BUS5116 Leading Organizations Unit 5 Graded Quiz — 25 Q&A
Verified Answers 2025
Course:
BUS5116 Leading Organizations — University of the People (UoPeople)
Level:
MBA
Year:
2025/2026
Format:
Graded Quiz Solutions — 25 Q&A with Verified Answers
BUS5116 Unit 5 Graded Quiz — Organizational Culture and
Change
25 Questions with Verified Answers | Score: 96/100
Question 1:
According to Edgar Schein's model of organizational culture, which of the following is considered
an "Artifact"?
A) The deep, unconscious beliefs shared by employees about human nature.
B) The company's published mission statement and core values.
C) The open-plan layout of the office and the casual dress code.
D) The unspoken rule that employees must not disagree with the CEO.
Answer: C
Explanation:
Artifacts are the visible, tangible, and audible elements of an organization's culture. Office layout
and dress code are observable manifestations of culture, unlike espoused values (B) or underlying
assumptions (A and D), which are deeper and less visible.
Question 2:
In Schein's three layers of culture, "Espoused Values" represent:
, A) The unwritten rules that dictate day-to-day behavior.
B) The explicitly stated principles and norms preferred by an organization.
C) The physical symbols and ceremonies used by the company.
D) The deeply embedded, taken-for-granted assumptions of the founders.
Answer: B
Explanation:
Espoused values are the formally stated values, norms, and ethics that leaders want the
organization to follow, such as those found in a mission statement. They often serve as a guide for
employee behavior but may not always align with the deeper, actual underlying assumptions.
Question 3:
A software development company claims to value "work-life balance" in its employee handbook,
yet managers consistently promote individuals who work 70-hour weeks. According to Schein,
this discrepancy is a conflict between:
A) Artifacts and basic assumptions.
B) Espoused values and basic assumptions.
C) Weak culture and strong culture.
D) Artifacts and espoused values.
Answer: B
Explanation:
The "work-life balance" claim is an explicitly stated, espoused value. However, the actual behavior
of rewarding 70-hour workweeks reveals the underlying basic assumption that long hours equal
dedication and performance. When espoused values don't match basic assumptions, it creates
cultural cognitive dissonance.
Question 4:
A "strong culture" in an organization is best defined as one where:
A) Core values are intensely held and widely shared among members.
B) The organization is highly profitable and dominates its market.
C) Rules and procedures are strictly enforced by human resources.
D) The CEO exercises autocratic control over all decision-making.
Answer: A
Verified Answers 2025
Course:
BUS5116 Leading Organizations — University of the People (UoPeople)
Level:
MBA
Year:
2025/2026
Format:
Graded Quiz Solutions — 25 Q&A with Verified Answers
BUS5116 Unit 5 Graded Quiz — Organizational Culture and
Change
25 Questions with Verified Answers | Score: 96/100
Question 1:
According to Edgar Schein's model of organizational culture, which of the following is considered
an "Artifact"?
A) The deep, unconscious beliefs shared by employees about human nature.
B) The company's published mission statement and core values.
C) The open-plan layout of the office and the casual dress code.
D) The unspoken rule that employees must not disagree with the CEO.
Answer: C
Explanation:
Artifacts are the visible, tangible, and audible elements of an organization's culture. Office layout
and dress code are observable manifestations of culture, unlike espoused values (B) or underlying
assumptions (A and D), which are deeper and less visible.
Question 2:
In Schein's three layers of culture, "Espoused Values" represent:
, A) The unwritten rules that dictate day-to-day behavior.
B) The explicitly stated principles and norms preferred by an organization.
C) The physical symbols and ceremonies used by the company.
D) The deeply embedded, taken-for-granted assumptions of the founders.
Answer: B
Explanation:
Espoused values are the formally stated values, norms, and ethics that leaders want the
organization to follow, such as those found in a mission statement. They often serve as a guide for
employee behavior but may not always align with the deeper, actual underlying assumptions.
Question 3:
A software development company claims to value "work-life balance" in its employee handbook,
yet managers consistently promote individuals who work 70-hour weeks. According to Schein,
this discrepancy is a conflict between:
A) Artifacts and basic assumptions.
B) Espoused values and basic assumptions.
C) Weak culture and strong culture.
D) Artifacts and espoused values.
Answer: B
Explanation:
The "work-life balance" claim is an explicitly stated, espoused value. However, the actual behavior
of rewarding 70-hour workweeks reveals the underlying basic assumption that long hours equal
dedication and performance. When espoused values don't match basic assumptions, it creates
cultural cognitive dissonance.
Question 4:
A "strong culture" in an organization is best defined as one where:
A) Core values are intensely held and widely shared among members.
B) The organization is highly profitable and dominates its market.
C) Rules and procedures are strictly enforced by human resources.
D) The CEO exercises autocratic control over all decision-making.
Answer: A
