By: thijsklok • 3 year ago
By: lizzyqc • 6 year ago
By: MathijsKuppen • 7 year ago
Sometimes it was not really summary, but rather a collection of key concepts from the book. There were also, in my opinion a bit too many spelling and typing errors. Furthermore it useful to get an idea of what is important in the book.
By: jennie96 • 7 year ago
Thanks for your comment! I'll take your criticism in the following summary. I hope that the summary has helped you with learning your exam. Greetings, Jennie.
Some examples from this set of practice questions
1.
What is the difference between Theory X and Theory Y?
Answer: Theory X: people are naturally lazy and are not motivated to work or to take responsibility. People prefer to be directed. Theory Y: work is a natural activity, people are capable of self-direction and self-control if they are committed to objectives. Employees can learn to accept and seek responsibility.
2.
What are the four principles of The Quality Movement (TQM)?
Answer: 1. Do it right the first time to eliminate costly rework and product recalls. 2. Listen to and learn from customers and employees. 3. Make continuous improvement an everyday matter. 4. Build teamwork, trust and mutual respect.
3.
Wat is the difference between human capital and social capital?
Answer: Human capital: The productive potential of one’s knowledge and actions. Social capital: The productive potential of strong, trusting, and cooperative relationships.
4.
What are the four levels of personality?
Answer: 1. Personality 2. Internal dimensions (age, physical ability, gender) 3. External dimensions (income, personal habits, appearance) 4. Organizational dimensions (work content field, seniority, division/department)
5.
What is a glass ceiling?
Answer: Invisible barrier blocking women and minorities from top management positions.
6.
What is the \"Social Categorization Theory\"?
Answer: The social categorization theory states that similarities and differences are used as a basis for categorizing self and others into groups, with ensuring categorizations distinguising between one’s own in-group and one or more out-groups. It implies that similarity leads to liking and attraction, thus positive outcomes. The more homogeneous the group, the higher the member commitment and group cohesion, and lower amount of interpersonal conflicts.
7.
What is the definition of Organizational Culture?
Answer: The set of shared, taken-for-granted implicit assumptions that a group holds and that determines how it perceives, thinks about, and reacts to its various environments.
8.
What are the three layers of Organizational Culture?
Answer: 1. Observable artifacts: at the more visible level, culture represents observable artifacts. Could be the manner of dress, myths and stories told about the organization, awards, rituals, decorations... 2. Espoused values: represent the explicitly stated values and norms that are preferred by an organization. Values possess five key components; values...: 1. Are concepts or beliefs 2. Pertain to desirable end-states or behaviors 3. Transcend situations 4. Guide selection or evaluation of behavior and events 5. Are ordered by relative importance 3. Basic assumptions: are unobservable and represent the core of organizational culture.
9.
What is a clan organizational culture?
Answer: A clan organizational culture has an internal focus and values flexibility rather than stability and control. Resembles a family-type organization in which effectiveness is achieved by encouraging collaboration between employees.
10.
What is \'cultural intelligence\'?
Answer: The ability to interpret ambiguous cross-cultural situations accurately.
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