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LDR - 302S Organizational Culture Questions and Answers 100% Pass
Question : Changing organizational systems and procedures
BEST describes which of the following embedding mechanisms, which serve as the conscious and subconscious ways of forming organization culture?
CORRECT ANSWER : Transform the culture
Question : In an article by Chaplain Kenneth R. Williams, he
used a formulaic model to calculate the approximate monetary costs of toxic behavior in an organization. The formula calculated costs for worrying, physical and mental health, absenteeism, avoidance, and conversations with co-workers.Which of the five effects of toxic leadership measured caused the LEAST financial impact for the organization?
CORRECT ANSWER : Cost of absenteeism
Question : Treating each individual with dignity and fairness,
with the operational premise that you treat others in concert with the way you would like to be treated BEST defines which of the following?
CORRECT ANSWER : Respectful engagement
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Question : Toxicity
CORRECT ANSWER : pattern of combined,
counterproductive behaviors encompassing not only harmful leadership but also abusive supervision, bullying, and workplace incivility, involving leaders, peers, and direct reports as
offenders, incorporating six specific behaviors (see table):
Behaviors: 1. shaming 2. passive 3. hostility 4. team sabotage 5.
indifference negativity 6. exploitation Toxic personnel are experts in managing upward, simultaneously giving the appearance of high performance to their supervisors while abusing others to get ahead; most toxic behavior is passive and “under the radar.”
Question : Toxic Personnel
CORRECT ANSWER : highly competent, dedicated to task
accomplishment, possess skills or expertise needed by the organization, and at least appear to be productive in the short term. experts in presenting an image of high performance to their superiors; they simultaneously create "a trust tax" that debits from results
Question : Toxic protectors
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CORRECT ANSWER : practice a subtle form of quid pro quo,
either having a personal relationship with the toxic person, having a need for power and control that the toxic person's actions feed or benefiting from apparent high performance.sabotage the organization by ignoring or enabling behaviors that degrade productivity, morale, trust, and cohesion
Question : Toxic Behavior - Shaming
CORRECT ANSWER : Humiliation, sarcasm, put-downs, jabs,
blaming Persistently pointing out mistakes intending to reduce another's self-worth Public embarrassment
Question : Toxic Behavior - Passive Hostility
CORRECT ANSWER : Passive-aggressive behavior
redirecting one's anger inappropriately on a target person or persons Resenting requests, deliberate procrastination, and intentional mistakes to avoid serving others Complaints of injustice and lack of appreciation Compliments that veil criticism Always getting in the last word (punch)
Question : Toxic Behavior - Team Sabotage
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CORRECT ANSWER : Meddling to establish one's personal
power base, resulting in decreased cohesion and performance
Inconsistency: unclear, constantly changing expectations and
unpredictable policies, procedures, and behaviors Dysfunctional
communication: in order to maintain power and control,
withholding key information, sharing incomplete information, or sharing partial items of information resulting in each person having incomplete data
Question : Toxic Behavior - Indifference
CORRECT ANSWER : An apparent lack of regard for the
welfare of others, especially subordinates Lack of compassion and empathy Excluding certain people Disinterested in the successes and unsympathetic to the suffering of others
Question : Toxic Behavior - Negativity
CORRECT ANSWER : A corrosive interpersonal style that has
a negative impact on individual and collective morale and
motivation Malice: cruelty and degradation are more prevalent
than kindness Narcissism: uncaring abuse of others for personal
gain