LDR 320T — WEEK 5 PRACTICE
CHAPTERS 16, 18, VIDEO CASE & APPLY COMPREHENSIVE PRACTICE
2026/2027 EDITION
Leadership Theories and Practice — Organizational Culture, Change Management, and Applied Leadership
Scenarios
Course: LDR 320T (University of Phoenix) | Week 5 Practice: Chapters 16, 18, Video Case & Apply | Format: 50
Multiple-Choice Questions (4 options, one best answer) | Suggested Time: 75 Minutes
PRACTICE EXAMINATION INSTRUCTIONS
1. This comprehensive practice set contains 50 questions in four sections: Chapter 16 – Organizational Culture &
Leadership (Q1–Q15); Chapter 18 – Change Management & Leadership (Q16–Q30); Video Case & Apply – Applied
Leadership Scenarios (Q31–Q40); and Integrated Leadership Concepts (Q41–Q50).
2. Each question has four options (A–D) with exactly one correct answer. Select the single best response.
3. In this study edition, the correct option is marked [CORRECT], and the answer with a full rationale appears
immediately below each question for self-assessment.
4. Cognitive coverage: 30% recall, 50% application, 20% analysis — approximately 75% of items are
scenario-based leadership and organizational situations.
Independently prepared study material aligned to the LDR 320T Week 5 topic area. This is a practice set and is not an official University of
Phoenix assignment or exam paper.
Section 1: Chapter 16 - Organizational Culture & Leadership - Culture Types, Change,
Impact (15 Questions)
Q1. Which of the following best defines organizational culture?
A. The formal organizational chart and reporting relationships of a company.
B. The written policies and procedures manual distributed to employees.
C. The shared values, assumptions, and norms that members of an organization hold in common
and that shape how they think and behave. [CORRECT]
D. The industry norms and government regulations that constrain a business.
Correct Answer: C
Rationale: Culture is the shared mental programming of an organization - its taken-for-granted values and norms
about how things are done - not its formal structure, written rules, or external environment. Charts and manuals
describe form; culture describes actual shared behavior and belief.
LDR 320T | Week 5 Practice: Chapters 16, 18, Video Case & Apply | 2026/2027 Edition Page 1 of 17
, Q2. A consultant tours a company and notes its open office layouts, casual dress, and posted values
statements, yet observes that employees quietly fear contradicting managers. In Schein's model, the layout
and posters are examples of:
A. Basic underlying assumptions.
B. Artifacts - the visible surface manifestations of culture that are easy to observe but hard to
interpret. [CORRECT]
C. Espoused values that fully explain behavior.
D. Subcultures formed by department.
Correct Answer: B
Rationale: Artifacts are the observable layer - dress, layout, rituals, and slogans - and they can mislead: the fear of
speaking up is an underlying assumption the posters do not capture. Espoused values are stated beliefs, and
subcultures are group variations within the larger culture.
Q3. A regional insurance firm feels like an extended family: leaders act as mentors, employee loyalty and
cohesion are prized, decisions are made participatively, and the firm is proud of its traditions. In the Competing
Values Framework, this is which culture type?
A. Market.
B. Hierarchy.
C. Adhocracy.
D. Clan. [CORRECT]
Correct Answer: D
Rationale: Clan cultures are internally focused and flexibility-oriented - human, friendly, mentor-led, and
tradition-bound, like a family. Market cultures compete on results, hierarchies prize procedures and control, and
adhocracies pursue innovation.
Q4. A design firm's culture celebrates experimentation: teams prototype rapidly, leaders praise risk-taking,
failures are treated as learning, and the company positions itself as a pioneer. In the Competing Values
Framework, this is best classified as:
A. An adhocracy culture. [CORRECT]
B. A clan culture.
C. A hierarchy culture.
D. A market culture.
Correct Answer: A
Rationale: Adhocracies are externally focused and flexibility-driven - entrepreneurial, experimental, and tolerant of
risk in pursuit of innovation. Clan, hierarchy, and market cultures prioritize cohesion, control, and competitive
results respectively.
LDR 320T | Week 5 Practice: Chapters 16, 18, Video Case & Apply | 2026/2027 Edition Page 2 of 17
, Q5. A consumer products division lives by its scorecards: leaders talk about beating rival brands, stretch
targets drive daily work, and performers are ranked against peers. In the Competing Values Framework, this
division exemplifies:
A. A clan culture.
B. An adhocracy culture.
C. A market culture. [CORRECT]
D. A hierarchy culture.
Correct Answer: C
Rationale: Market cultures are externally focused and control-oriented: competitive, results-driven, and
productivity-obsessed. Clan, adhocracy, and hierarchy cultures emphasize family-like cohesion, innovation, and
procedural order, respectively.
Q6. A large government agency is known for formal procedures, clear chains of command, extensive
documentation, and an overriding commitment to stability and doing things by the book. In the Competing
Values Framework, this is a:
A. Clan culture.
B. Hierarchy culture. [CORRECT]
C. Adhocracy culture.
D. Market culture.
Correct Answer: B
Rationale: Hierarchy cultures are internally focused and control-oriented: formalized, rule-bound, stable, and
efficient - the classic bureaucratic form. The other types emphasize cohesion (clan), innovation (adhocracy), or
competition (market).
Q7. In organizational behavior, a "strong" culture refers to one in which:
A. The company has a strict code of conduct posted in every hallway.
B. Only executives know and articulate the core values.
C. Core values are widely shared across members and intensely held, producing high behavioral
alignment and consistency. [CORRECT]
D. The organization enforces culture through termination of dissenters.
Correct Answer: C
Rationale: Strength means pervasiveness and intensity: nearly everyone knows and deeply holds the values, so
behavior is aligned without constant supervision. It is measured by sharedness and intensity - not by posters,
executive-only knowledge, or fear-based enforcement.
LDR 320T | Week 5 Practice: Chapters 16, 18, Video Case & Apply | 2026/2027 Edition Page 3 of 17
CHAPTERS 16, 18, VIDEO CASE & APPLY COMPREHENSIVE PRACTICE
2026/2027 EDITION
Leadership Theories and Practice — Organizational Culture, Change Management, and Applied Leadership
Scenarios
Course: LDR 320T (University of Phoenix) | Week 5 Practice: Chapters 16, 18, Video Case & Apply | Format: 50
Multiple-Choice Questions (4 options, one best answer) | Suggested Time: 75 Minutes
PRACTICE EXAMINATION INSTRUCTIONS
1. This comprehensive practice set contains 50 questions in four sections: Chapter 16 – Organizational Culture &
Leadership (Q1–Q15); Chapter 18 – Change Management & Leadership (Q16–Q30); Video Case & Apply – Applied
Leadership Scenarios (Q31–Q40); and Integrated Leadership Concepts (Q41–Q50).
2. Each question has four options (A–D) with exactly one correct answer. Select the single best response.
3. In this study edition, the correct option is marked [CORRECT], and the answer with a full rationale appears
immediately below each question for self-assessment.
4. Cognitive coverage: 30% recall, 50% application, 20% analysis — approximately 75% of items are
scenario-based leadership and organizational situations.
Independently prepared study material aligned to the LDR 320T Week 5 topic area. This is a practice set and is not an official University of
Phoenix assignment or exam paper.
Section 1: Chapter 16 - Organizational Culture & Leadership - Culture Types, Change,
Impact (15 Questions)
Q1. Which of the following best defines organizational culture?
A. The formal organizational chart and reporting relationships of a company.
B. The written policies and procedures manual distributed to employees.
C. The shared values, assumptions, and norms that members of an organization hold in common
and that shape how they think and behave. [CORRECT]
D. The industry norms and government regulations that constrain a business.
Correct Answer: C
Rationale: Culture is the shared mental programming of an organization - its taken-for-granted values and norms
about how things are done - not its formal structure, written rules, or external environment. Charts and manuals
describe form; culture describes actual shared behavior and belief.
LDR 320T | Week 5 Practice: Chapters 16, 18, Video Case & Apply | 2026/2027 Edition Page 1 of 17
, Q2. A consultant tours a company and notes its open office layouts, casual dress, and posted values
statements, yet observes that employees quietly fear contradicting managers. In Schein's model, the layout
and posters are examples of:
A. Basic underlying assumptions.
B. Artifacts - the visible surface manifestations of culture that are easy to observe but hard to
interpret. [CORRECT]
C. Espoused values that fully explain behavior.
D. Subcultures formed by department.
Correct Answer: B
Rationale: Artifacts are the observable layer - dress, layout, rituals, and slogans - and they can mislead: the fear of
speaking up is an underlying assumption the posters do not capture. Espoused values are stated beliefs, and
subcultures are group variations within the larger culture.
Q3. A regional insurance firm feels like an extended family: leaders act as mentors, employee loyalty and
cohesion are prized, decisions are made participatively, and the firm is proud of its traditions. In the Competing
Values Framework, this is which culture type?
A. Market.
B. Hierarchy.
C. Adhocracy.
D. Clan. [CORRECT]
Correct Answer: D
Rationale: Clan cultures are internally focused and flexibility-oriented - human, friendly, mentor-led, and
tradition-bound, like a family. Market cultures compete on results, hierarchies prize procedures and control, and
adhocracies pursue innovation.
Q4. A design firm's culture celebrates experimentation: teams prototype rapidly, leaders praise risk-taking,
failures are treated as learning, and the company positions itself as a pioneer. In the Competing Values
Framework, this is best classified as:
A. An adhocracy culture. [CORRECT]
B. A clan culture.
C. A hierarchy culture.
D. A market culture.
Correct Answer: A
Rationale: Adhocracies are externally focused and flexibility-driven - entrepreneurial, experimental, and tolerant of
risk in pursuit of innovation. Clan, hierarchy, and market cultures prioritize cohesion, control, and competitive
results respectively.
LDR 320T | Week 5 Practice: Chapters 16, 18, Video Case & Apply | 2026/2027 Edition Page 2 of 17
, Q5. A consumer products division lives by its scorecards: leaders talk about beating rival brands, stretch
targets drive daily work, and performers are ranked against peers. In the Competing Values Framework, this
division exemplifies:
A. A clan culture.
B. An adhocracy culture.
C. A market culture. [CORRECT]
D. A hierarchy culture.
Correct Answer: C
Rationale: Market cultures are externally focused and control-oriented: competitive, results-driven, and
productivity-obsessed. Clan, adhocracy, and hierarchy cultures emphasize family-like cohesion, innovation, and
procedural order, respectively.
Q6. A large government agency is known for formal procedures, clear chains of command, extensive
documentation, and an overriding commitment to stability and doing things by the book. In the Competing
Values Framework, this is a:
A. Clan culture.
B. Hierarchy culture. [CORRECT]
C. Adhocracy culture.
D. Market culture.
Correct Answer: B
Rationale: Hierarchy cultures are internally focused and control-oriented: formalized, rule-bound, stable, and
efficient - the classic bureaucratic form. The other types emphasize cohesion (clan), innovation (adhocracy), or
competition (market).
Q7. In organizational behavior, a "strong" culture refers to one in which:
A. The company has a strict code of conduct posted in every hallway.
B. Only executives know and articulate the core values.
C. Core values are widely shared across members and intensely held, producing high behavioral
alignment and consistency. [CORRECT]
D. The organization enforces culture through termination of dissenters.
Correct Answer: C
Rationale: Strength means pervasiveness and intensity: nearly everyone knows and deeply holds the values, so
behavior is aligned without constant supervision. It is measured by sharedness and intensity - not by posters,
executive-only knowledge, or fear-based enforcement.
LDR 320T | Week 5 Practice: Chapters 16, 18, Video Case & Apply | 2026/2027 Edition Page 3 of 17
