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LDR-302S Organizational Culture: Questions & Correct Answers
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LDR-302S Organizational Culture: Questions & Correct Answers
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LDR-302S Organizational Culture: Questions & CorrectAnswers
Describe toxic behaviors and their negative effects upon an organization.
Right Ans - •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. Right Ans - 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. Right Ans - 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: Right Ans - • 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 Right Ans -
Adaptive Leadership- Issues may be hard to identify or not clearly
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