|Question Answer||Shared power strategy of change Engages people in a collaborative process of identifying values, assumptions, and goals from which support for change will naturally emerge|
What core values might be found in high performance organizational cultures?
The core values that might be found in high-performance organizational cultures include such things as performance excellence, innovation, social responsibility, integrity, worker involvement, customer service, and teamwork.
the system of shared beliefs and values that guides the behavior in organizations. Can be thought of as the personality of the organization or the atmosphere within which people work. What does organizational culture help with? The culture is clear, well define, and widely shared among members.
What is it called when something is wrong or likely to go wrong?
Murphy's law is an adage or epigram that is typically stated as: “Anything that can go wrong will go wrong.”
Which of the following management functions entails the process of arranging people and resources to work toward a common goal?
Controlling arranges people and resources to work toward a goal. The four types of divisional structures are product, geographical, customer, and functional.
What does a high-performing culture look like?
In a high-performing culture, employees are motivated, productive, and engaged. Due to the trust and respect inherent in high-performance cultures, employees feel empowered to take part in decision-making processes and freely contribute ideas and share feedback.
What drives high performance?
Therefore, creating a high-performance culture requires strong leadership, clear expectations as a result of good communication, a trusting environment, clearly defined roles, and the encouragement of growth and development at every level.
What is the final step in a successful cultural change process?
While physical layouts impact motivational levels in employees, they do little to convey the firm's culture to those employees. What is the final step in a successful cultural change process? a mission statement.
What are the characteristics of an organization's culture?
- Innovation and risk taking. The degree to which employees are encouraged to be innovative and take risks.
- Attention to detail. …
- Outcome orientation. …
- People orientation. …
- Team orientation. …
- Aggressiveness. …
What are the 4 types of organizational culture?
- Type 1 – Clan Culture.
- Type 2 – Adhocracy Culture.
- Type 3 – Market Culture.
- Type 4 – Hierarchy Culture.
What do you call it when everything goes wrong?
A fiasco is something that goes completely wrong often in a ridiculous or embarrassing way.
How many types of decision making points can be arises in a company?
Types of Decision Making – 4 Types of Decisions that are Usually Taken by Managers in the Organization: Programmed, Non-Programmed, Operational, Strategic and a Few Others.
How do organizations make decisions?
Consider these five elements of organizational decision-making: information gathering; strategy; combining long-term thinking with short-term actions; clear communication internally and externally; and a review of policies and processes to ensure the organization's preparedness for future crises.
What is the second most important step in the control process?
The second step of process of control is to measure the actual performance in the same terms in which standards have been established. Accurate and timely measurement of results requires effective system of reporting. The quantitative measurement should be done in cases where standards have been set in numerical terms.
Legitimate power is the capacity to influence through formal authority. It is the right of the manager, or person in charge, to exercise control over persons in subordinate positions. … Expert power is the ability to influence the behavior of others because of special knowledge and skills.
Which one of the following is not suggested as a tactic for dealing with resistance to change?
Answer and Explanation: The correct answer is B) manipulation. While coercion is sometimes used to ensure that changes are implemented as desired, manipulation is typically frowned upon because it encourages resistance to continue, creating a negative, toxic environment.