KoreaDumps Organizational-Behavior 최신 PDF 버전 시험 문제집을 무료로 Google Drive에서 다운로드하세요: https://drive.google.com/open?id=1WBgsUfoVfCORSLEsQDF_dwI9xSKt7tZ6
Organizational-Behavior덤프를 퍼펙트하게 공부하시면 보다 쉽게 시험에서 패스할수 있습니다. 다년간 IT업계에 종사하신 전문가들이 Organizational-Behavior인증시험을 부단히 연구하고 분석한 성과가 Organizational-Behavior덤프에 고스란히 담겨져 있어 시험합격율이 100%에 달한다고 해도 과언이 아닌것 같습니다.Organizational-Behavior덤프 구매의향이 있으신 분은 구매페이지에서 덤프 데모문제를 다운받아 보시고 구매결정을 하시면 됩니다.KoreaDumps는 모든 분들이 시험에서 합격하시길 항상 기원하고 있습니다.
| Section | Weight | Objectives |
|---|---|---|
| Performance Evaluation | ~17% | - Evaluation systems and methods
|
| Teams and Team Building | ~17% | - Team types and effectiveness
|
| Group Development | ~17% | - Group formation and stages
|
| Behavioral Influences | ~17% | - Individual behavior drivers
|
| Organizational Culture | ~17% | - Culture definition and components
|
| Leadership | ~17% | - Leadership theories and styles
|
>> Organizational-Behavior최신 업데이트 시험덤프 <<
힘든WGU Organizational-Behavior시험패스도 간단하게 ! KoreaDumps의 전문가들은WGU Organizational-Behavior 최신시험문제를 연구하여 시험대비에 딱 맞는WGU Organizational-Behavior덤프를 출시하였습니다. KoreaDumps덤프를 구매하시면 많은 정력을 기울이지 않으셔도 시험을 패스하여 자격증취득이 가능합니다. KoreaDumps의 WGU Organizational-Behavior덤프로 자격증 취득의 꿈을 이루어보세요.
질문 # 18
In organizing a team to develop a new product for entry into the electronics market, management wanted to assign team members having characteristics common to effective teams. Which list specifies common characteristics of effective teams?
정답：B
설명：
The effectiveness of a team is generally categorized by its composition, context, and process. According to the Big Five Personality Model and team research, effective teams are typically composed of individuals who score high onemotional stability, agreeableness, and conscientiousness. These traits help maintain a positive working environment and reduce interpersonal friction. Furthermore, teams must ensure that they have people to fill variousrole demands-meaning that all necessary tasks and social-maintenance functions are being performed by someone within the group.
Crucially, effective teams do not necessarily have an "absence of conflict" (which refutes option C). Instead, they maintain amanageable level of conflict. Specifically, "task conflict"-disagreements over the content of the work-can actually stimulate discussion and lead to better decisions, provided that "relationship conflict" (interpersonal animosity) remains low. Therefore, a team that is emotionally stable, fulfills its role requirements, and handles conflict constructively is much more likely to succeed in a high-pressure environment like the electronics market than one that simply tries to avoid all disagreement.
질문 # 19
What is a purpose of employee evaluations?
정답：C
설명：
Performance evaluations serve several vital functions within an organization's management system. The primary purpose isto assist management in making human resource decisions. These decisions include identifying who should receive promotions, who is eligible for salary increases, and who might need to be transferred or even terminated.
Beyond administrative decisions, evaluations provide essential feedback to employees about how the organization views their performance. This feedback acts as a basis for personal development and career planning. Furthermore, evaluations help identify training and development needs by pinpointing specific skill deficiencies that an employee may have. They also provide a criterion against which the organization can validate its selection and development programs; for instance, if employees who scored high on a hiring test perform poorly on their evaluations, the hiring process may need to be adjusted. Therefore, rather than being a psychological diagnostic tool (Option B) or a pre-hiring screen (Option C), the performance evaluation is a retrospective and developmental tool used to manage the existing workforce effectively.
질문 # 20
A is ambitious and cheerful at work. Which type of values are these?
정답：D
설명：
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.
질문 # 21
Which method should be used to maximize team member participation in a global meeting?
정답：A
설명：
In the context of global operations, teams are often physically dispersed across different time zones and geographic locations. To maximize participation, organizations rely onvirtual teamtechnologies. Usingonline computer technologies and/or phone communication(such as video conferencing, instant messaging, and collaborative platforms) allows for real-time or near-real-time interaction that bridges the physical distance.
These technologies enable members to share ideas, provide immediate feedback, and engage in the "give-and- take" necessary for effective decision-making.
While unilateral messaging (Option C) or physical mail (Option D) might transmit information, they lack the interactive richness required to sustain high levels of participation and engagement. Effective global leadership involves selecting the communication channel that best balances the need for speed with the need for social presence. By utilizing synchronous online tools, global teams can simulate the "face-to-face" experience, which helps in building the rapport and trust that are often difficult to establish in a virtual environment. This approach ensures that all members, regardless of their location, have an equal platform to contribute to the team's objectives.
질문 # 22
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?
정답：D
설명：
Group Cohesivenessis the degree to which members are attracted to each other and motivated to stay in the group. When a group is "working in different directions," it lacks the unity and shared purpose characteristic of cohesive teams. To increase cohesiveness, Organizational Behavior literature suggests several specific strategies.
One effective method is toPhysically isolate the group. By providing the group with its own workspace or isolating them from other units, the members are forced to interact more frequently with one another rather than with outsiders. This increased interaction often leads to a stronger shared identity and a "we-feeling" that helps align their efforts. Other common ways to increase cohesiveness include making the group smaller (not larger, which refutes option C), increasing the time members spend together, and increasing the status of the group or the difficulty of gaining admission. While option A (increasing difficulty of membership) is a valid way to increase cohesiveness, the provided source materials and the context of members "working in different directions" prioritize physical isolation as a primary structural intervention to foster unity. Creating more rigid roles (Option D) might help with clarity but does not necessarily increase the emotional and social attraction (cohesion) between members.
질문 # 23
......
만약WGU인증Organizational-Behavior시험을 통과하고 싶다면, Pass4Tes의 선택을 추천합니다. Pass4Tes선택은 가장 적은 투자로 많은 이익을 가져올 수 있죠, Pass4Tes에서 제공하는WGU인증Organizational-Behavior시험덤프로 시험패스는 문제없스니다. KoreaDumps는 전문적으로 it인증시험관련문제와 답을 만들어내는 제작팀이 있으며, Pass4Tes 이미지 또한 업계에서도 이름이 있답니다
Organizational-Behavior시험덤프샘플: https://www.koreadumps.com/Organizational-Behavior_exam-braindumps.html
KoreaDumps Organizational-Behavior 최신 PDF 버전 시험 문제집을 무료로 Google Drive에서 다운로드하세요: https://drive.google.com/open?id=1WBgsUfoVfCORSLEsQDF_dwI9xSKt7tZ6