the organization. Answer: TRUE Diff: 1 Page Ref: 238 Topic: Creating and Sustaining Culture 28 Copyright © 2010 Pearson Education. Answer: FALSE Diff: 2 Page Ref: 240 Topic: How Employees Learn Culture 126) Providing an executive with a chauffer-driven limousine is an example of a ritual. Answer: TRUE Diff: 1 Page Ref: 239 Topic: Creating and Sustaining Culture AASCB Tag: Analytic Skills 122) The most potent means of transmitting culture to employees are stories. Inc. rituals. Answer: FALSE Diff: 2 Page Ref: 240 Topic: How Employees Learn Culture 124) A ritual is a repetitive sequence of activities that continually expresses the key values of the organization. related symbols. Answer: FALSE Diff: 1 Page Ref: 240 Topic: How Employees Learn Culture 127) Material symbols may convey to employees the degree of egalitarianism that is desired by top management. Answer: TRUE Diff: 2 Page Ref: 240 Topic: How Employees Learn Culture 123) Stories are a form of socialization ritual. Answer: TRUE Diff: 1 Page Ref: 240 Topic: How Employees Learn Culture 29 Copyright © 2010 Pearson Education. Answer: TRUE Diff: 1 Page Ref: 240 Topic: How Employees Learn Culture 125) Rituals serve to reinforce the hierarchical structure of an organization. Answer: TRUE Diff: 2 Page Ref: 240 Topic: How Employees Learn Culture 128) Language can serve to unite members of a given culture as new employees learn the acronyms and jargon specific to the organization. and language.121) Fraternity pledges go through divestiture socialization whereby they are shaped into the proper role. Publishing as Prentice Hall . Answer: TRUE Diff: 2 Page Ref: 241 Topic: Creating an Ethical Organizational Culture AASCB Tag: Ethical Understanding and Reasoning Abilities 30 Copyright © 2010 Pearson Education. Answer: TRUE Diff: 1 Page Ref: 241 Topic: Creating an Ethical Organizational Culture AASCB Tag: Ethical Understanding and Reasoning Abilities 132) An organizational culture most likely to shape high ethical standards is one that is high in risk tolerance. Answer: TRUE Diff: 2 Page Ref: 241 Topic: Creating an Ethical Organizational Culture AASCB Tag: Ethical Understanding and Reasoning Abilities 134) Performance appraisals of managers should include a point-by-point evaluation of how the manager's decisions measure up against the organization's code of ethics.129) All organizations within an industry use the terminology designated by the industry so that their employees can move freely from organization to organization. Inc. low in aggressiveness. Publishing as Prentice Hall . Answer: FALSE Diff: 3 Page Ref: 241 Topic: Creating an Ethical Organizational Culture AASCB Tag: Ethical Understanding and Reasoning Abilities 133) A strong company that encourages pushing the limits can be a powerful force in shaping unethical behavior. Answer: TRUE Diff: 1 Page Ref: 241 Topic: Creating an Ethical Organizational Culture AASCB Tag: Ethical Understanding and Reasoning Abilities 131) The content and strength of an organizational culture influences the organization's ethical climate. Answer: FALSE Diff: 2 Page Ref: 240 Topic: How Employees Learn Culture 130) A strong organizational culture exerts more influence on employees than does a weak culture. and focuses on means instead of outcomes. Page Ref: 231 Topic: What Is Organizational Culture? 31 Copyright © 2010 Pearson Education. This system of shared meaning is a set of key characteristics that the organization values. Answer: TRUE Diff: 1 Page Ref: 244 Topic: Implications for Managers 141) What is organizational culture? Answer: Organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations. visibly rewarding ethical acts and punishing unethical ones. Publishing as Prentice Hall . Answer: FALSE Diff: 1 Page Ref: 244 Topic: Implications for Managers 140) A surprising financial setback can provide an impetus for culture change.135) Management can create more ethical cultures through the following means: acting as visible role models. and providing protective mechanisms. but individuals' growth as well. Answer: TRUE Diff: 2 Page Ref: 242 Topic: Creating a Positive Organizational Culture 137) A positive organizational culture emphasizes not only organizational effectiveness. Inc. providing ethical training. Answer: TRUE Diff: 2 Page Ref: 243 Topic: Global Implications AASCB Tag: Multicultural and Diversity Understanding 139) An organization's culture is relatively easy to change. Answer: TRUE Diff: 2 Page Ref: 242 Topic: Creating a Positive Organizational Culture 138) An organization's culture often reflects the national culture. Answer: TRUE Diff: 2 Page Ref: 241 Topic: Creating an Ethical Organizational Culture AASCB Tag: Ethical Understanding and Reasoning Abilities 136) A positive organizational culture is defined as a culture that rewards more than it punishes and emphasizes individual growth. communicating ethical expectations. First. Third.142) Identify and describe the seven primary characteristics that capture the essence of an organization's culture. culture facilitates the generation of commitment to something larger than one's individual self-interest. People orientation is the degree to which management decisions take into consideration the effect of outcomes on people within the organization. This system of shared meaning is. analysis. One specific result of a strong culture should be lower employee turnover. Answer: Strong cultures have a greater impact on employee behavior and are more directly related to reduced turnover. Page Ref: 232 Topic: What Is Organizational Culture? 144) What are the functions of organizational culture? Answer: Culture performs a number of functions within an organization. it conveys a sense of identity for organization members. Aggressiveness is the degree to which people are aggressive and competitive rather than easygoing. it enhances social system stability. Team orientation is the degree to which work activities are organized around teams rather than individuals. Attention to detail is the degree to which employees are expected to exhibit precision. Page Ref: 231 Topic: What Is Organizational Culture? 143) Discuss the difference between strong and weak organizational cultures. The more members who accept the core values and the greater their commitment to those values is. Fourth. loyalty. Stability is the degree to which organizational activities emphasize maintaining the status quo in contrast to growth. and organizational commitment. There are seven primary characteristics that capture the essence of an organization's culture. lessen employees' propensity to leave the organization. and attention to detail. Such unanimity of purpose builds cohesiveness. the stronger the culture is. In a strong culture. Innovation and risk taking are the degree to which employees are encouraged to be innovative and take risks. A strong culture demonstrates high agreement among members about what the organization stands for. on closer examination. A strong culture will have a great influence on the behavior of its members because the high degree of sharedness and intensity creates an internal climate of high behavioral control. culture serves as a sense-making and control mechanism that guides and shapes the attitudes and behavior of employees. Outcome orientation is the degree to which management focuses on results or outcomes rather than on the techniques and processes used to achieve these outcomes. Second. Answer: Organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations. in turn. Culture is the social glue that helps hold the organization together by providing appropriate standards for what employees should say and do. Inc. These qualities. it creates distinctions between one organization and others. a set of key characteristics that the organization values. the organization's core values are both intensely held and widely shared. Page Ref: 233 Topic: What Do Cultures Do? 32 Copyright © 2010 Pearson Education. Publishing as Prentice Hall . Finally. it has a boundary-defining role. That is. The small size that typically characterizes new organizations further facilitates the founders' imposition of their vision on all organizational members. Publishing as Prentice Hall .145) When can culture be a liability? Answer: Culture is a liability when the shared values are not in agreement with those that will further the organization's effectiveness. founders only hire and keep employees who think and feel the way they do. and general way of doing things are largely due to what it has done before and the degree of success it has had with those endeavors. And finally. Second. Page Ref: 235 Topic: Creating and Sustaining Culture 33 Copyright © 2010 Pearson Education. Organizations hire diverse individuals because of the alternative strengths these people bring to the workplace. the founders' entire personalities become embedded in the culture of the organization. they indoctrinate and socialize these employees to their way of thinking and feeling. however. At this point. The primary cause of failure is conflicting organizational cultures. In recent years. Page Ref: 234 Topic: What Do Cultures Do? 146) How does organizational culture develop? Answer: An organization's current customs. These strong cultures become barriers to change when business as usual is no longer effective. and assumptions. So consistency of behavior is an asset to an organization when it faces a stable environment. the founders' own behavior acts as a role model that encourages employees to identify with them and thereby internalize their beliefs. The founders of an organization traditionally have a major impact on that organization's early culture. The process of culture-creation occurs in three ways. First. They are constrained by previous customs or ideologies. They have a vision of what the organization should be. traditions. It may. yet these diverse behaviors and strengths are likely to diminish in strong cultures as people attempt to fit in. the founders' vision becomes seen as a primary determinant of that success. an organization's entrenched culture may no longer be appropriate. When an environment is undergoing rapid change. Culture can also serve as a liability when hiring a diverse workforce. values. burden the organization and make it difficult to respond to changes in the environment. culture can be a liability in acquisitions and mergers. Finally. When the organization succeeds. cultural compatibility has become the primary concern with acquisition and merger decisions. This is most likely to occur when an organization's environment is dynamic. Inc. Candidates learn about the organization and. the selection process provides information to applicants about the organization. or at least a good portion of those values. These cover both the work to be done and the organization. therefore. The prearrival stage recognizes that each individual arrives with a set of values. new employees are potentially likely to disturb the beliefs and customs that are in place. the actions of top management. Finally. Upon entry into the organization. and abilities to perform the jobs within the organization successfully. Here the individual confronts the possible dichotomy between her expectations and reality. This is when the organization seeks to mold the outsider into an employee "in good standing. Inc. In addition. this is called the metamorphosis stage. Three forces play a particularly important part in sustaining a culture: selection practices. the actions of top management also have a major impact on the organization's culture. promotions. what is appropriate dress. what actions will pay off in terms of pay raises." Employees who fail to learn the essential or pivotal role behaviors risk being labeled "nonconformists" or "rebels. Because they are unfamiliar with the organization's culture. want to help new employees adapt to its culture. the new member enters the encounter stage. First. and socialization methods. attitudes. encounter." which often leads to expulsion. how much freedom managers should give their employees. and other rewards. and metamorphosis. Finally. This adaptation process is called socialization. the new member must work out any problems discovered during the encounter stage.147) Explain the primary methods of maintaining an organization's culture. This attempt to ensure a proper match. But the organization will be socializing every employee. and the like. Answer: Once a culture is in place. whether purposely or inadvertently. senior executives establish norms that filter down through the organization as to whether risk taking is desirable. This may mean going through changes ∙ hence. It would be naive to ignore that the final decision as to who is hired will be significantly influenced by the decision maker's judgment of how well the candidates will fit into the organization. Page Ref: 236-238 Topic: Creating and Sustaining Culture 34 Copyright © 2010 Pearson Education. and expectations. there are practices within the organization that act to maintain it by giving employees a set of similar experiences. Publishing as Prentice Hall . throughout his or her entire career in the organization. Page Ref: 235-236 Topic: Creating and Sustaining Culture 148) What are the three stages of socialization through which employees become indoctrinated into an organization's culture? Answer: The three stages of socialization are prearrival. This further contributes to sustaining the culture. if they perceive a conflict between their values and those of the organization. The organization will. new employees are not fully indoctrinated in the organization's culture. the explicit goal of the selection process is to identify and hire individuals who have the knowledge. Through what they say and how they behave. no matter how good a job the organization does in recruiting and selection. skills. though maybe not as explicitly. they can self-select themselves out of the applicant pool. In addition to selection. results in the hiring of people who have values essentially consistent with those of the organization. terminology acts as a common denominator that unites members of a given culture or subculture. and the kinds of behavior that are appropriate. These material symbols convey to employees who is important. Ethical ambiguities can be minimized by creating and disseminating an organizational code of ethics. and to address possible ethical dilemmas. members attest to their acceptance of the culture and. Employees will look to top management behavior as a benchmark for defining appropriate behavior. which people are important and which are expendable. the degree of egalitarianism desired by top management. Rituals are repetitive sequences of activities that express and reinforce the key values of the organization. management can visibly reward ethical acts and punish unethical ones. Answer: Culture is transmitted to employees in a number of forms. and the presence or absence of corporate aircraft are a few examples of material symbols. rule breaking. and organizational coping. Finally. relocation of employees. in so doing help to preserve it. The layout of corporate headquarters. Management can also communicate ethical expectations.149) Discuss how culture is transmitted to employees. Page Ref: 240 Topic: How Employees Learn Culture 150) What can management do to create a more ethical culture within an organization? Answer: To create a more ethical culture. Page Ref: 241 Topic: Creating an Ethical Organizational Culture AASCB Tag: Ethical Understanding and Reasoning Abilities 35 Copyright © 2010 Pearson Education. rituals. Management can be a visible role model. rags-to-riches successes. the most potent being stories. management can take a number of steps. material symbols. Management can also provide ethical training. Publishing as Prentice Hall . Appraisals must include the means taken to achieve goals as well as the ends themselves. Once assimilated. the types of automobiles top executives are given. reductions in the workforce. reactions to past mistakes. Training sessions can be used to reinforce the organization's standards of conduct. Inc. Many organizations and units within organizations use language as a way to identify members of a culture or subculture. to clarify what practices are and are not permissible. Performance appraisals of managers should include a point-by-point evaluation of how his or her decisions measured against the organization's code of ethics. It should state the organization's primary values and the ethical rules that employees are expected to follow. what goals are most important. A formal mechanism should also be provided so employees can discuss ethical dilemmas and report unethical behavior without fear of reprimand. Stories contain a narrative of events about the organization's founders. By learning this language. and language. These stories anchor the present in the past and provide explanations and legitimacy for current practices.