LDR - 302S Organizational Culture
x x x x
Studyxonlinexatxhttps://quizlet.com/_cy8tmm
1. Changing organizational systems and procedures BEST describes which
x x x x x x x x
of the following embedding mechanisms, which serve as the conscious and s
x x x x x x x x x x x
ubconscious ways of forming organization culture?: Transform the culture
x x x x x x x x
2. In an article by Chaplain Kenneth R. Williams, he used a formulaic model to
x x x x x x x x x x x x x x
calculate the approximate monetary costs of toxic behavior in an organi-
x x x x x x x x x x
xzation. The formula calculated costs for worrying, physical and mental health,
x x x x x x x x x x x
absenteeism, avoidance, and conversations with co- x x x x x
workers. Which of the five effects of toxic leadership measured caused the LE
x x x x x x x x x x x x
AST financial impact for the organization?: Cost of absenteeism
x x x x x x x x
3. Treating each individual with dignity and fairness, with the operational p
x x x x x x x x x x
remise that you treat others in concert with the way you would like to be tre
x x x x x x x x x x x x x x x
ated BEST defines which of the following?: Respectful engagement
x x x x x x x x
4. Toxicity: pattern of combined, counterproductive behaviors
x x x x x
encompassing not only harmful leadership but also abusive supervision, bullying, and
x x x x x x x x x x
workplace incivility, involving x x
leaders, peers, and direct reports as offenders, incorporating six specific behaviors (s
x x x x x x x x x x x
ee table):
x
Behaviors:
1. shaming
2. passive
3. hostility
4. team sabotage x
5. indifference negativity x
6. exploitation
Toxic personnel are experts in managing upward, simultaneously giving the appear-
x x x x x x x x x x
xance of high performance to their supervisors while abusing others to get ahead; mos
x x x x x x x x x x x x x
t toxic behavior is passive and "under the radar."
x x x x x x x x
5. Toxic Personnel: highly competent, dedicated to task accomplishment, possess s
x x x x x x x x x
kills or expertise needed by the organization, and at
x x x x x x x x
least appear to be productive in the short term.
x x x x x x x x
experts in presenting an image of high performance to their superiors; they simulta-
x x x x x x x x x x x x
xneously create "a trust tax" that
x x x x x
debits from results x x
6. Toxic protectors: practice a subtle form of quid pro quo, either having a personal re
x x x x x x x x x x x x x x
lationship with the toxic person, having a need for
x x x x x x x x
power and control that the toxic person's actions feed or benefiting from apparent
x x x x x x x x x x x x
1x/x1
8
, LDR - 302S Organizational Culture
x x x x
Studyxonlinexatxhttps://quizlet.com/_cy8tmm
high performance.
x
sabotage the organization by ignoring or enabling behaviors that degrade produc-
x x x x x x x x x x
xtivity, morale, trust, and cohesion
x x x x
7. Toxic Behavior - Shaming: Humiliation, sarcasm, put-
x x x x x x
downs, jabs, blaming Persistently pointing out mistakes intending to reduce anothe
x x x x x x x x x x
r's self-worth Public embarrassment
x x x
8. Toxic Behavior - Passive Hostility: Passive-
x x x x x
aggressive behavior redirecting one's anger x x x x
inappropriately on a target person or persons x x x x x x
Resenting requests, deliberate procrastination, and intentional mistakes to avoid serv
x x x x x x x x x
ng others
x
Complaints of injustice and lack of appreciation Complimen
x x x x x x x
ts that veil criticism
x x x
Always getting in the last word (punch)
x x x x x x
9. Toxic Behavior - x x
Team Sabotage: Meddling to establish one's personal power base, resulting in dec
x x x x x x x x x x x x
reased cohesion and performance
x x x
Inconsistency: unclear, constantly changing expectations and unpredictable poli-
x x x x x x x
xcies, procedures, and behaviors
x x x
Dysfunctional communication: in order to maintain power and control, withholding ke
x x x x x x x x x x
information, sharing incomplete information, or sharing partial items of informa-
x x x x x x x x x x
xtion resulting in each person having incomplete data
x x x x x x x
10. Toxic Behavior - x x
xIndifference: An apparent lack of regard for the welfare of others,
x x x x x x x x x x
especially subordinates x
Lack of compassion and empathy Excluding
x x x x x
certain people
x x
Disinterested in the successes and unsympathetic to the suffering of others
x x x x x x x x x x
11. Toxic Behavior - x x
Negativity: A corrosive interpersonal style that has a negative impact on individual a
x x x x x x x x x x x x x
nd collective morale and
x x x
motivation
Malice: cruelty and degradation are more prevalent than kindness Narcissism:
x x x x x x x x x x
uncaring abuse of others for personal gain
x x x x x x
12. Toxic Behavior - Exploitation: The perception of getting ahead at the expense of
x x x x x x x x x x x x
others
2x/x1
8
, LDR - 302S Organizational Culture
x x x x
Studyxonlinexatxhttps://quizlet.com/_cy8tmm
Inequality: tolerating toxic people, who are often highly skilled, but punishing ot
x x x x x x x x x x x
hers
Favoritism: special treatment for a select few x x x x x x x
Nepotism: hiring unqualified friends or family x x x x x
Taking credit for other's results and accomplishments
x x x x x x
13. Toxic Organizations: the value of "getting results" becomes the priority, s
x x x x x x x x x x
uperseding core values. x x
14. Respectful Enagement: treating each individual with dignity and fairness, with t x x x x x x x x x x
he operational premise that you treat others in concert with the way you would like to b
x x x x x x x x x x x x x x x x
e treated x
involves behavioral norms of authenticity, affirmation,
x x x x x
attentive listening, transparency, open communication, trust, and mutual support.
x x x x x x x x
enabling conditions and not narrowly on the toxic
x x x x x x x
individual whose ingrained behavior is reinforced by a results-
x x x x x x x x
rewarding system that tolerates toxicity x x x x
15. targeted feedback: performance improvement plan x x x x
focusing on toxic behaviors and effects on individual and collective performance.
x x x x x x x x x x
Targeted feedback involves x x
identifying the problem by respectfully and nonjudgmentally describing the toxic. beha
x x x x x x x x x x
vior; implementing a sequential
x x x
process to target a resolution by clarifying the behavior as a problem; allowing respon
x x x x x x x x x x x x x
se and discussion; obtaining agreement about the problem, if possible, and brainstor
x x x x x x x x x x x
ming courses of action; and selecting a course of action with goals and
x x x x x x x x x x x x
a timeline for regular follow-
x x x x
up. While most people respond positively to feedback, toxic people are resistant,
x x x x x x x x x x x
requiring a specific plan and persistent accountability.
x x x x x x
16. How to detox and create a culture with respect: Confront Toxic Personnel and T
x x x x x x x x x x x x x
heir Protectors x
Provide Training in Respectful Engagement x x x x
17. (VIDEO) 3 Ways to Create a Work Culture that Brings Out the Best in Emplo
x x x x x x x x x x x x x x
yees: 1. Unblock Communication - x x x x
when we feel like we are unimportant we stop caring as much; invite people to speak
x x x x x x x x x x x x x x x x x
up
-causing check-outs/google walkouts x x
2. Become Responsive x
3x/x1
8
