경쟁율이 심한 IT시대에WGU Organizational-Behavior인증시험을 패스하여 자격증을 취득함으로 IT업계 관련 직종에 종사하고자 하는 분들에게는 아주 큰 가산점이 될수 있고 자신만의 위치를 보장할수 있으며 더욱이는 한층 업된 삶을 누릴수 있을수도 있습니다. WGU Organizational-Behavior 덤프로 WGU Organizational-Behavior 시험에서 실패하면 덤프비용을 보상해드리기에 안심하고 시험준비하셔야 합니다.
| Section | Objectives |
|---|---|
| Ethics and Organizational Responsibility | - Ethical decision making in organizations - Corporate social responsibility |
| Foundations of Organizational Behavior | - Work attitudes and job satisfaction - Definition and scope of organizational behavior - Individual behavior in organizations |
| Organizational Structure and Culture | - Organizational culture and change - Organizational design and structure types |
| Motivation and Performance | - Motivation theories (Maslow, Herzberg, McClelland, Expectancy theory) - Goal setting and performance management |
| Leadership and Management | - Power, influence, and authority - Leadership styles and theories |
| Communication and Decision Making | - Decision-making models and biases - Organizational communication processes |
| Human Resource and Workplace Behavior | - Performance evaluation and feedback systems - Recruitment, selection, and onboarding concepts |
| Teams and Group Dynamics | - Group decision-making and conflict resolution - Team formation and development stages |
>> Organizational-Behavior 100％시험패스 덤프자료 <<
아무런 노력을 하지 않고 승진이나 연봉인상을 꿈꾸고 있는 분이라면 이 글을 검색해낼수 없었을것입니다. 승진이나 연봉인상을 꿈꾸면 승진과 연봉인상을 시켜주는 회사에 능력을 과시해야 합니다. IT인증시험은 국제적으로 승인해주는 자격증을 취득하는 시험입니다. ExamPassdump의WGU인증 Organizational-Behavior덤프의 도움으로 WGU인증 Organizational-Behavior시험을 패스하여 자격증을 취득하면 승진이나 연봉인상의 꿈이 이루어집니다. 결코 꿈은 이루어질것입니다.
질문 # 37
A team is struggling to resolve procedural issues that govern their performance. What should the team leader do to resolve the problem?
정답：D
설명：
When a team struggles with procedural issues-the "how" of their work-the most effective leadership approach is often facilitative rather than directive. Instead of imposing a solution (Option A), which can lead to resistance or a lack of "buy-in," the leader shouldask questions and help team members talk through the problem. This technique is rooted in the concept ofteam coachingand process consultation.
By facilitating a dialogue, the leader encourages the team to take ownership of their own processes. This collaborative problem-solving approach helps identify the root cause of the procedural friction, whether it be ambiguous roles, inefficient workflows, or conflicting expectations. Furthermore, helping the team talk through the issue strengthens their internal communication and conflict-resolution skills, making them more resilient in the future. A leader who acts as a facilitator helps the team move from the "storming" phase of development-where procedural conflicts are common-into the "norming" phase, where clear, agreed-upon standards of behavior and performance are established by the group itself.
Organizational Culture
질문 # 38
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?
정답：D
설명：
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.
질문 # 39
An employee is motivated by economic success, well-being, world peace, and autonomy and self-reliance in the workplace. Which of the employee's motives is an instrumental value?
정답：B
설명：
In Organizational Behavior, values are often classified using the Rokeach Value Survey, which distinguishes betweenTerminal ValuesandInstrumental Values. Terminal values represent the ultimate goals or "end- states" an individual hopes to achieve, such as prosperity (economic success), well-being, and world peace.
These are the destinations toward which a person works. In contrast, instrumental values are the "modes of conduct" or the means by which one achieves those terminal goals.
In this specific scenario, "autonomy and self-reliance" are categorized as instrumental values because they describe the behavioral methods an employee uses to navigate the workplace and eventually reach their terminal goals, such as economic success or personal well-being. For example, an employee might use autonomy (an instrumental value) as a tool to gain the efficiency required to achieve prosperity (a terminal value). Understanding this distinction is vital for managers because while terminal values tell us what the employee wants to achieve, instrumental values tell us how they prefer to behave in order to get there.
Autonomy and self-reliance are practical approaches to work life rather than the final life-goals themselves, thus fitting the definition of instrumental values perfectly.
질문 # 40
How might a charismatic leader work to increase performance in an organization?
정답：A
설명：
Charismatic Leadership Theory suggests that followers make attributions of heroic or extraordinary leadership abilities when they observe certain behaviors. The most fundamental way a charismatic leader increases performance is byarticulating an appealing vision. This vision serves as a long-term strategy for attaining a goal by making the future better than the status quo.
Image of Charismatic Leadership Characteristics
A charismatic leader does not just set goals; they provide a "vision statement"-a formal proclamation of an organization's mission-that they use to imprint on followers an overarching goal and purpose. They then communicate high-performance expectations and express confidence that followers can attain them, which enhances follower self-esteem. Unlike transactional leaders who rely on rewards or directive approaches, charismatic leaders use emotional appeal and personal risk-taking to inspire followers to go beyond their self- interest for the sake of the organization. This articulation of a "better future" is the primary engine of motivation in charismatic leadership.
질문 # 41
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?
정답：C
설명：
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.
질문 # 42
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자기한테 딱 맞는 시험준비공부자료 마련은 아주 중요한 것입니다. ExamPassdump는 Organizational-Behavior업계에 많이 알려져있는 덤프제공 사이트입니다. ExamPassdump덤프자료가 여러분의 시험준비자료로 부족한 부분이 있는지는 구매사이트에서 무료샘플을 다운로드하여 덤프의일부분 문제를 우선 체험해보시면 됩니다. ExamPassdump에서 Organizational-Behavior제공해드리는 퍼펙트한 덤프는 여러분이 한방에 시험에서 통과하도록 최선을 다해 도와드립니다.
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