Manage the Culture and Change MCQs
Manage the Culture and Change MCQs
Try to answer these 90+ Manage the Culture and Change MCQs and check your understanding of the Manage the Culture and Change subject. Scroll down and let's begin!
1: Anticipatory Socialization is a process an individual goes through as they attempt to find an ________ to join.
A. organization
B. social interactions
C. department
D. area
2: Artifacts and Creations is a component of __________ consisting of its physical manifestations, such as artwork, building architecture, and the way employees dress.
A. manifestations of culture
B. organizational culture
C. social culture
D. all of these
3: Assumption is Underlying values, which are often unconscious because people do not question them?
A. ture
B. false
4: Change covers the four stages that precipitate change—status quo, disruption, ____, and rebuilding; based on the stages of death and dying identified by Elizabeth Kübler-Ross.
A. powerful modal
B. populer
C. exploration
D. all of these
5: Changing is not second step of Lewin’s three-step model, where individuals move toward a desired state.
A. true
B. false
6: Commitment to Change is ?
A. Supporting change and helping the organization implement it.
B. where individuals move toward a desired state.
C. which are often unconscious because people do not question them
D. individual value
7: Competing values frameworks have a four-quadrant framework that ____ how an individual’s values compete with other peoples’ values and/or the values of the company; the quadrants include open systems, internal processes, rational goal setting, and human relations.
A. demonstrates
B. leadership behaviour
C. approach
D. none of these
8: Compliance with Change is Going along with a change but secretly hoping it will end soon.
A. false
B. true
9: The unconscious values that people act out is known as ____
A. change value
B. committed value
C. enacted value
D. partial value
10: Occurs when a new member starts work and begins to assimilate into the organizational culture is known as____
A. Entry
B. privilege of entering
C. Enacted value
D. None of these
11: Espoused Beliefs and Values are ?
A. code of conduct
B. The reasons people give for their behavior.
C. Demonstrated traits
D. none of these
12: An examination of the forces for and against the implementation of an organizational change is known as
A. distastefulness
B. force-Field Analysis
C. obnoxiousness
D. none of these
13: Human relations is a competing values framework quadrant that focuses on internal, flexible processes such as team-building communication.
A. true
B. false
14: Impression Management is not the process (either conscious or unconscious) where an individual deliberately attempts to influence the perceptions and opinions of others.
A. true
B. false
15: The competing values framework quadrant that focuses on performance management and coordination to maximize control is known as
A. External process
B. Internal process
C. endogenetic process
D. none of these
16: Terms and usage that may be unique to the organization and represent the organizational culture and how it is transmitted to newcomers is known as
A. vagueness
B. language
C. standard
D. denial
17: The stage in which a person transforms from a new employee to an established contributor who is valued and trusted by other members of the organization.
A. contributor
B. beneficiary
C. subscriber
D. conversion
18: Norms are informal and interpersonal rules that team members are expected to follow.?
A. true
B. false
19: Onboarding is the process of welcoming and orienting new____to facilitate their adjustment to the organization, its culture, and its practices.
A. organizational members
B. rationalize
C. association
D. all of these
20: The competing values framework quadrant that deals with external forces and keeping the organization nimble during change is known as ___?
A. open system
B. covered
C. limited
D. uncluttered
21: Organizational culture is the norms, behaviors, and values that create the unique environment of an organization.?
A. true
B. false
22: The process an organization utilizes to ensure that new members acquire necessary attitudes, behaviors, knowledge, and skills to become productive organizational members is known as ___?
A. act of training a new employee
B. organizational socialization
C. Culture
D. none of these
23: Pre Entry occurs from the time someone is offered the job to when they actually start working.
A. True
B. False
24: Proactive actively is not attempting to make alterations to the workplace and its practices.
A. True
B. False
25: An unwritten set of expectations in the employment relationship as distinct from the formal, codified employment contract is known as____?
A. irrational
B. somatic
C. Psychological Contract
D. All of these
26: The competing values framework quadrant that fosters a productive work environment through planning and goal-setting is known as ?
A. organization ability
B. rational goal setting
C. achieving ability
D. rational goal-setting
27: Reactive when an organization makes changes in its practices after some threat or opportunity as already occurred.
A. true
B. false
28: The third stage of Lewin’s three-step model, where individuals wishing to make a change reinforce and restructure based on the changes they have introduced is known as ?
A. refreezing
B. semi-solid
C. thawed
D. all of these
29: Resistance to Change Opposition to new ways of doing things ?
A. true
B. false
30: When a ritual group’s values and identities are publicly_____ or enacted within the context of a specific occasion or event.
A. authenticated
B. incontestable
C. demonstrated
D. conceived
31: Socialization is the process that follows the steps of anticipatory socialization, entry and assimilation, and metamorphosis.
A. true
B. false
32: Stories are knowledge and experiences shared through narrative and anecdotes to communicate lessons, complex ideas, concepts, and causal connections.?
A. true
B. false
33: Work cultures based on high levels of agreement among employees about what they value and ____ toward those values.
A. low intensity
B. high intensity
C. emotionally
D. histrionics
34: Subcultures are smaller cultures that exist within a larger culture.?
A. true
B. false
35: Symbols are images, diagrams, or objects that represent a ____ or idea, ultimately speaking to shared knowledge between individuals.
A. aesthetical
B. noncultural value
C. cultural value
D. none of these
36: The Unfreezing first stage of Lewin’s three-step model, where individuals wishing to make a change challenge the status quo by shaking up assumptions?
A. true
B. false
37: The Values of a person or group are not morals or standards.
A. true
B. false
38: _____ is a force for change that includes gender, race/ethnicity, generational and cultural differences.
A. Workplace recruiting
B. Isolation
C. Workforce diversity
D. Customer service
39: Groups with high levels of employee agreement about their values and high intensity towards those values show the presence of what kind of culture?
A. weak
B. strong
C. progressive
D. diverse
40: What type of analysis is associated with looking at forces for and against an organization?
A. force-field
B. unfreezing
C. refreezing
D. change curve
41: What is another name for informal and interpersonal rules that team members are expected to follow?
A. norms
B. regulations
C. laws
D. common law
42: The sharing of knowledge and experiences through narrative and anecdotes is also called ______.
A. storytelling
B. spreading rumors
C. gossiping
D. ritualized learning
43: Groups often develop, invent, or discover patterns of basic assumptions to cope with problems. This pattern is referred to as ______.
A. corporate habits
B. business trends
C. organizational culture
D. thought lists
44: How many dimensions make up organizational culture norms?
A. one
B. two
C. three
D. four
45: While many organizations are still reactive, they should strive for ______ organizational change.
A. social
B. planned
C. unplanned
D. rapid
46: Preentry, entry, and metamorphosis are steps in what process?
A. randomization
B. socialization
C. assimilation agreement
D. professional growth
47: People generally prefer the status quo because change is ______ and can have negative consequences.
A. random
B. disruptive
C. beneficial
D. unnecessary
48: The process an organization uses to make sure new members adapt is known as ______.
A. organizational framework
B. groupthink
C. rational adaptation
D. organizational socialization
49: Even in strong cultures, organizations should encourage ______ in order to remain flexible and responsive to change.
A. competition
B. job seeking
C. rebellion
D. subcultures
50: Which of the following is the number one reason that organizational change efforts fail?
A. training
B. turnover during the change
C. resistance to change
D. costs that exceed the budget
List of Manage the Culture and...
Available in:
Manage the Culture and Change MCQs
