2026 Itcertkr 최신 Organizational-Behavior PDF 버전 시험 문제집과 Organizational-Behavior 시험 문제 및 답변 무료 공유: https://drive.google.com/open?id=1Jwc1BxqcrcfDQ3TWUdmiBYtyqNyCls36
IT국제공인자격증WGU Organizational-Behavior시험대비덤프를 제공하는 전문적인 사이트로서 회원님의 개인정보를 철저하게 보호해드리고 페이팔을 통한 결제라 안전한 결제를 진행할수 있습니다. WGU Organizational-Behavior 덤프외에 다른 인증시험덤프에 관심이 있으신 분은 온라인 서비스를 클릭하여 문의해주세요.
| Section | Weight | Objectives |
|---|---|---|
| Teams and Team Building | ~17% | - Team types and effectiveness
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| Performance Evaluation | ~17% | - Evaluation systems and methods
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| Leadership | ~17% | - Leadership theories and styles
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| Organizational Culture | ~17% | - Culture definition and components
|
| Group Development | ~17% | - Group formation and stages
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| Behavioral Influences | ~17% | - Individual behavior drivers
|
>> Organizational-Behavior시험응시료 <<
일반적으로Organizational-Behavior인증시험은 IT업계전문가들이 끊임없는 노력과 지금까지의 경험으로 연구하여 만들어낸 제일 정확한 시험문제와 답들이니. 마침 우리Itcertkr 의 문제와 답들은 모두 이러한 과정을 걸쳐서 만들어진 아주 완벽한 시험대비문제집들입니다. 우리의 문제집으로 여러분은 충분히 안전이 시험을 패스하실 수 있습니다. 우리 Itcertkr 의 문제집들은 모두 100%보장 도를 자랑하며 만약 우리Itcertkr의 제품을 구매하였다면WGU Organizational-Behavior관련 시험패스와 자격증취득은 근심하지 않으셔도 됩니다. 여러분은 IT업계에서 또 한층 업그레이드 될것입니다.
질문 # 14
A is ambitious and cheerful at work. Which type of values are these?
정답：C
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 # 15
What defines acceptable standards of behavior that are shared by group members?
정답：D
질문 # 16
When is organizational culture a liability?
정답：D
설명：
While a strong culture can be a significant asset by improving employee commitment and reducing ambiguity, it can also become aliabilityunder certain conditions. One of the most critical liabilities occurswhen a strong organizational culture limits diversity within the organization. Because a strong culture pressures employees to conform to accepted values and behaviors, it can create a "mismatch" for people who bring different perspectives or backgrounds.
Strong cultures often act as a barrier to change because they lead to institutionalization, where behaviors are followed blindly without question. This can be particularly damaging during mergers or acquisitions, where two conflicting strong cultures may fail to integrate. Furthermore, when the shared values do not align with the organization's effectiveness in a changing environment, the culture becomes a "barrier to diversity" and a
"barrier to change". Management must therefore balance the benefits of a cohesive culture with the need for diverse viewpoints that prevent "groupthink" and allow the organization to remain adaptable.
질문 # 17
How can an organization transmit its culture to its employees?
정답：A
설명：
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.
질문 # 18
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：B
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 # 19
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Itcertkr를 선택함으로 여러분은 WGU 인증Organizational-Behavior시험에 대한 부담은 사라질 것입니다.우리 Itcertkr는 끊임없는 업데이트로 항상 최신버전의 WGU 인증Organizational-Behavior시험덤프임을 보장해드립니다.만약 덤프품질을 확인하고 싶다면Itcertkr 에서 무료로 제공되는WGU 인증Organizational-Behavior덤프의 일부분 문제를 체험하시면 됩니다.Itcertkr 는 100%의 보장도를 자랑하며WGU 인증Organizational-Behavior시험을 한번에 패스하도록 도와드립니다.
Organizational-Behavior공부자료: https://www.itcertkr.com/Organizational-Behavior_exam.html
참고: Itcertkr에서 Google Drive로 공유하는 무료 2026 WGU Organizational-Behavior 시험 문제집이 있습니다: https://drive.google.com/open?id=1Jwc1BxqcrcfDQ3TWUdmiBYtyqNyCls36