Larry Inks BUSMHR 3200 Exam 3 Questions And
Answers Verified 100% Correct
Culture-related issues and questions - ANSWER -Identifying and understanding
the culture
Nature of the culture - is it "right" for the organization
- relates to strategic context, objectives of the organization
Different possible approaches:
-shared culture
-unique culture
-tailored culture = core + unique
Strength of the culture is the extent to which it permeates the organization
Mechanisms/systems for keeping to culture alive and maintained
-Example: OSU involvement fair/words embedded in Fisher's floor/carmen Ohio
Changing the culture when necessary
Ways to Understand an Organization's Culture - ANSWER -Stories: Legends
about what has happened in the past
Myths: Dramatic narratives of imagined events; unquestioned beliefs
Heroes: People who have "done it the right way"
Symbols: Icons that show "what we're all about"
Symbolic Acts: Single acts that are very memorable
Language: Speech that carries a specific message
,Rites: Ceremonies that are visible reminders of values
Artifacts: Material objects that express dimensions of culture
Surveys: Quantitative and qualitative information
Ways to change and influence culture - ANSWER -Formal statements
(visions/values etc)
Design of physical working space
Slogans/language/saying
criteria for rewards/recognition
stories/specific behavioral events
activities/metrics/outcomes tracked
Organizational structure/systems/processes
Leader behavior = most important (modeling, reactions during crisis)
Organizational Socialization - ANSWER -the process by which a person learns the
values, norms, and required behaviors that permit him/her to participate as a
member of the organization
the impact of the organization on the individual
learning the ropes
The Three Phases of Organizational Socialization - ANSWER -Anticipatory
socialization - prior to joining the organization
Encounter - initial entry period into the organization
,change and acquisition - variable; seen when values, behaviors, etc are consistent
with the organization
Organizational Personalization - ANSWER -The impact of the newcomer on the
organization
Different Tactics for Socialization - ANSWER --Individual vs. Collective:
Orientation in individuals vs. groups
-Formal vs. Informal: Extent to which newcomers are "secluded"
(more formal = more secluded)
-Sequential vs. Random: Specific vs. random sequence of events
-Fixed vs. Variable: Extent to which there is a set timetable
-Serial vs. Disjunctive: Extent to which mentors/role models are used
(serial = learn from a mentor)
-Investiture vs. Divestiture: Extent to which one's "old" identity kept
(Divestiture = "learn 'our way' or leave")
Social Information Processing Model - ANSWER -An information processing
model that identifies the steps in perceiving and responding to social information
Step 1: selective attention/awareness (meaningful information)
Step 2: encoding/simplification (schemas, scripts, categories, stereotypes)
Step 3: Storage/retention (semantic, events, people)
Step 4: Retrieval/response (attributions, judgments, bias, errors)
, Types of Biases and Errors - ANSWER -Fundamental attribution bias: someone's
personality is the sole reason they made an error
Self-serving bias: giving credit to yourself when things go well while giving
yourself excuses when things go wrong
Halo error: one positive attribute means everything they do is great
Pitchfork/Horns error: one negative attribute and everything they do is wrong
Leniency error: someone who is very forgiving (tips 25% no matter what)
Severity error: someone who is overly negative (tips 5% no matter what)
Central Tendency Error: treatment is based on performance (most fair) - (tips
based on service quality)
Recency effect: the last person to interview has an advantage
Primacy effect: the first person to interview has an advantage
Stereotyping: inferring other characteristics based off of one
Projection: Guessing characteristics with little knowledge
Contrast effect: If someone has a great interview, you want to interview as far
away from that person as possible
"Similar to me" effect: people like others who are similar to them
Attribution Theory - ANSWER -a way of explaining others' behavior resulted
from internal factors (ability/amount of work) or external factors (task difficulty)
Can be made for good and bad performance outcomes
Answers Verified 100% Correct
Culture-related issues and questions - ANSWER -Identifying and understanding
the culture
Nature of the culture - is it "right" for the organization
- relates to strategic context, objectives of the organization
Different possible approaches:
-shared culture
-unique culture
-tailored culture = core + unique
Strength of the culture is the extent to which it permeates the organization
Mechanisms/systems for keeping to culture alive and maintained
-Example: OSU involvement fair/words embedded in Fisher's floor/carmen Ohio
Changing the culture when necessary
Ways to Understand an Organization's Culture - ANSWER -Stories: Legends
about what has happened in the past
Myths: Dramatic narratives of imagined events; unquestioned beliefs
Heroes: People who have "done it the right way"
Symbols: Icons that show "what we're all about"
Symbolic Acts: Single acts that are very memorable
Language: Speech that carries a specific message
,Rites: Ceremonies that are visible reminders of values
Artifacts: Material objects that express dimensions of culture
Surveys: Quantitative and qualitative information
Ways to change and influence culture - ANSWER -Formal statements
(visions/values etc)
Design of physical working space
Slogans/language/saying
criteria for rewards/recognition
stories/specific behavioral events
activities/metrics/outcomes tracked
Organizational structure/systems/processes
Leader behavior = most important (modeling, reactions during crisis)
Organizational Socialization - ANSWER -the process by which a person learns the
values, norms, and required behaviors that permit him/her to participate as a
member of the organization
the impact of the organization on the individual
learning the ropes
The Three Phases of Organizational Socialization - ANSWER -Anticipatory
socialization - prior to joining the organization
Encounter - initial entry period into the organization
,change and acquisition - variable; seen when values, behaviors, etc are consistent
with the organization
Organizational Personalization - ANSWER -The impact of the newcomer on the
organization
Different Tactics for Socialization - ANSWER --Individual vs. Collective:
Orientation in individuals vs. groups
-Formal vs. Informal: Extent to which newcomers are "secluded"
(more formal = more secluded)
-Sequential vs. Random: Specific vs. random sequence of events
-Fixed vs. Variable: Extent to which there is a set timetable
-Serial vs. Disjunctive: Extent to which mentors/role models are used
(serial = learn from a mentor)
-Investiture vs. Divestiture: Extent to which one's "old" identity kept
(Divestiture = "learn 'our way' or leave")
Social Information Processing Model - ANSWER -An information processing
model that identifies the steps in perceiving and responding to social information
Step 1: selective attention/awareness (meaningful information)
Step 2: encoding/simplification (schemas, scripts, categories, stereotypes)
Step 3: Storage/retention (semantic, events, people)
Step 4: Retrieval/response (attributions, judgments, bias, errors)
, Types of Biases and Errors - ANSWER -Fundamental attribution bias: someone's
personality is the sole reason they made an error
Self-serving bias: giving credit to yourself when things go well while giving
yourself excuses when things go wrong
Halo error: one positive attribute means everything they do is great
Pitchfork/Horns error: one negative attribute and everything they do is wrong
Leniency error: someone who is very forgiving (tips 25% no matter what)
Severity error: someone who is overly negative (tips 5% no matter what)
Central Tendency Error: treatment is based on performance (most fair) - (tips
based on service quality)
Recency effect: the last person to interview has an advantage
Primacy effect: the first person to interview has an advantage
Stereotyping: inferring other characteristics based off of one
Projection: Guessing characteristics with little knowledge
Contrast effect: If someone has a great interview, you want to interview as far
away from that person as possible
"Similar to me" effect: people like others who are similar to them
Attribution Theory - ANSWER -a way of explaining others' behavior resulted
from internal factors (ability/amount of work) or external factors (task difficulty)
Can be made for good and bad performance outcomes
