LDR - 302S ORGANIZATIONAL CULTURE (SNCOA TEST 2) STUDY GUIDE – EXPERT
VERIFIED ACTUAL QUESTIONS & ANSWERS FOR GUARANTEED PASS | NEWEST
UPDATE(REAL DEAL),
Question 1
Changing organizational systems and procedures to embed a new culture is a mechanism
primarily used to:
A) Maintain the current culture.
B) Assess the existing culture.
C) Transform the culture.
D) Reward cultural conformity.
Correct Answer: C) Transform the culture.
Rationale: Altering foundational systems and procedures is a powerful, deliberate mechanism
leaders use to guide and solidify a cultural transformation.
Question 2
Chaplain Kenneth R. Williams' formula for calculating the cost of toxic behavior measured
several effects. Which of the five effects had the LEAST financial impact on the organization?
A) Cost of worrying
B) Cost of physical and mental health issues
C) Cost of absenteeism
D) Cost of avoidance
Correct Answer: C) Cost of absenteeism
Rationale: The provided text states that absenteeism accounted for only a 2.2% effect, which
was the lowest among the measured categories like worry (50%) and avoidance (58%).
Question 3
The operational premise of treating others as you would like to be treated, ensuring each
individual is handled with dignity and fairness, best defines which concept?
A) Toxic leadership
B) Transactional leadership
C) Respectful engagement
D) Bounded ethicality
,Correct Answer: C) Respectful engagement
Rationale: This is the explicit definition of respectful engagement provided in the text, which
includes norms like authenticity, trust, and mutual support.
Question 4
A pattern of combined, counterproductive behaviors that can involve leaders, peers, and direct
reports as offenders is the definition of:
A) Transactional leadership
B) Situational leadership
C) Toxicity
D) Servant leadership
Correct Answer: C) Toxicity
Rationale: The text defines toxicity as a broad pattern of counterproductive behaviors,
encompassing harmful leadership, bullying, and incivility.
Question 5
Toxic personnel are often characterized by their ability to:
A) Manage upward, appearing highly competent to superiors while abusing others.
B) Delegate tasks effectively to all team members.
C) Openly challenge their supervisors' decisions.
D) Encourage creativity and independent thinking in their subordinates.
Correct Answer: A) Manage upward, appearing highly competent to superiors while abusing
others.
Rationale: The material states that toxic personnel are experts at managing their image with
superiors while engaging in "under the radar" abuse of peers and subordinates.
Question 6
Individuals who ignore or enable toxic behaviors, often because they have a personal
relationship with the toxic person or benefit from their apparent high performance, are known
as:
A) Toxic leaders
,B) Toxic protectors
C) In-group members
D) Servant leaders
Correct Answer: B) Toxic protectors
Rationale: This is the definition of toxic protectors, who sabotage the organization by allowing
toxic behaviors to persist.
Question 7
A leader who persistently points out mistakes, uses sarcasm, and engages in public
embarrassment to reduce another's self-worth is demonstrating which specific toxic behavior?
A) Indifference
B) Shaming
C) Team sabotage
D) Exploitation
Correct Answer: B) Shaming
Rationale: The provided text defines shaming as humiliation, sarcasm, put-downs, and public
embarrassment intended to diminish another person's self-worth.
Question 8
Deliberate procrastination, making intentional mistakes to avoid serving others, and using
compliments that veil criticism are examples of which toxic behavior?
A) Indifference
B) Negativity
C) Team sabotage
D) Passive hostility
Correct Answer: D) Passive hostility
Rationale: These are classic examples of passive-aggressive behavior, which the text
categorizes under passive hostility.
Question 9
A manager who withholds key information from team members in order to maintain power and
, control is engaging in which toxic behavior?
A) Shaming
B) Indifference
C) Team sabotage
D) Exploitation
Correct Answer: C) Team sabotage
Rationale: The text lists dysfunctional communication, such as withholding information to
maintain control, as a form of team sabotage.
Question 10
A supervisor who shows a lack of compassion, excludes certain people from team activities, and
is unsympathetic to the suffering of others is exhibiting which toxic behavior?
A) Indifference
B) Shaming
C) Passive hostility
D) Exploitation
Correct Answer: A) Indifference
Rationale: This behavior aligns with the definition of indifference: an apparent lack of regard
for the welfare of others.
Question 11
An uncaring abuse of others for personal gain, where cruelty and degradation are more
prevalent than kindness, is characteristic of which toxic behavior?
A) Indifference
B) Team sabotage
C) Negativity
D) Exploitation
Correct Answer: C) Negativity
Rationale: The text describes negativity as a corrosive interpersonal style that can include
malice and narcissism (abusing others for personal gain).
VERIFIED ACTUAL QUESTIONS & ANSWERS FOR GUARANTEED PASS | NEWEST
UPDATE(REAL DEAL),
Question 1
Changing organizational systems and procedures to embed a new culture is a mechanism
primarily used to:
A) Maintain the current culture.
B) Assess the existing culture.
C) Transform the culture.
D) Reward cultural conformity.
Correct Answer: C) Transform the culture.
Rationale: Altering foundational systems and procedures is a powerful, deliberate mechanism
leaders use to guide and solidify a cultural transformation.
Question 2
Chaplain Kenneth R. Williams' formula for calculating the cost of toxic behavior measured
several effects. Which of the five effects had the LEAST financial impact on the organization?
A) Cost of worrying
B) Cost of physical and mental health issues
C) Cost of absenteeism
D) Cost of avoidance
Correct Answer: C) Cost of absenteeism
Rationale: The provided text states that absenteeism accounted for only a 2.2% effect, which
was the lowest among the measured categories like worry (50%) and avoidance (58%).
Question 3
The operational premise of treating others as you would like to be treated, ensuring each
individual is handled with dignity and fairness, best defines which concept?
A) Toxic leadership
B) Transactional leadership
C) Respectful engagement
D) Bounded ethicality
,Correct Answer: C) Respectful engagement
Rationale: This is the explicit definition of respectful engagement provided in the text, which
includes norms like authenticity, trust, and mutual support.
Question 4
A pattern of combined, counterproductive behaviors that can involve leaders, peers, and direct
reports as offenders is the definition of:
A) Transactional leadership
B) Situational leadership
C) Toxicity
D) Servant leadership
Correct Answer: C) Toxicity
Rationale: The text defines toxicity as a broad pattern of counterproductive behaviors,
encompassing harmful leadership, bullying, and incivility.
Question 5
Toxic personnel are often characterized by their ability to:
A) Manage upward, appearing highly competent to superiors while abusing others.
B) Delegate tasks effectively to all team members.
C) Openly challenge their supervisors' decisions.
D) Encourage creativity and independent thinking in their subordinates.
Correct Answer: A) Manage upward, appearing highly competent to superiors while abusing
others.
Rationale: The material states that toxic personnel are experts at managing their image with
superiors while engaging in "under the radar" abuse of peers and subordinates.
Question 6
Individuals who ignore or enable toxic behaviors, often because they have a personal
relationship with the toxic person or benefit from their apparent high performance, are known
as:
A) Toxic leaders
,B) Toxic protectors
C) In-group members
D) Servant leaders
Correct Answer: B) Toxic protectors
Rationale: This is the definition of toxic protectors, who sabotage the organization by allowing
toxic behaviors to persist.
Question 7
A leader who persistently points out mistakes, uses sarcasm, and engages in public
embarrassment to reduce another's self-worth is demonstrating which specific toxic behavior?
A) Indifference
B) Shaming
C) Team sabotage
D) Exploitation
Correct Answer: B) Shaming
Rationale: The provided text defines shaming as humiliation, sarcasm, put-downs, and public
embarrassment intended to diminish another person's self-worth.
Question 8
Deliberate procrastination, making intentional mistakes to avoid serving others, and using
compliments that veil criticism are examples of which toxic behavior?
A) Indifference
B) Negativity
C) Team sabotage
D) Passive hostility
Correct Answer: D) Passive hostility
Rationale: These are classic examples of passive-aggressive behavior, which the text
categorizes under passive hostility.
Question 9
A manager who withholds key information from team members in order to maintain power and
, control is engaging in which toxic behavior?
A) Shaming
B) Indifference
C) Team sabotage
D) Exploitation
Correct Answer: C) Team sabotage
Rationale: The text lists dysfunctional communication, such as withholding information to
maintain control, as a form of team sabotage.
Question 10
A supervisor who shows a lack of compassion, excludes certain people from team activities, and
is unsympathetic to the suffering of others is exhibiting which toxic behavior?
A) Indifference
B) Shaming
C) Passive hostility
D) Exploitation
Correct Answer: A) Indifference
Rationale: This behavior aligns with the definition of indifference: an apparent lack of regard
for the welfare of others.
Question 11
An uncaring abuse of others for personal gain, where cruelty and degradation are more
prevalent than kindness, is characteristic of which toxic behavior?
A) Indifference
B) Team sabotage
C) Negativity
D) Exploitation
Correct Answer: C) Negativity
Rationale: The text describes negativity as a corrosive interpersonal style that can include
malice and narcissism (abusing others for personal gain).
