WGU WGU Organizational-Behaviors-and- Leadership PDF WGU WGU Organizational-Behaviors-and-Leadership PDF Questions Available Here at: https://www.certification-exam.com/en/dumps/wgu-exam/organizational-behaviors- and-leadership-dumps/quiz.html Enrolling now you will get access to 245 questions in a unique set of WGU Organizational-Behaviors-and-Leadership Question 1 Employees A and B work together on the same project team. When the team faces a complex and difficult problem, the team leader usually asks Employee A to generate alternative solutions for the team to consider. Experience has shown that Employee A actively searches for additional information and is more likely to take initiative and to feel that the team can effectively influence the outcomes of its actions. Employee B tends to do well on jobs that are well structured and routine and tends to feel that the outcomes of the team's actions are determined by luck or chance. Which statement is correct? Select one. Options: A. Employee A exhibits an external locus of control, and Employee B exhibits an internal locus of control. B. Employee A exhibits an internal locus of control, and Employee B exhibits an external locus of control. C. Employee A exhibits an indeterminate locus of control, and Employee B exhibits a determinate locus of control. D. Employee A exhibits a determinate locus of control, and Employee B exhibits an indeterminate locus of control. Answer: B Explanation: Employee A exhibits an internal locus of control because they believe that their actions and decisions WGU WGU Organizational-Behaviors-and-Leadership PDF https://www.certification-exam.com/ significantly influence the outcomes of the team's actions. This is evident from the fact that Employee A actively searches for additional information and takes the initiative, suggesting a belief in their ability to control events and outcomes. Employee B, on the other hand, exhibits an external locus of control. They tend to perform better in structured, routine jobs and believe that outcomes are determined by luck or chance, indicating a belief that external factors control their fate rather than their own actions. Reference: Robbins, S.P., Judge, T.A., & Vohra, N. (2017). "Organizational Behavior" (16th ed.). Pearson. Chapter on Personality and Values, particularly the section discussing locus of control. Question 2 Employee A noticed that Employee B was late for work, and A's perception of why B was late will determine what action A takes in this situation. Considering attribution theory, which factors will determine A's perception regarding whether B's behavior was internally or externally caused? Select one. Options: A. Situation, attributes, and alternatives B. Distinctiveness, consensus, and consistency C. Creativity, relationships, and expertise D. Problem, criteria, and alternatives Answer: B Explanation: According to attribution theory, three factors determine whether an observer attributes behavior to internal or external causes: distinctiveness, consensus, and consistency. Distinctiveness: Whether the individual behaves differently in different situations. Consensus: Whether others in the same situation behave similarly. Consistency: Whether the individual behaves the same way over time. Employee A’s perception of why Employee B was late would depend on these three factors. For example, if Employee B is rarely late (high distinctiveness), if many other employees were also late (high consensus), and if Employee B is usually punctual (high consistency), Employee A might attribute the lateness to an external cause such as traffic or weather conditions. Reference: Robbins, S.P., Judge, T.A., & Vohra, N. (2017). "Organizational Behavior" (16th ed.). Pearson. Chapter on Perception and Individual Decision Making, particularly the section discussing attribution theory. Question 3 WGU WGU Organizational-Behaviors-and-Leadership PDF https://www.certification-exam.com/ A person wants a comfortable life, a sense of accomplishment, and happiness. Which type of values arethese? Select one. Options: A. Terminal values B. Intermediate values C. Determinate values D. Instrumental values Answer: A Explanation: Terminal values are the end goals that people strive to achieve in their lives. These include a comfortable life, a sense of accomplishment, and happiness. Terminal values represent the desired states or life goals that individuals aim to fulfill. In contrast, instrumental values are the means or behaviors used to achieve these end goals, such as honesty, hard work, and responsibility. Reference: Rokeach, M. (1973). "The Nature of Human Values." Free Press. This foundational work distinguishes between terminal and instrumental values. Question 4 Fulfilling a social desire such as affection, acceptance, friendship, or a sense of belonging is an example of which theory? Select one. Options: A. Maslow's hierarchy of needs B. Three-factor hierarchy C. Bigelow's theory of X and Y D. Two-factor theory Answer: A Explanation: Maslow's hierarchy of needs is a theory in psychology that categorizes human needs into five levels, with social needs being one of them. These needs include affection, acceptance, friendship, and a sense of belonging. According to Maslow, fulfilling these social needs is essential for individuals to move on to higher levels of the hierarchy, such as esteem and self-actualization. Reference: Maslow, A.H. (1943). "A Theory of Human Motivation." Psychological Review, 50(4), 370- WGU WGU Organizational-Behaviors-and-Leadership PDF https://www.certification-exam.com/ 396. This seminal paper introduces the hierarchy of needs, explaining each level and its significance in human motivation. Question 5 An employee is motivated by prosperity, economic success, well-being, world peace, and autonomy and self-reliance in the workplace. Which of the employee’s motives is an instrumental value? Options: A. Prosperity B. Economic success C. Autonomy and self-reliance D. World peace Answer: C Explanation: Instrumental values are the preferred modes of behavior or means of achieving the terminal values (the end goals). Autonomy and self-reliance are modes of behavior that individuals value to achieve their desired end goals, such as prosperity, economic success, well-being, and world peace. These behaviors guide how individuals conduct themselves to attain their objectives. In contrast, prosperity, economic success, well-being, and world peace are terminal values, representing the end states or goals individuals strive to achieve. Reference: Robbins, S.P. & Judge, T.A. (2019). Organizational Behavior, 18th Edition. Pearson. Question 6 An individual set a goal of selling an average of 10 items per call and making a total of 25 sales calls during the week. The individual kept a careful tally of calls and sales. At the end of the week the individual had made 25 calls and sold an average of 10.3 items per call. Which two factors contributed to the individual's success, considering the goal-setting theory of motivation? Select one. Options: A. Specificity and self-generated feedback B. Specificity and effort-performance expectation C. Challenge and other-generated feedback WGU WGU Organizational-Behaviors-and-Leadership PDF https://www.certification-exam.com/ D. Challenge and effort-performance expectation Answer: A Explanation: According to the goal-setting theory of motivation, two critical factors contributing to goal achievement are goal specificity and feedback. Specific goals are clear and measurable, which helps individuals understand what is expected of them. Self-generated feedback allows individuals to monitor their own progress, make necessary adjustments, and stay motivated. In this scenario, the individual set a specific goal of selling an average of 10 items per call and making 25 sales calls, and kept a tally of calls and sales, providing self-generated feedback. Reference: Locke, E.A. & Latham, G.P. (2002). Building a Practically Useful Theory of Goal Setting and Task Motivation. American Psychologist. Question 7 What is a personal view of how one is supposed to act in a given group situation? Select one. Options: A. Role expectation B. Role identity C. Role conflict D. Role perception Answer: D Explanation: Role perception refers to an individual's view of how they are supposed to act in a given group situation. This concept is crucial in organizational behavior as it influences how employees behave and perform their duties. Role perception is shaped by various factors including the organization's culture, job descriptions, training, and interactions with peers and supervisors. Understanding role perception helps in managing expectations and improving job performance. Reference: Robbins, S. P., & Judge, T. A. (2017). Organizational Behavior (17th ed.). Pearson. Ivancevich, J. M., Konopaske, R., & Matteson, M. T. (2013). Organizational Behavior and Management (10th ed.). McGraw-Hill Education. Question 8 What defines acceptable standards of behavior that are shared by group members? Select one. WGU WGU Organizational-Behaviors-and-Leadership PDF https://www.certification-exam.com/ Options: A. Group status B. Group norms C. Group conformity D. Group roles Answer: B Explanation: Group norms define the acceptable standards of behavior shared by group members. These norms influence how group members interact, make decisions, and perform tasks, ensuring consistency and predictability within the group. Norms are established through group consensus and can significantly impact group dynamics and performance. Reference: Robbins, S.P. & Judge, T.A. (2019). Organizational Behavior, 18th Edition. Pearson. Question 9 Management has noticed that the quality improvement work group is struggling because members seem to be working in different directions. Which suggested action can the company take to increase group cohesiveness? Select one. Options: A. Physically isolate the group B. Make the group larger C. Decrease the difficulty of becoming a group member D. Establish more rigid roles for group members Answer: A Explanation: Increasing group cohesiveness can be achieved by physically isolating the group, which encourages members to interact more frequently and develop stronger bonds. This isolation can help the group focus on their common goals and work together more effectively. Other options, such as making the group larger or decreasing the difficulty of becoming a group member, would likely decrease cohesiveness. Establishing more rigid roles might also hinder the flexibility needed for effective teamwork. Reference: Robbins, S.P. & Judge, T.A. (2019). Organizational Behavior, 18th Edition. Pearson. Question 10 WGU WGU Organizational-Behaviors-and-Leadership PDF https://www.certification-exam.com/ Management has noticed that the accounting work group is having difficulty because group members seem to be working in different directions. Which suggested action can the company take to increase group cohesiveness? Select one. Options: A. Establish more rigid role definition for group members B. Give individual rewards rather than group rewards C. Have the group avoid competition with other groups D. Give group rewards rather than individual rewards Answer: D Explanation: Problem-solving is a conflict resolution technique where parties involved meet to identify the problem and resolve it through open discussion. This technique focuses on finding a mutually beneficial solution and addressing the underlying issues causing the conflict, thus ensuring a more sustainable resolution. Reference: Robbins, S.P., Judge, T.A., & Vohra, N. (2017). "Organizational Behavior" (16th ed.). Pearson. Chapter on Conflict and Negotiation, which elaborates on different conflict resolution techniques including problem-solving. Would you like to see more? Don't miss our WGU Organizational-Behaviors-and-Leadership PDF file at: https://www.certification-exam.com/en/pdf/wgu-pdf/organizational-behaviors-and- leadership-pdf/ WGU WGU Organizational-Behaviors-and-Leadership PDF https://www.certification-exam.com/