DOWNLOAD the newest TrainingQuiz Organizational-Behavior PDF dumps from Cloud Storage for free: https://drive.google.com/open?id=1nZz_WZQ6SLiyR-vYdJismo-3KZtREGRZ
WGU Organizational-Behavior practice test questions of TrainingQuiz is the perfect choice for you. With our comprehensive Organizational-Behavior study material, you will be able to pass your Organizational-Behavior certification exam with ease. The basic motive of TrainingQuiz is to help students pass the Organizational-Behavior Exam on the first attempt. This also offers up to 365 days of free WGU Organizational-Behavior updates. And also helps you evaluate the product with a free Organizational-Behavior demo. Try a free Organizational-Behavior demo now and satisfy yourself.
| Section | Objectives |
|---|---|
| Topic 1: Human Resource and Workplace Behavior | - Performance evaluation and feedback systems - Recruitment, selection, and onboarding concepts |
| Topic 2: Organizational Structure and Culture | - Organizational culture and change - Organizational design and structure types |
| Topic 3: Communication and Decision Making | - Organizational communication processes - Decision-making models and biases |
| Topic 4: Foundations of Organizational Behavior | - Work attitudes and job satisfaction - Definition and scope of organizational behavior - Individual behavior in organizations |
| Topic 5: Leadership and Management | - Leadership styles and theories - Power, influence, and authority |
| Topic 6: Teams and Group Dynamics | - Group decision-making and conflict resolution - Team formation and development stages |
| Topic 7: Ethics and Organizational Responsibility | - Corporate social responsibility - Ethical decision making in organizations |
| Topic 8: Motivation and Performance | - Motivation theories (Maslow, Herzberg, McClelland, Expectancy theory) - Goal setting and performance management |
>> Reliable Organizational-Behavior Test Vce <<
Many students often start to study as the exam is approaching. Time is very valuable to these students, and for them, one extra hour of study may mean 3 points more on the test score. If you are one of these students, then WGU Organizational Behavior (GTO1, C715) exam tests are your best choice. Because students often purchase materials from the Internet, there is a problem that they need transport time, especially for those students who live in remote areas. When the materials arrive, they may just have a little time to read them before the exam. However, with Organizational-Behavior Exam Questions, you will never encounter such problems, because our materials are distributed to customers through emails.
NEW QUESTION # 40
What is a characteristic employed by transactional leaders?
Answer: D
Explanation:
Organizational Behavior distinguishes between transformational andtransactional leaders. Transactional leaders guide or motivate their followers in the direction of established goals by clarifying role and task requirements. They function primarily through a series of "transactions" or exchanges where the leader provides something the followers want in return for their performance.
One of the primary characteristics of transactional leadership iscontingent reward, which involvespromising rewards for good performanceand recognizing accomplishments. Other characteristics include management by exception (active or passive), where the leader intervenes only when standards are not met. Options A, B, and C describe transformational leaders, who inspire followers to transcend their own self-interests for the good of the organization and are capable of having a profound and extraordinary effect on followers. While transformational leadership is often celebrated for driving innovation and change, transactional leadership remains essential for maintaining the day-to-day stability and efficiency of an organization by ensuring that employees are rewarded for meeting specific, tangible targets.
NEW QUESTION # 41
A manager treats an employee with a free lunch to encourage the employee to continue to do well. Which kind of reward is provided?
Answer: B
Explanation:
Motivation in the workplace is often driven by a system of rewards, which are generally categorized into intrinsic and extrinsic types.Intrinsic rewardsare internal to the individual and come from the work itself; examples include a sense of accomplishment, personal growth, or the satisfaction of completing a difficult task. These are self-granted rewards.
Extrinsic rewards, conversely, are tangible rewards given by another person (usually a manager or the organization) to an employee for performing a specific task or behavior. These include salary increases, bonuses, promotions, benefits, and even smaller tokens like a free lunch. In this scenario, the free lunch is a physical, external incentive provided by the manager to reinforce the employee's positive performance. While intrinsic rewards are essential for long-term engagement and "meaningful" work, extrinsic rewards like a free meal are effective for immediate reinforcement and recognizing specific achievements. According to reinforcement theory, providing such a reward immediately following a desired behavior (doing well at work) increases the probability that the behavior will be repeated. Because the lunch is an external, tangible benefit provided by the manager rather than an internal feeling of satisfaction derived from the task itself, it is classified as an extrinsic reward.
NEW QUESTION # 42
What is the impact of high group cohesiveness and well-defined performance norms on the productivity of a team?
Answer: A
Explanation:
The interaction between cohesiveness and performance norms is a critical concept in Organizational Behavior. As shown in the research regarding group dynamics,the productivity of the team will improve significantlywhen both cohesiveness and performance norms are high. Cohesiveness provides the social
"glue" that keeps the team together, while performance norms provide the "direction" by establishing clear expectations for effort, output, and quality.
When these two factors coincide, the group becomes a powerful force; members motivate one another to meet the high standards they have collectively accepted. This is the "ideal" state for any work team. If cohesiveness is high but performance norms are low, the group is unified but unproductive. If cohesiveness is low but norms are high, productivity improves only slightly because members lack the social bond to sustain high- level collaboration. Therefore, the combination of a strong bond and high standards yields the most significant productivity gains.
NEW QUESTION # 43
A coach encourages a person to run two miles in ten minutes and provides the person a stopwatch to check periodically. The person completes the run in 9.8 minutes. Considering the goal-setting theory of motivation, which two factors explain why the person achieved the goal?
Answer: C
Explanation:
Edwin Locke'sGoal-Setting Theorysuggests that specific and difficult goals, with feedback, lead to higher performance. The theory identifies several key components that drive motivation. First isSpecificity. In this case, the coach did not just say "run fast"; they set a specific target of "two miles in ten minutes". Specific goals act as an internal stimulus, providing a clear sense of what needs to be done and how much effort is required.
Image of Goal-Setting Theory of Motivation
The second critical factor isFeedback. By providing a stopwatch, the coach allowed the runner to monitor their own progress. Feedback helps individuals identify discrepancies between what they have done and what they want to do; it guides behavior and motivates the individual to adjust their effort level to meet the goal.
While "challenge" is also a part of the theory (as difficult goals lead to higher performance), the presence of the stopwatch specifically addresses the feedback mechanism, and the clear time-distance parameters address specificity. Therefore, the combination of a clearly defined target (specificity) and the ability to track progress (feedback) are the primary drivers for the runner achieving the 9.8-minute result.
NEW QUESTION # 44
Which dimension of the Fiedler contingency model is associated with the degree of influence a leader has over variables such as hiring, firing, discipline, promotions, and salary increases?
Answer: C
Explanation:
The Fiedler contingency model proposes that effective group performance depends on the proper match between the leader's style and the degree to which the situation gives control to the leader. Fiedler identified three contingency dimensions that define the situational favorableness: Leader-member relations, Task structure, andPosition power.
Image of Fiedler's Contingency Model
Position power is specifically defined as the degree of influence a leader has over power variables such as hiring, firing, discipline, promotions, and salary increases. A leader with high position power has significant structural authority, which makes it easier to influence the behavior of subordinates through formal rewards and sanctions. In contrast, a leader with low position power must rely more heavily on personal influence or rapport to achieve goals. Understanding these dimensions is crucial because Fiedler argued that a leader's style is essentially fixed; therefore, to improve effectiveness, one must either change the leader to fit the situation or change the situation (such as increasing or decreasing the leader's position power) to fit the leader.
NEW QUESTION # 45
......
Our Organizational-Behavior study materials are excellent examination review products composed by senior industry experts that focuses on researching the mock examination products which simulate the real Organizational-Behavior test environment. Experts fully considered the differences in learning methods and examination models between different majors and eventually formed a complete review system. It will help you to Pass Organizational-Behavior Exam successfully after a series of exercises, correction of errors, and self-improvement.
Organizational-Behavior Reliable Test Cost: https://www.trainingquiz.com/Organizational-Behavior-practice-quiz.html
2026 Latest TrainingQuiz Organizational-Behavior PDF Dumps and Organizational-Behavior Exam Engine Free Share: https://drive.google.com/open?id=1nZz_WZQ6SLiyR-vYdJismo-3KZtREGRZ