LDR - 302S Organizational Culture SNCOA Test 2
Questions with Correct Answers
100% Verified Graded A+
1. 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?
Answer Transform the culture
2. In an article by Chaplain Kenneth R. Williams, he used a formulaic model to calculate
the approximate monetary costs of toxic behavior in an organi- zation.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?
Answer Cost of absenteeism
3. 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?
Answer Respectful engagement
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,4. Toxicity
Answer 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 appear- ance of
high performance to their supervisors while abusing others to get ahead; most toxic
behavior is passive and "under the radar."
5. Toxic Personnel
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,Answer 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 simulta- neously
create "a trust tax" that
debits from results
6. Toxic protectors
Answer 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 produc- tivity,
morale, trust, and cohesion
7. Toxic Behavior - Shaming
Answer Humiliation, sarcasm, put-downs, jabs, blaming Persistently pointing out
mistakes intending to reduce another's self-worth Public embarrassment
8. Toxic Behavior - Passive Hostility
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33
, Answer 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)
9. Toxic Behavior - Team Sabotage
Answer Meddling to establish one's personal power base, resulting in decreased cohesion
and performance
Inconsistency unclear, constantly changing expectations and unpredictable poli- cies,
procedures, and behaviors
Dysfunctional communication in order to maintain power and control, withholding key
information, sharing incomplete information, or sharing partial items of informa- tion
resulting in each person having incomplete data
10. Toxic Behavior - Indifference
Answer An apparent lack of regard for the welfare of others,
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33
Questions with Correct Answers
100% Verified Graded A+
1. 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?
Answer Transform the culture
2. In an article by Chaplain Kenneth R. Williams, he used a formulaic model to calculate
the approximate monetary costs of toxic behavior in an organi- zation.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?
Answer Cost of absenteeism
3. 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?
Answer Respectful engagement
1/
33
,4. Toxicity
Answer 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 appear- ance of
high performance to their supervisors while abusing others to get ahead; most toxic
behavior is passive and "under the radar."
5. Toxic Personnel
2/
33
,Answer 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 simulta- neously
create "a trust tax" that
debits from results
6. Toxic protectors
Answer 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 produc- tivity,
morale, trust, and cohesion
7. Toxic Behavior - Shaming
Answer Humiliation, sarcasm, put-downs, jabs, blaming Persistently pointing out
mistakes intending to reduce another's self-worth Public embarrassment
8. Toxic Behavior - Passive Hostility
3/
33
, Answer 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)
9. Toxic Behavior - Team Sabotage
Answer Meddling to establish one's personal power base, resulting in decreased cohesion
and performance
Inconsistency unclear, constantly changing expectations and unpredictable poli- cies,
procedures, and behaviors
Dysfunctional communication in order to maintain power and control, withholding key
information, sharing incomplete information, or sharing partial items of informa- tion
resulting in each person having incomplete data
10. Toxic Behavior - Indifference
Answer An apparent lack of regard for the welfare of others,
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33
