Charles Handy's Model of Organizational Culture Quiz

What are the four types of organizational culture identified by Charles Handy?

• Power, Role, Task, and Person

• Hierarchical, Flat, Matrix, and Network

• Autocratic, Democratic, Laissez-faire, and Participative

• Power, Role, Task, and Entrepreneurial

In a power culture, how is power typically distributed?

• Equally among all employees

• Based on seniority and experience

• Held by a few individuals at the top

• Determined by democratic voting

Which of the following is NOT a characteristic of a power culture?

• Quick decision-making

• Few rules and regulations

• Employees judged by achievements

• Extensive bureaucracy

What is a potential negative consequence of a power culture?

• Slow adaptation to change

• Lack of employee motivation

• Excessive bureaucracy

• Risk of becoming toxic

In a role culture, what determines an individual's power and responsibilities?

• Personal relationships with leaders

• Position in the organizational hierarchy

• Individual skills and abilities

• Length of time with the company

Which organizational structure is typically associated with a role culture?

• Flat structure

• Matrix structure

• Tall structure with long chains of command

• Network structure

What is the primary focus of a task culture?

• Individual achievements

• Adherence to rules and procedures

• Specific problems or projects

• Maintaining hierarchical order

In a task culture, how does power typically shift within teams?

• Based on seniority

• According to the organizational chart

• Depending on the nature of the problem or project

• It remains constant regardless of the task

Which organizational structure works best with a task culture?

• Tall hierarchical structure

• Flat structure

• Matrix structure

• Purely functional structure

In a person culture, how do individuals typically view themselves in relation to the organization?

• As subordinate to the organization's goals

• As equal partners with the organization

• As superior to the organization

• As representatives of the organization's brand