31.Decentralizing authority allows an organization and its employees to behave in a flexible way even as the organization grows and becomes taller.
32.A liaison role provides sufficient coordination when more than two functions or divisions share many common problems.
33.The shared set of beliefs, expectations, values, and norms in an organization is known as organizational architecture.
34.Organizational values and norms do not have any influence on an employee's decisions and actions.
35.The design of the organizational structure does not influence the organizational culture.
36.Organizational culture is shaped by the personal and professional characteristics of people within the organization.
37.People have more personal autonomy in tall, centralized organizations.
38.In a flat, decentralized structure people have little personal autonomy, and norms that focus on being cautious emerge because predictability and stability are desired goals.
39.By decentralizing authority, an organization establishes values that inhibits creativity.
40.Inert cultures are those whose values motivate and inspire employees.