인재가 넘치는 IT업계에서 자기의 자리를 지켜나가려면 학력보다 능력이 더욱 중요합니다.고객님의 능력을 증명해주는 수단은 국제적으로 승인받은 IT인증자격증이 아니겠습니까? WGU인증 Organizational-Behavior시험이 어렵다고 하여 두려워 하지 마세요. IT자격증을 취득하려는 분들의 곁에는DumpTOP가 있습니다. DumpTOP의WGU인증 Organizational-Behavior시험준비를 하시고 시험패스하여 자격증을 취득하세요. 국제승인 자격증이라 고객님의 경쟁율을 업그레이드 시켜드립니다.
| Section | Objectives |
|---|---|
| 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 | - Organizational communication processes - Decision-making models and biases |
| Ethics and Organizational Responsibility | - Corporate social responsibility - Ethical decision making in organizations |
| Teams and Group Dynamics | - Team formation and development stages - Group decision-making and conflict resolution |
| Foundations of Organizational Behavior | - Definition and scope of organizational behavior - Individual behavior in organizations - Work attitudes and job satisfaction |
| Organizational Structure and Culture | - Organizational culture and change - Organizational design and structure types |
| Human Resource and Workplace Behavior | - Performance evaluation and feedback systems - Recruitment, selection, and onboarding concepts |
>> Organizational-Behavior시험대비 공부 <<
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질문 # 14
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 # 15
Employee A noticed that Employee B was late for work, and A's perception of why B was late will determine what action A takes in this situation. Considering attribution theory, which factors will determine A's perception regarding whether B's behavior was internally or externally caused?
정답：B
설명：
Attribution theory is a cornerstone of social perception in the workplace, explaining how we judge people differently depending on what meaning we attribute to a given behavior. When we observe an individual's behavior, we attempt to determine whether it was internally caused (under the person's control) or externally caused (forced by the situation). According to Harold Kelley's model, this determination depends on three specific factors: distinctiveness, consensus, and consistency.
Distinctivenessrefers to whether an individual displays different behaviors in different situations. If Employee B is late for work but is generally reliable in all other tasks, the behavior has high distinctiveness, suggesting an external cause (like a traffic jam).Consensusoccurs if everyone who faces a similar situation responds in the same way. If every employee who took the same route as Employee B was also late, consensus is high, pointing to an external cause.Consistencylooks at whether the person responds the same way over time. If Employee B is late every single day, consistency is high, which usually leads the observer to attribute the behavior to internal causes (like a lack of discipline). By analyzing these three dimensions, Employee A forms a perception that dictates their reaction-whether that be empathy for a one-time external delay or disciplinary action for a recurring internal habit.
질문 # 16
Which option defines organizational culture?
정답：A
설명：
Organizational culture is defined as aunique system of shared meaningheld by members that distinguishes the organization from other organizations. This system of shared meaning is a set of key characteristics that the organization values. It represents the "common perception" held by the organization's members; even though individuals may have different backgrounds or occupy different levels in the hierarchy, they tend to describe the organization's culture in similar terms.
Culture is the social glue that helps hold the organization together by providing appropriate standards for what employees should say and do. It acts as a boundary-defining element, creates a sense of identity for employees, facilitates commitment to something larger than individual self-interest, and enhances the stability of the social system. While physical parameters (Option A) or HR programs (Option B) may reflect or support the culture, the culture itself is the underlying shared cognitive framework-the "way we do things around here"-that guides employee behavior and shapes their organizational experience.
질문 # 17
How can an organization transmit its culture to its employees?
정답：D
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
What is a purpose of employee evaluations?
정답：A
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 # 19
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최근 IT 업종에 종사하는 분들이 점점 늘어가는 추세하에 경쟁이 점점 치열해지고 있습니다. IT인증시험은 국제에서 인정받는 효력있는 자격증을 취득하는 과정으로서 널리 알려져 있습니다. DumpTOP의 WGU인증 Organizational-Behavior덤프는IT인증시험의 한 과목인 WGU인증 Organizational-Behavior시험에 대비하여 만들어진 시험전 공부자료인데 높은 시험적중율과 친근한 가격으로 많은 사랑을 받고 있습니다.
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