高質量的Organizational-Behavior新版題庫上線，由WGU權威專家撰寫

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WGU Organizational-Behavior Exam Syllabus Topics:

SectionWeightObjectives
Topic 1: Behavioral Influences~17%- Individual behavior drivers
  • 1. Personality, values, attitudes, perception
  • 2. Learning and attribution processes
Topic 2: Performance Evaluation~17%- Evaluation systems and methods
  • 1. Motivation and performance linkages
  • 2. Appraisal types, feedback, reward systems
Topic 3: Group Development~17%- Group formation and stages
  • 1. Norms, roles, status, cohesiveness
  • 2. Forming, storming, norming, performing, adjourning
Topic 4: Leadership~17%- Leadership theories and styles
  • 1. Trait, behavioral, contingency, transformational, servant leadership
  • 2. Power, influence, and decision-making
Topic 5: Teams and Team Building~17%- Team types and effectiveness
  • 1. Cross-functional, virtual, self-managed teams
  • 2. Team leadership and conflict management
Topic 6: Organizational Culture~17%- Culture definition and components
  • 1. Culture types, functions, and impact
  • 2. Shared values, beliefs, symbols

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最新的 WGU Certification Organizational-Behavior 免費考試真題 (Q26-Q31):

問題 #26
How can an organization transmit its culture to its employees?

答案：B

解題說明：
Culture is transmitted to employees in several ways, most notably through stories, rituals, material symbols, and language.Ritualsare repetitive sequences of activities that express and reinforce the key values of the organization-what goals are most important, which people are important, and which are expendable. For example, a company might hold an annual awards ceremony that celebrates "risk-taking," thereby reinforcing a culture of innovation more effectively than a written document could.
These ritualistic activities serve as a physical manifestation of the organization's underlying values. While mission statements (Option A) provide a formal overview, they often fail to capture the "lived experience" of the culture. Similarly, while the selection process influences who enters the organization, the transmission of culture happens after hiring through consistent, repeated social practices. By engaging in these rituals, employees internalize the organization's norms and expectations, transforming them from "outsiders" to
"insiders" who understand the shared organizational meaning.


問題 #27
A is ambitious and cheerful at work. Which type of values are these?

答案：B

解題說明：
Values represent basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite mode. In Organizational Behavior, Milton Rokeach created the Rokeach Value Survey (RVS), which classifies values into two distinct sets: Terminal values and Instrumental values.
Terminal valuesrefer to desirable end-states of existence. These are the goals a person would like to achieve during their lifetime, such as world peace, prosperity, or a sense of accomplishment.Instrumental values, on the other hand, refer to preferable modes of behavior or means of achieving the terminal values. Being
"ambitious" and "cheerful" are behavioral traits or methods that an individual employs to reach their ultimate goals. For instance, being ambitious (an instrumental value) is the "means" an employee uses to achieve the
"end" of financial success or career status (a terminal value). Similarly, being cheerful is a mode of conduct that might help an individual achieve the terminal goal of social recognition or happiness. Therefore, because these descriptions focus on thehowof behavior rather than thewhatof ultimate life goals, they are strictly categorized as instrumental values. Understanding these values is crucial for managers because they influence motivation and how employees perceive organizational rewards and culture.


問題 #28
Which statement is true about groupshift?

答案：D

解題說明：
Groupshift is a phenomenon related to groupthink, specifically describing the way group members tend to exaggerate their initial positions when discussing a given set of alternatives. In a group setting, the collective decision often shows a shift toward a more extreme version of the position held by members before the discussion began. While many people assume groups always lead to more conservative decisions, groupshift demonstrates that the shift can move in either direction: toward greater caution or toward greater risk.
The shift toward risk is more common in many organizational settings. This occurs for several reasons: first, the shared responsibility of a group diffuses the accountability for any single individual, making them feel bolder. Second, members who are more willing to take risks may be perceived as more confident and thus exert more influence over the group's final decision. Conversely, if the initial atmosphere of the group is conservative, the discussion tends to reinforce that caution, leading to a "shift" toward even more extreme avoidance of risk. Understanding groupshift is vital for managers because it highlights that group decisions are not necessarily "average" or "moderate" versions of individual opinions; rather, the social dynamics within a group can drive the collective toward extremes that no single member might have chosen independently.
Recognizing this allows leaders to implement checks and balances, such as appointing a devil's advocate, to ensure that the group does not drift into a dangerous or overly timid position due to the social reinforcement of the shift phenomenon.


問題 #29
What are two of the three forces that play a particularly important role in sustaining an organization's culture?

答案：A

解題說明：
Once a culture is in place, certain practices within the organization act to maintain it by exposing employees to a set of similar experiences. Three forces play a particularly important role in sustaining a culture: selection practices, theactions of top management, and thesocialization process.
Theactions of top managementare crucial because through what they say and how they behave, senior executives establish norms that filter down through the organization. For example, their reactions to crises or how they reward performance send clear signals about what is truly valued. Thesocialization processis the method by which the organization helps new employees adapt to its culture. Even if an organization hires the
"right" people during selection, they must still be taught the specific values and customs of the firm.
Socialization ensures that the culture is transmitted consistently from one generation of employees to the next, maintaining the organization's unique identity over time.


問題 #30
What defines acceptable standards of behavior that are shared by group members?

答案：A


問題 #31
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