LDR - 302S ORGANIZATIONAL CULTURE (SNCOA TEST 2) QUESTIONS
WITH COMPLETE ANSWERS!!
Question 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?
A) Formal statements of organizational philosophy
B) Design of physical space and buildings
C) Organizational systems and procedures
D) Deliberate role modeling and coaching
E) Explicit rewards and status systems
Correct Answer: C) Organizational systems and procedures
Rationale: This is the most direct and accurate description. Embedding culture through
systems and procedures involves changing the underlying processes and structures of the
organization to reflect and reinforce the desired cultural values.
Question 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 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?
A) Cost of avoidance
B) Cost of worrying
C) Cost of absenteeism
D) Cost of physical health issues
E) Cost of talking with coworkers
Correct Answer: C) Cost of absenteeism
Rationale: According to the provided text on "Toxic Leadership Among Military
Personnel," absenteeism accounted for only 2.2% of the effects, which is the lowest
percentage among the options listed, thereby causing the least financial impact.
,Question 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?
A) Moral Pluralism
B) Respectful engagement
C) Stewardship
D) Individualized consideration
E) Bounded ethicality
Correct Answer: B) Respectful engagement
Rationale: The provided text explicitly defines respectful engagement as "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."
Question 4
A pattern of combined, counterproductive behaviors encompassing harmful leadership, abusive
supervision, bullying, and workplace incivility BEST defines which term?
A) Transactional Leadership
B) Team Sabotage
C) Moral Myopia
D) Toxicity
E) Passive Hostility
Correct Answer: D) Toxicity
Rationale: The definition provided in the text for "Toxicity" is "a pattern of combined,
counterproductive behaviors encompassing not only harmful leadership but also abusive
supervision, bullying, and workplace incivility."
Question 5
According to the provided text, individuals who are highly competent and dedicated to task
accomplishment but abuse others to get ahead and are experts at managing upward are known as
what?
A) Toxic protectors
,B) Out-group members
C) Pacesetter leaders
D) Toxic Personnel
E) Transactional leaders
Correct Answer: D) Toxic Personnel
Rationale: The text defines "Toxic Personnel" as highly competent and dedicated
individuals who "are experts in presenting an image of high performance to their
superiors; they simultaneously create 'a trust tax' that debits from results."
Question 6
Individuals who practice a subtle form of quid pro quo, ignoring or enabling behaviors that
degrade productivity, morale, trust, and cohesion, are best described as which of the following?
A) Toxic Personnel
B) Bureaucratic leaders
C) Toxic protectors
D) The "out-group"
E) Laissez-faire leaders
Correct Answer: C) Toxic protectors
Rationale: The material states that "Toxic protectors...sabotage the organization by
ignoring or enabling behaviors that degrade productivity, morale, trust, and cohesion."
Question 7
Humiliation, sarcasm, put-downs, and persistently pointing out mistakes with the intent to reduce
another's self-worth are all examples of which toxic behavior?
A) Negativity
B) Shaming
C) Passive Hostility
D) Indifference
E) Exploitation
Correct Answer: B) Shaming
Rationale: The text specifically lists "Humiliation, sarcasm, put-downs, jabs, blaming" and
, "Persistently pointing out mistakes intending to reduce another's self-worth" as key
indicators of the toxic behavior of Shaming.
Question 8
An employee who resents requests from others, deliberately procrastinates, and makes
intentional mistakes to avoid work is exhibiting which type of toxic behavior?
A) Team Sabotage
B) Indifference
C) Exploitation
D) Shaming
E) Passive Hostility
Correct Answer: E) Passive Hostility
Rationale: The definition for "Passive Hostility" includes behaviors like "Resenting
requests, deliberate procrastination, and intentional mistakes to avoid serving others."
Question 9
A manager who constantly changes expectations, withholds key information, and shares
incomplete data to maintain power and control is engaging in which toxic behavior?
A) Indifference
B) Team Sabotage
C) Negativity
D) Exploitation
E) Shaming
Correct Answer: B) Team Sabotage
Rationale: The text describes "Team Sabotage" as meddling to establish a personal power
base, which includes "Inconsistency: unclear, constantly changing expectations" and
"Dysfunctional communication: in order to maintain power and control, withholding key
information."
Question 10
A leader who shows a lack of compassion and empathy, excludes certain people, and is
disinterested in the successes or suffering of their team is demonstrating which toxic behavior?
A) Negativity
WITH COMPLETE ANSWERS!!
Question 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?
A) Formal statements of organizational philosophy
B) Design of physical space and buildings
C) Organizational systems and procedures
D) Deliberate role modeling and coaching
E) Explicit rewards and status systems
Correct Answer: C) Organizational systems and procedures
Rationale: This is the most direct and accurate description. Embedding culture through
systems and procedures involves changing the underlying processes and structures of the
organization to reflect and reinforce the desired cultural values.
Question 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 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?
A) Cost of avoidance
B) Cost of worrying
C) Cost of absenteeism
D) Cost of physical health issues
E) Cost of talking with coworkers
Correct Answer: C) Cost of absenteeism
Rationale: According to the provided text on "Toxic Leadership Among Military
Personnel," absenteeism accounted for only 2.2% of the effects, which is the lowest
percentage among the options listed, thereby causing the least financial impact.
,Question 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?
A) Moral Pluralism
B) Respectful engagement
C) Stewardship
D) Individualized consideration
E) Bounded ethicality
Correct Answer: B) Respectful engagement
Rationale: The provided text explicitly defines respectful engagement as "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."
Question 4
A pattern of combined, counterproductive behaviors encompassing harmful leadership, abusive
supervision, bullying, and workplace incivility BEST defines which term?
A) Transactional Leadership
B) Team Sabotage
C) Moral Myopia
D) Toxicity
E) Passive Hostility
Correct Answer: D) Toxicity
Rationale: The definition provided in the text for "Toxicity" is "a pattern of combined,
counterproductive behaviors encompassing not only harmful leadership but also abusive
supervision, bullying, and workplace incivility."
Question 5
According to the provided text, individuals who are highly competent and dedicated to task
accomplishment but abuse others to get ahead and are experts at managing upward are known as
what?
A) Toxic protectors
,B) Out-group members
C) Pacesetter leaders
D) Toxic Personnel
E) Transactional leaders
Correct Answer: D) Toxic Personnel
Rationale: The text defines "Toxic Personnel" as highly competent and dedicated
individuals who "are experts in presenting an image of high performance to their
superiors; they simultaneously create 'a trust tax' that debits from results."
Question 6
Individuals who practice a subtle form of quid pro quo, ignoring or enabling behaviors that
degrade productivity, morale, trust, and cohesion, are best described as which of the following?
A) Toxic Personnel
B) Bureaucratic leaders
C) Toxic protectors
D) The "out-group"
E) Laissez-faire leaders
Correct Answer: C) Toxic protectors
Rationale: The material states that "Toxic protectors...sabotage the organization by
ignoring or enabling behaviors that degrade productivity, morale, trust, and cohesion."
Question 7
Humiliation, sarcasm, put-downs, and persistently pointing out mistakes with the intent to reduce
another's self-worth are all examples of which toxic behavior?
A) Negativity
B) Shaming
C) Passive Hostility
D) Indifference
E) Exploitation
Correct Answer: B) Shaming
Rationale: The text specifically lists "Humiliation, sarcasm, put-downs, jabs, blaming" and
, "Persistently pointing out mistakes intending to reduce another's self-worth" as key
indicators of the toxic behavior of Shaming.
Question 8
An employee who resents requests from others, deliberately procrastinates, and makes
intentional mistakes to avoid work is exhibiting which type of toxic behavior?
A) Team Sabotage
B) Indifference
C) Exploitation
D) Shaming
E) Passive Hostility
Correct Answer: E) Passive Hostility
Rationale: The definition for "Passive Hostility" includes behaviors like "Resenting
requests, deliberate procrastination, and intentional mistakes to avoid serving others."
Question 9
A manager who constantly changes expectations, withholds key information, and shares
incomplete data to maintain power and control is engaging in which toxic behavior?
A) Indifference
B) Team Sabotage
C) Negativity
D) Exploitation
E) Shaming
Correct Answer: B) Team Sabotage
Rationale: The text describes "Team Sabotage" as meddling to establish a personal power
base, which includes "Inconsistency: unclear, constantly changing expectations" and
"Dysfunctional communication: in order to maintain power and control, withholding key
information."
Question 10
A leader who shows a lack of compassion and empathy, excludes certain people, and is
disinterested in the successes or suffering of their team is demonstrating which toxic behavior?
A) Negativity
