Organizational Culture Assessment Flashcards
7 cards from real DDI practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Organizational Culture Assessment flashcards as text
In DDI's organizational culture model, which of the following best describes an 'aggressive-defensive' culture orientation?
Answer: Employees are driven to outperform peers and protect their status at others' expense
Aggressive-defensive cultures are characterized by competitive, power-seeking, and oppositional behaviors where winning at others' expense is normalized.
A DDI assessment reveals that an organization scores high on 'dependent' culture norms. Which leadership intervention is most directly indicated?
Answer: Build employee empowerment and psychological safety to reduce authority dependence
High dependent culture scores indicate over-reliance on authority figures, so the intervention should build empowerment and psychological safety that enables autonomous decision-making.
Which metric is most useful for tracking culture change progress after a DDI-guided culture initiative?
Answer: Repeated administration of the culture assessment with norm score trend analysis
Repeating the culture assessment at defined intervals and tracking norm score trends provides direct evidence of culture shift attributable to the initiative.
In DDI's framework, how does organizational culture relate to the effectiveness of leadership development programs?
Answer: A defensive or passive culture can undermine newly learned leadership behaviors back on the job
DDI research shows that passive or defensive cultures create organizational conditions that prevent leaders from applying new skills learned in development programs.
An organization's culture assessment shows a large standard deviation in norm scores across business units. What does this pattern most likely indicate?
Answer: Significant subculture variation exists across the organization
High variance in norm scores across business units points to the presence of distinct subcultures that may need unit-level rather than organization-wide culture interventions.
According to DDI, which element of organizational culture is HARDEST to change through formal programs alone?
Answer: Underlying assumptions and deeply held beliefs that drive unconscious behavior
DDI aligns with Schein's model in recognizing that deeply held underlying assumptions are largely unconscious and therefore resistant to change through formal programs alone.
When presenting culture assessment results to a senior leadership team, which framing approach is most consistent with DDI's consulting methodology?
Answer: Link culture data to specific business outcomes the leadership team cares about
DDI's approach emphasizes connecting culture findings to business outcomes so leaders understand the strategic consequences of existing cultural norms.