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7. Dominant values as components of organizational culture could be things like "product quality" or "customer service.”
ANS: T
ANS: T
AACSB Analytic | Group Dynamics
8. The design of an organization influences who gets promoted, how careers are either made or derailed, and how resources are allocated.
ANS: F
The culture of an organization influences who gets promoted, how careers are either made or derailed, and how resources are allocated.
AACSB Analytic | Group Dynamics
9. No single one of the six components of organizational culture can be construed as individually representing the culture; rather, all of them, taken together, reflect and give meaning to the concept of culture.
ANS: T
8. The design of an organization influences who gets promoted, how careers are either made or derailed, and how resources are allocated.
ANS: F
The culture of an organization influences who gets promoted, how careers are either made or derailed, and how resources are allocated.
AACSB Analytic | Group Dynamics
9. No single one of the six components of organizational culture can be construed as individually representing the culture; rather, all of them, taken together, reflect and give meaning to the concept of culture.
ANS: T
AACSB Analytic | Group Dynamics
10. The levels on which organizational culture exist differ in terms of visibility and resistance to change.
ANS: T
10. The levels on which organizational culture exist differ in terms of visibility and resistance to change.
ANS: T
Analytic | Group Dynamics
11. Norms are an example of shared behaviors.
ANS: T
Analytic | Group Dynamics
12. Cultural values are easier to change than cultural symbols.
ANS: F
Cultural symbols are easier to change than cultural values.
AACSB Analytic | Group Dynamics
11. Norms are an example of shared behaviors.
ANS: T
Analytic | Group Dynamics
12. Cultural values are easier to change than cultural symbols.
ANS: F
Cultural symbols are easier to change than cultural values.
AACSB Analytic | Group Dynamics
