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LDR-202S: Reinforcing Culture - Key Concepts and Questions, Exams of Nursing

South University - TampaNursing

A comprehensive overview of key concepts related to organizational culture and commitment. It explores various types of biases, the importance of trust, and different levels of emotional investment and commitment. The document also delves into the stages of group evolution and the mechanisms for embedding and reinforcing organizational culture. It includes a series of questions that can be used for study and discussion.

Typology: Exams

2024/2025

Available from 04/16/2025

friedrich-kraus
friedrich-kraus 🇺🇸

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LDR-202S: Reinforcing Culture Latest Questions And
Verified Answers Graded A+ 2025
1. affinity bias: Also called like-likes-like, this bias refers to our tendency to gravitate
toward people similar to ourselves. That might mean hiring or promoting someone who
shares the same race, gender, age, or educational background.
2. ageism: Discriminating against someone on the basis of their age. Ageism tends to
affect women more than men, and starts at younger ages.
3. attribution bias: Because some people see women as less competent than men,they
may undervalue their accomplishments and overvalue their mistakes.
4. beauty bias: Judging people, especially women, based on how attractive you think
they are is called beauty bias. People perceived as attractive can be viewed more
positively and treated more favorably.
5. confirmation bias: Confirmation bias refers to the tendency to look for or favor
information that confirms beliefs we already hold.
6. Conformity Bias: Very common in group settings, this type of bias occurs when your
views are swayed or influenced by the views of others. This is similar to
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LDR-202S: Reinforcing Culture Latest Questions And

Verified Answers Graded A+ 2025

  1. affinity bias: Also called like-likes-like, this bias refers to our tendency to gravitate toward people similar to ourselves. That might mean hiring or promoting someone who shares the same race, gender, age, or educational background.
  2. ageism: Discriminating against someone on the basis of their age. Ageism tends to affect women more than men, and starts at younger ages.
  3. attribution bias: Because some people see women as less competent than men,they may undervalue their accomplishments and overvalue their mistakes.
  4. beauty bias: Judging people, especially women, based on how attractive you think they are is called beauty bias. People perceived as attractive can be viewed more positively and treated more favorably.
  5. confirmation bias: Confirmation bias refers to the tendency to look for or favor information that confirms beliefs we already hold.
  6. Conformity Bias: Very common in group settings, this type of bias occurs when your views are swayed or influenced by the views of others. This is similar to

groupthink.

  1. contrast effect: This bias refers to evaluating the performance of one person in contrast to another because you experienced the individuals either simultaneously or in close succession.
  2. gender bias: Preferring one gender over another or assuming that one gender is better for the job.
  3. Halo/Horns Effect Bias: The tendency to put someone on a pedestal or think more highly of them after learning something impressive about them, or conversely, perceiving someone negatively after learning something unfavorable about them.
  4. Name bias: When you judge a person based on their name and perceived background. This is especially important when reviewing resumes.
  5. Weight Bias: Judging a person negatively because they are larger or heavier than average.
  6. 3 definitions of trust: Trust is the belief that others act in the interest of fairness and social welfare rather than their own self-interest Trust is the willingness to accept vulnerability based upon positive expectations about another's behavior Trust is an
  • broken core values - indignation - betrayal - resentment hostility
  • toxic behaviors - confusion - anger/fear - regret - selfishness
  • broken promises/lies disappointment - resignation - cynicism - distance - indifference
  1. levels of commitment: 2 / 7
  2. interested: Aware of the basics and adding to that knowledge on a casual basis.•Non- remarkable: the equivalent of flipping through magazines or listening to CNN Headline News while working out at the gym.
  3. informed: Knowledgeable as a result of persistent, intentional study.•Potential for remarkable: subscribing to magazines, buying books, taking classes, attending to seminar with the intention of
  4. involved: Knowledgeable as a result of both study and activity•Evidence of desire for remarkable: taking what they are learning and applying it to life; beginning to make positive changes in light of recognized benefits.
  5. immersed: Recognized as an expert or specialist•Gateway to remarkable performance: rising above the pack, standing out in the crowd; expert/specialist status

creates desirability and indispensability.

  1. invested: Recognized as "a" leader in the field•Consistently remarkable performance: investing time, talent, and treasure in improving; clearly committed to education, improvement, and continually seeking higher standards of performance.
  2. innovative: Recognized as "the" leader in the field•Defines remarkable performance: doesn't seek new standards as much as set new standards of excellence and remarkable performance. Discovers new, innovative ways to increase his/her own value by meeting the needs of others.
  3. 7 ways to increase commitment:
  4. get to know the person: People will perform best when their skills and interests are matched to opportunities. Find out what people do well and like to do. That will give you clues on how to engage them.
  5. Understand his or her desires and aspirations: Knowing what people want to do is important. Even more important is knowing why they want to do it. Motives matter.
  6. introduce them to others: Proximity promotes progress. As people get to know more people and build relationships, they will naturally move from the fringes to the center of the group.
  7. ask them for ideas: People are invested when they get to provide input. You show them you value them when you ask for their perspective and suggestions.
  8. request their help: Based on what you've learned and the relationship you've developed, ask the person to take on a job or lead a project. Explain whey you're

Commitment is not a binary (either/or, on/off, yes/no) experience. You and I make choices every day that reveal different levels of commitment. For instance, I enjoy the occasional good movie but I have no intention of being a movie reviewer so I am not committed to viewing every movie that comes out. That would be a poor investment of my "commitment dollars." You are making the same choices daily. Our challenge is to make smart, conscious investments of commitment; to pay the right price at the right time and place. When a remarkable performance is called for, we need to be ready to write a check and pay the price.

  1. Levels of Culture: artifacts espoused beliefs and values underlying assumptions
  2. artifacts: Visible organizational structures and processes (hard to decipher)
  3. espoused beliefs and values: Strategies, goals, philosophies (espoused justifications)
  4. underlying assumptions: Unconscious, taken-for-granted beliefs, perceptions, thoughts, and feelings... (ultimate source of values and action)
  5. stages of group evolution: group formation group building 4 / 7

group work group maturity

  1. group formation: dominant assumption: Dependence: "The leader knows what we should do." socioemotional focus: Self-Orientation: Emotional focus on issues of (a) inclusion, (b) power and influence, (c) acceptance and intimacy, and (d) identity and role.
  2. group building: dominant assumption: Fusion: "We are a great group; we all like each other" socioemotional focus: Group as Idealized Object: Emotional focus on other." harmony, conformity, and search for intimacy. Member differences are not valued.
  3. group work: dominant assumption: Work: "We can perform effectively because we know and accept each other socioemotional focus: Group Mission and Tasks: Emotional focus on accomplishment, teamwork, and maintaining the group in good working order. Member differences are valued 40. group maturity: dominant assumption: Maturity: "We know who we are, what we want, and how to get it. We have been successful, so we must be right. socioemotional focus:
  1. Promotion of hybrids within the culture
  2. Midlife: 4. Systematic promotion from selected subcultures
  3. Technological seduction
  4. Infusion of outsiders
  5. Maturity and decline: 7. Scandal and explosion of myths
  6. Turnarounds
  7. Mergers and acquisitions 6 / 7
  8. Destruction and rebirth 7 / 7