LDR - 302S Organizational Culture exam
with comprehensive questions and well
elaborated correct answers graded A+
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,Changing organizational systems and procedures BEST describes which of the following embedding
mechanisms, which serve as the conscious and subconscious ways of forming organization culture? -
correct ans:Transform the culture
In an article by Chaplain Kenneth R. Williams, he used a formulaic model to calculate the approximate
monetary costs of toxic behavior in an organization. The formula calculated costs for worrying, physical
and mental health, absenteeism, avoidance, and conversations with co-workers. Which of the five
effects of toxic leadership measured caused the LEAST financial impact for the organization? - correct
ans:Cost of absenteeism
Treating each individual with dignity and fairness, with the operational premise that you treat others in
concert with the way you would like to be treated BEST defines which of the following? - correct
ans:Respectful engagement
Toxicity - correct ans:pattern of combined, counterproductive behaviors
encompassing not only harmful leadership but also abusive supervision, bullying, and workplace
incivility, involving
leaders, peers, and direct reports as offenders, incorporating six specific behaviors (see table):
Behaviors:
1. shaming
2. passive
3. hostility
4. team sabotage
5. indifference negativity
6. exploitation
Toxic personnel are experts in managing upward, simultaneously giving the appearance of high
performance to their supervisors while abusing others to get ahead; most toxic behavior is passive and
"under the radar."
Toxic Personnel - correct ans:highly competent, dedicated to task accomplishment, possess skills or
expertise needed by the organization, and at
, least appear to be productive in the short term.
experts in presenting an image of high performance to their superiors; they simultaneously create "a
trust tax" that
debits from results
Toxic protectors - correct ans:practice a subtle form of quid pro quo, either having a personal
relationship with the toxic person, having a need for
power and control that the toxic person's actions feed or benefiting from apparent high performance.
sabotage the organization by ignoring or enabling behaviors that degrade productivity, morale, trust,
and cohesion
Toxic Behavior - Shaming - correct ans:Humiliation, sarcasm, put-downs, jabs, blaming Persistently
pointing out mistakes intending to reduce another's self-worth Public embarrassment
Toxic Behavior - Passive Hostility - correct ans:Passive-aggressive behavior redirecting one's anger
inappropriately on a target person or persons
Resenting requests, deliberate procrastination, and intentional mistakes to avoid serving others
Complaints of injustice and lack of appreciation
Compliments that veil criticism
Always getting in the last word (punch)
Toxic Behavior - Team Sabotage - correct ans:Meddling to establish one's personal power base, resulting
in decreased cohesion and performance
Inconsistency: unclear, constantly changing expectations and unpredictable policies, procedures, and
behaviors
Dysfunctional communication: in order to maintain power and control, withholding key information,
sharing incomplete information, or sharing partial items of information resulting in each person having
incomplete data
with comprehensive questions and well
elaborated correct answers graded A+
Professional Academic Assistance Services
Services Offered
Proctored Exam Assistance
Online Class Management (Full Course Support)
Exam Preparation & Study Materials
Assignments and Coursework Support
Essays and Research Papers
Discussion Posts and Replies
Contact Information
Email:
WhatsApp: 0705994759
,Changing organizational systems and procedures BEST describes which of the following embedding
mechanisms, which serve as the conscious and subconscious ways of forming organization culture? -
correct ans:Transform the culture
In an article by Chaplain Kenneth R. Williams, he used a formulaic model to calculate the approximate
monetary costs of toxic behavior in an organization. The formula calculated costs for worrying, physical
and mental health, absenteeism, avoidance, and conversations with co-workers. Which of the five
effects of toxic leadership measured caused the LEAST financial impact for the organization? - correct
ans:Cost of absenteeism
Treating each individual with dignity and fairness, with the operational premise that you treat others in
concert with the way you would like to be treated BEST defines which of the following? - correct
ans:Respectful engagement
Toxicity - correct ans:pattern of combined, counterproductive behaviors
encompassing not only harmful leadership but also abusive supervision, bullying, and workplace
incivility, involving
leaders, peers, and direct reports as offenders, incorporating six specific behaviors (see table):
Behaviors:
1. shaming
2. passive
3. hostility
4. team sabotage
5. indifference negativity
6. exploitation
Toxic personnel are experts in managing upward, simultaneously giving the appearance of high
performance to their supervisors while abusing others to get ahead; most toxic behavior is passive and
"under the radar."
Toxic Personnel - correct ans:highly competent, dedicated to task accomplishment, possess skills or
expertise needed by the organization, and at
, least appear to be productive in the short term.
experts in presenting an image of high performance to their superiors; they simultaneously create "a
trust tax" that
debits from results
Toxic protectors - correct ans:practice a subtle form of quid pro quo, either having a personal
relationship with the toxic person, having a need for
power and control that the toxic person's actions feed or benefiting from apparent high performance.
sabotage the organization by ignoring or enabling behaviors that degrade productivity, morale, trust,
and cohesion
Toxic Behavior - Shaming - correct ans:Humiliation, sarcasm, put-downs, jabs, blaming Persistently
pointing out mistakes intending to reduce another's self-worth Public embarrassment
Toxic Behavior - Passive Hostility - correct ans:Passive-aggressive behavior redirecting one's anger
inappropriately on a target person or persons
Resenting requests, deliberate procrastination, and intentional mistakes to avoid serving others
Complaints of injustice and lack of appreciation
Compliments that veil criticism
Always getting in the last word (punch)
Toxic Behavior - Team Sabotage - correct ans:Meddling to establish one's personal power base, resulting
in decreased cohesion and performance
Inconsistency: unclear, constantly changing expectations and unpredictable policies, procedures, and
behaviors
Dysfunctional communication: in order to maintain power and control, withholding key information,
sharing incomplete information, or sharing partial items of information resulting in each person having
incomplete data
