Org Behavior Final

Question 1

How to create culture? 5 Steps

Answer 1

• Selection (same values as leaders) Individuals whose assumptions, values, and behaviors already match the company’s. (Done through tests and interviews)
• Socialization (orientation & Training)- (orientation process) Celebration, History, values, principles, training= emphasize values and practices of culture (ex. Teamwork, teamwork-building, integrity, and quality)
• Performance evaluation (standards, measures, and holding individuals accountable)
• Rewards (reinforcing desired behaviors, making numbers, adhere to values, internal customer service)
• Rituals & Stories (Stories that communicate company values, rituals that play a key role in the symb. Com of culture)

Question 2

Personal Enactment:

Answer 2

behavior reflect the organization’s values

Question 3

Ceremonies and rites:

Answer 3

provide opportunities to reward and recognize employees whose behavior is congruent with the values of the company

Question 4

Stories:

Answer 4

give meaning and identify to organizations and are especially helpful in orienting new employees – listeners are left to draw their own conclusion

Question 5

Rituals:

Answer 5

clear message about “the way we do things”

Question 6

Symbols:

Answer 6

communicate through unspoken messages

Question 7

Levels of Culture

Answer 7

• Artifacts: symbols of culture in the physical
and social work environments
• Values: reflect a person’s inherent beliefs of
what should or should not be
• Assumption: deeply held beliefs that guide
behavior and tell members of an organization
how to perceive situations and people.

Question 8

5 ways to change a job and make it more satisfying

Answer 8

• Survey feedback
• Management by objectives
• Quality programs
• Team building
• Process consultation

Question 9

Survey feedback

Answer 9

a widely used intervention method whereby employee attitudes are solicited using a questionnaire

Question 10

Management by objectives

Answer 10

an organization-wide intervention technique that involves joint goal setting between employees and managers

Question 11

Quality programs

Answer 11

a program that embeds product and service quality excellence in the organizational culture

Question 12

Team building

Answer 12

an intervention designed to improve the effectiveness of a work group

Question 13

Process consultation

Answer 13

an OD method that helps managers and employees improve the processes that are used in organizations

Question 14

If you were a new employee in order to be an effective member of the organization the learning process would be called?

Answer 14

• Socialization: the process by which newcomers are transformed from outsiders to participating, effective members of the organization

Question 15

Interventions for Changing Organizational Culture

Answer 15

• Changing behavior
• Examining justifications for changed behavior
• Cultural communication
• Hiring and socializing members who fit in with
the new culture – culture
• Removing members who reject the new
culture

Question 16

Culture

Answer 16

is defined as a set of unwritten rules about how employees should behave
• Things you should do
• Things you should not do

Question 17

Culture is formed around the values of the leader

Answer 17

• Through role modeling, teaching and coaching
leaders reinforce the values that support
organizational culture
• Employees emulate leaders’ behavior

➢ A new employee comes into the company,
would need to learn something about the
company’s culture in order to be successful
and you do that to the socialization, orientation
and training part of that

➢ We didn’t talk about changing the culture, but
if you were going to change it and had
performance problems and things were
happening in the company that weren’t
satisfied with, then what you would want to
do is look and see if the culture matches the
core values.

➢ The core values are those values that the
leadership brings to start the culture in the
first place.

Question 18

Organization development

Answer 18

a systematic approach to organizational improvement that applies behavioral science theory and research in order to increase individual organizational well-being and effectiveness.

Question 19

Organization development

Answer 19

➢ There will always be some resistance to change, but in case you have something that continues to resist it: you get rid of them

➢ You expect some resistance to change and what you do is you isolate those few who don’t agree with the change and find extent of their disagreement (what’s behind it, ideas that you could incorporate into your change to make it more effective)

Question 20

Remember there are several things that would cause a person to resist change:

Answer 20

•	Threat to security
•	Threat to relationships 
•	Fear of the unknown
•	Fear of loss
•	Fear of failure
•	Fear of disruption of interpersonal 
        relationships
•	Personality
•	Politics
•	Cultural assumptions and values

Question 21

➢ The intent of when Herzburg developed job enlargement and job enrichment he started with job enlargement and that was doing more the same thing even though that would provide some satisfaction to the employee (it would be doing more things i.e. several things with equivalent skill), but the idea of job enrichment was based on two factor motivation theory (motivators) things in the job itself:

Answer 21

➢ The intent of when Herzburg developed job enlargement and job enrichment he started with job enlargement and that was doing more the same thing even though that would provide some satisfaction to the employee (it would be doing more things i.e. several things with equivalent skill), but the idea of job enrichment was based on two factor motivation theory (motivators) things in the job itself:

Question 22

➢ One of the major differences between job enlargement and job enrichment is that job enlargement is doing more of the same thing in terms of skill level (more variety, but no change in other factors). Where is: job enrichment increases the skill level.

Answer 22

➢ One of the major differences between job enlargement and job enrichment is that job enlargement is doing more of the same thing in terms of skill level (more variety, but no change in other factors). Where is: job enrichment increases the skill level.

Question 23

Job Enlargement

Answer 23

a method of job design that increases the number of activities in a job to overcome the boredom of overspecialized work.

Question 24

Job Enrichment

Answer 24

designing or redesigning a job by incorporating motivational factors into it.

Question 25

5 Core Job Characteristics:

Answer 25

• Skill Variety
• Task Identity
• Task significance
• Autonomy
• Feedback from the job itself

Question 26

Skill Variety

Answer 26

the degree to which a job includes different activities and involves the use of multiple skills and talents of employee.

Question 27

Task Identity

Answer 27

the degree to which the job requires completion of the whole and identifiable piece of work – doing a job from beginning to end

Question 28

Task significance

Answer 28

the degree to which the job has a substantial impact on the lives or work of other people, whether in the immediate organization or in the external environment.

Question 29

Autonomy

Answer 29

the degree to which the job provides the employee with substantial freedom, independence, and discretion in scheduling the work and in determining the procedures to be used in carrying it out.

Question 30

Feedback from the job itself

Answer 30

the degree to which carrying out the work activities results in the employee obtaining direct and clear information about the effectiveness of his or her performance.

Question 31

OR

Answer 31

• Develop mutual trust
• 8-10 people are needed to enrich a job
• they must have an 8th grade education
• they must be able to share the benefits (profits) amongst everyone??

Question 32

MPS

Answer 32

= [skill variety] + [task identity] + [task significance] x [autonomy] x [feedback]

Question 33

100

Answer 33

100