LDR-302S ORGANIZATIONAL CULTURE EXAM WITH GUARANTEED ACCURATE ANSWERS |VERIFIED
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LDR-302S ORGANIZATIONAL CULTURE
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LDR-302S ORGANIZATIONAL CULTURE
Describe toxic behaviors and their negative effects upon an organization. - ACCURATE ANSWER•shaming (the exercise of humiliation, sarcasm, potshots, or mistake-pointing with the intent of reducing another's self-worth),
• passive hostility (the use of passive-aggressive behavior with the inte...
ldr 302s organizational culture exam with guarante
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LDR-302S ORGANIZATIONAL CULTURE
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LDR-302S ORGANIZATIONAL CULTURE
LDR-302S ORGANIZATIONAL CULTURE EXAM WITH GUARANTEED ACCURATE
ANSWERS |VERIFIED
Describe toxic behaviors and their negative effects upon an organization. -
ACCURATE ANSWER✅✅•shaming (the exercise of humiliation, sarcasm,
potshots, or mistake-pointing with the intent of reducing another's self-worth),
• passive hostility (the use of passive-aggressive behavior with the intent of
directing one's anger inappropriately),
• team sabotage (meddling with the intent to either establish one's personal power
base or make the team less productive),
• indifference (an apparent lack of regard and compassion for the welfare of
subordinates)
• negativity (an interpersonal style that has a negative impact on organizational
climate)
• exploitation (the perception that the superior is getting ahead at team member
expense.)
,Describe methods that SNCOs can use to help facilitate a positive culture in an
organization. - ACCURATE ANSWER✅✅Leader training and development-
The means of addressing toxic, counterproductive leadership cannot be limited to
punishment, removal, and dismissal nor individualistic character development.
Leaders need skills in demonstrating and promoting resect among team members
Leader assessment- Since toxic leaders are experts in appearances, they tend to
benefit from the biased performance evaluation system. Supervisory leaders need
skills in identifying toxic behaviors, confronting subordinates, and coaching
soldiers in healthy leadership
Organizational culture and policies- The purpose of the military departments' core
values is to clarify expectations and behaviors as a means of addressing toxic
leadership. the military departments need to reinforce a culture that truly reflects
the highest standards of values-based behavior. Tis means that members not only
refrain from disrespecting each other but that they also demonstrate the highest
resect for each other; that they not only give the appearance of selfless service as
they pursue personal benefits but that they also serve to empower others' success,
even if they receive nothing in return; and that they also hold each other
accountable.
Identify conditions in which toxic behaviors can manifest themselves in an
organization. - ACCURATE ANSWER✅✅An organization experiences toxicity
because its culture, policies, and systems create the conditions for tolerating and
enabling uncivil behaviors.
Typically, an organization identifies the problem only as the toxic individual,
overlooking the environmental factors in its culture, policies, and systems that are
creating the conditions for the toxicity to flourish.
Leaders often take a strong stance against incivility yet respond to allegations of
workplace toxicity with surprise, denial, excuses, and disbelief.
, A leader may be aware of but willing to tolerate toxic behaviors due to the personal
or professional benefits resulting from the toxic person's short-term factual or
perceived productivity.
Many times, an organization does not know how to deal with a toxic person and
either reassigns or isolates and reallocates the toxic person's responsibilities to
other, already overworked personnel, none of which actions address the behavior.
Or, as is often the case, the toxic person is left in place and the targeted person is
reassigned out of the toxic situation
We focus on 3 of Schein's 12 embedding mechanisms, 2 primary and 1 secondary,
to show where potential exists to transform culture in the Defense Department. The
three-step process is as follows: - ACCURATE ANSWER✅✅• assess and
benchmark organizational culture-- : What leaders pay attention to, measure, and
control on a regular basis
• embrace feedback-- Leader reactions to critical incidents and organizational crise
• transform the culture-- Changing organizational systems and procedures--1.
Leadership buy-in to subordinates 2. Subordinate gives permission to be taught 4.
Leader and subordinates become vulnerable (creating the ability to identify
strengths and weaknesses) 5. Proper administration of feedback.
Identify the differences between various leadership models - ACCURATE
ANSWER✅✅Adaptive Leadership- Issues may be hard to identify or not clearly
understood; happens in the gut & heart; relational work; challenges the status quo
Transformational Leadership- requires leaders to have 4 types of behaviors;
idealized influence, inspirational motivation, intellectual motivation, individualized
consideration
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