LDR - 302S ORGANIZATIONAL CULTURE EXAM
GRADED A+- ACCURATE EXPLAINED ANSWERS
1. Changing organizational systems and procedures BEST
describes which embedding mechanism used to form
organizational culture?
A) Role modeling
B) Organizational systems and procedures
C) Stories and rituals
D) Symbols and language
Answer: B) Organizational systems and procedures
Explanation: Organizational systems and procedures are deliberate
mechanisms to influence behavior. By altering workflows, rules, or policies,
leaders shape both conscious actions and subconscious cultural norms.
2. Which effect of toxic leadership causes the LEAST
financial impact according to Chaplain Kenneth R. Williams’
model?
A) Worrying
B) Physical and mental health issues
C) Absenteeism
D) Conversations with co-workers
Answer: C) Absenteeism
Explanation: While absenteeism reduces productivity, other factors like
stress, health costs, and negative conversations create larger financial
burdens.
,3. Treating individuals with dignity and fairness, based on
the principle “treat others as you want to be treated,” BEST
defines which concept?
A) Ethical compliance
B) Servant leadership
C) Organizational justice
D) Respectful engagement
Answer: D) Respectful engagement
Explanation: Respectful engagement emphasizes fairness and dignity in
interactions, promoting trust and minimizing toxic behaviors.
4. Toxicity in an organization involves which of the
following?
A) Workplace harassment only
B) A combination of harmful leadership, bullying, and incivility
C) Poor team performance
D) Ineffective communication
Answer: B) A combination of harmful leadership, bullying, and incivility
Explanation: Toxicity includes behaviors that damage morale, trust, and
productivity, often involving leaders, peers, and subordinates.
5. Toxic personnel appear competent while secretly
undermining others. Which statement describes them?
A) Toxic protectors
B) Toxic personnel
,C) Passive leaders
D) Dysfunctional managers
Answer: B) Toxic personnel
Explanation: Toxic personnel manage their image to appear high-
performing while subtly harming others and creating a “trust tax” on the
organization.
6. Individuals who enable toxic behavior for personal gain
are known as:
A) Team saboteurs
B) Passive-aggressive leaders
C) Toxic personnel
D) Toxic protectors
Answer: D) Toxic protectors
Explanation: Toxic protectors either have a personal relationship with the
toxic individual or benefit from their actions, undermining productivity and
morale.
7. Which of the following is an example of shaming as a toxic
behavior?
A) Passive procrastination
B) Compliments that veil criticism
C) Public humiliation or sarcasm
D) Ignoring team members
Answer: C) Public humiliation or sarcasm
Explanation: Shaming reduces self-worth through negative remarks,
sarcasm, or blame, creating fear and lowering team cohesion.
, 8. Passive hostility as a toxic behavior includes:
A) Open confrontation and anger
B) Passive-aggressive behavior like resenting requests or deliberate
mistakes
C) Direct insults and public shaming
D) Ignoring upper management
Answer: B) Passive-aggressive behavior like resenting requests or
deliberate mistakes
Explanation: Passive hostility redirects anger subtly, often appearing
innocent while undermining teamwork and trust.
9. Team sabotage as a toxic behavior involves:
A) Completing all tasks early
B) Meddling to increase personal power, harming cohesion
C) Offering constructive feedback
D) Avoiding conflicts
Answer: B) Meddling to increase personal power, harming cohesion
Explanation: Team sabotage diminishes team performance by prioritizing
personal influence over collective goals.
10. Which toxic behavior reflects indifference and
negativity?
GRADED A+- ACCURATE EXPLAINED ANSWERS
1. Changing organizational systems and procedures BEST
describes which embedding mechanism used to form
organizational culture?
A) Role modeling
B) Organizational systems and procedures
C) Stories and rituals
D) Symbols and language
Answer: B) Organizational systems and procedures
Explanation: Organizational systems and procedures are deliberate
mechanisms to influence behavior. By altering workflows, rules, or policies,
leaders shape both conscious actions and subconscious cultural norms.
2. Which effect of toxic leadership causes the LEAST
financial impact according to Chaplain Kenneth R. Williams’
model?
A) Worrying
B) Physical and mental health issues
C) Absenteeism
D) Conversations with co-workers
Answer: C) Absenteeism
Explanation: While absenteeism reduces productivity, other factors like
stress, health costs, and negative conversations create larger financial
burdens.
,3. Treating individuals with dignity and fairness, based on
the principle “treat others as you want to be treated,” BEST
defines which concept?
A) Ethical compliance
B) Servant leadership
C) Organizational justice
D) Respectful engagement
Answer: D) Respectful engagement
Explanation: Respectful engagement emphasizes fairness and dignity in
interactions, promoting trust and minimizing toxic behaviors.
4. Toxicity in an organization involves which of the
following?
A) Workplace harassment only
B) A combination of harmful leadership, bullying, and incivility
C) Poor team performance
D) Ineffective communication
Answer: B) A combination of harmful leadership, bullying, and incivility
Explanation: Toxicity includes behaviors that damage morale, trust, and
productivity, often involving leaders, peers, and subordinates.
5. Toxic personnel appear competent while secretly
undermining others. Which statement describes them?
A) Toxic protectors
B) Toxic personnel
,C) Passive leaders
D) Dysfunctional managers
Answer: B) Toxic personnel
Explanation: Toxic personnel manage their image to appear high-
performing while subtly harming others and creating a “trust tax” on the
organization.
6. Individuals who enable toxic behavior for personal gain
are known as:
A) Team saboteurs
B) Passive-aggressive leaders
C) Toxic personnel
D) Toxic protectors
Answer: D) Toxic protectors
Explanation: Toxic protectors either have a personal relationship with the
toxic individual or benefit from their actions, undermining productivity and
morale.
7. Which of the following is an example of shaming as a toxic
behavior?
A) Passive procrastination
B) Compliments that veil criticism
C) Public humiliation or sarcasm
D) Ignoring team members
Answer: C) Public humiliation or sarcasm
Explanation: Shaming reduces self-worth through negative remarks,
sarcasm, or blame, creating fear and lowering team cohesion.
, 8. Passive hostility as a toxic behavior includes:
A) Open confrontation and anger
B) Passive-aggressive behavior like resenting requests or deliberate
mistakes
C) Direct insults and public shaming
D) Ignoring upper management
Answer: B) Passive-aggressive behavior like resenting requests or
deliberate mistakes
Explanation: Passive hostility redirects anger subtly, often appearing
innocent while undermining teamwork and trust.
9. Team sabotage as a toxic behavior involves:
A) Completing all tasks early
B) Meddling to increase personal power, harming cohesion
C) Offering constructive feedback
D) Avoiding conflicts
Answer: B) Meddling to increase personal power, harming cohesion
Explanation: Team sabotage diminishes team performance by prioritizing
personal influence over collective goals.
10. Which toxic behavior reflects indifference and
negativity?
