A. identify which aspects of the present culture are supportive of good strategy execution and which ones are not. The hallmark of adaptive corporate cultures is willingness on the part of organizational members to accept change and take on the challenge of introducing and executing new strategies. d) Its internal work climate and personalityas shaped by its shared values, work practices, traditions, and ingrained attitudes and behaviors that define "how we do things around here." B. is best done by instituting an aggressive program to train employees in the ways and beliefs of the new culture to be implanted. Direct link to Fahim Shahriar's post please explain about cult. The strongest signs that management is truly committed to installing a new culture include all the following, EXCEPT: appointing only insiders to high-profile positions. Thirteen independent courts of final jurisdiction over the same causes, arising upon the same laws, is a hydra in government, from which nothing but contradiction and confusion can proceed.- Alexander Hamilton, Federalist No. C. A complicated value chain that acts to create multiple subcultures A. B. being good at figuring out whether to arrive at decisions quickly or slowly in choosing among the various alternative adjustments. B. D. follow the majority. 3. Which of the following is NOT likely to be an effective management action (making a compelling case to employees) about culture-remodeling efforts that can create a better strategy-culture fit? Counterproductive cultural traits that adversely impact the work climate and company performance. A. Word-of-mouth indoctrination of new members in the culture's fundamentals D. learning the obstacles in the path of good execution and clearing the way for progress. E. deciding how to identify the problems that need fixing. A. C. making adherence to cultural beliefs and cultural norms the defining features of the company's strategic vision. A. Which one of the following best describes core American values? A secondary focus on values and goals is a more beneficial way to impact culture. Round answer to the nearest tenth of a percent. A. It consumes a great deal of organizational energy, often with the result that what is best for the company takes a backseat. B. confirm the integrity of company personnel and signal the above-board nature of the company's business principles and operating methods. D. A tight strategy-culture alignment enhances the creation of core competencies and distinctive competencies. Find the rate. C. steer company personnel toward doing the right thing and convince outsiders that the company is socially responsible. E. The firm has a commitment to hiring young people who can offer fresh thinking and new perspectives. The empire was a melting pot of Grecian influences, Roman, Armenian, and a number of other cultures. I'll point you to PubMed and ask you to type in language relativity and Whorfianism and see for yourself the overwhelming evidence. B. typically tightly linked to its strategic vision and strategy. C. management needs to go on the offensive to reinterpret the culture and explain to company personnel why there really is good overall cultural fit with the strategy. These environmental organizations say that there are not many whales left and such fishing practices should be stopped. c) The work practices and behaviors that define "how we do things around here" It also means that we need to learn the cultural contexts that are embedded in the language itself. Thats great ! A more extreme example is numeracy. B. 57. B. doesn't necessarily impact a company's long-term strategic success favorably or unfavorably. 18. This heavily influenced both my undergrad research as well as my graduate thesis, and it is very interesting and vital in order to more clearly understand and appreciate others. Languages reflect our cultural experiences. E. a deep commitment to top-notch quality and superior customer service, dedicated use of TQM and/or Six Sigma quality control programs, and the payment of big performance bonuses and stock options. B. E. Instituting standard practices and procedures for employees to follow as a foundation for maintaining ethical and cultural norm conflict clashes and behavioral lapses. After numerous suspensions, the female employees were fired for violating Burlington's dress code policy. C. Unethical and greed-driven Which of the following is a common characteristic of unhealthy corporate cultures? A. Identifying which aspects of the present culture are supportive of good strategy execution and which ones are not d) There is willingness on the part of organization members to accept discipline and subordination In other words, worldviews and cultural influences are largely embedded within the language we use, even if we are saying things like coffee. How a language affects the way we think about the world is called, Lets think about another everyday example. D. Weeding out managers who are consistently in the ranks of the lowest performers (the bottom 10 percent) and who are not enthusiastic about the strategy or how it is being executed a) Immediately dismissing any employees caught violating the company's code of ethics or disregarding core values a) Whether it employs a low-cost provider, best-cost provider, differentiation, or focused strategy D. In a high-performance culture, the clear and unyielding expectation is that all company personnel, from senior executives to front-line employees, will display high-performance behaviors and a passion for making the company successful. E. Shift from decentralized to centralized decision-making so as to give senior executives more authority and control in driving cultural change. example, workers who lose their jobs due to foreign A. Results-oriented, high-performance cultures are permeated with a spirit of achievement and have a good track record in meeting or beating performance targets. However, higher order thinking is a direct result of language. B. lead by influence. Changing a problem culture: 55. 58. 54. Managing business with action It takes concerted management action over a period of time to root out unconstructive behaviors and replace them with new ways of doing things.
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