PassTIP 의 WGU인증 Organizational-Behavior덤프는WGU인증 Organizational-Behavior시험에 도전장을 던진 분들이 신뢰할수 있는 든든한 길잡이 입니다. WGU인증 Organizational-Behavior시험대비 덤프뿐만아니라 다른 IT인증시험에 대비한 덤프자료도 적중율이 끝내줍니다. WGU인증 Organizational-Behavior시험이나 다른 IT인증자격증시험이나PassTIP제품을 사용해보세요.투자한 덤프비용보다 훨씬 큰 이득을 보실수 있을것입니다.
| Section | Weight | Objectives |
|---|---|---|
| Teams and Team Building | ~17% | - Team types and effectiveness
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| Group Development | ~17% | - Group formation and stages
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| Performance Evaluation | ~17% | - Evaluation systems and methods
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| Leadership | ~17% | - Leadership theories and styles
|
| Organizational Culture | ~17% | - Culture definition and components
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| Behavioral Influences | ~17% | - Individual behavior drivers
|
>> Organizational-Behavior시험대비 덤프 최신 샘플 <<
PassTIP에서 출시한 WGU Organizational-Behavior덤프만 있으면 학원다닐 필요없이 시험패스 가능합니다. WGU Organizational-Behavior덤프를 공부하여 시험에서 떨어지면 불합격성적표와 주문번호를 보내오시면 덤프비용을 환불해드립니다.구매전 데모를 받아 덤프문제를 체험해보세요. 데모도 pdf버전과 온라인버전으로 나뉘어져 있습니다.pdf버전과 온라인버전은 문제는 같은데 온라인버전은 pdf버전을 공부한후 실력테스트 가능한 프로그램입니다.
질문 # 21
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 # 22
When is organizational culture a liability?
정답：A
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 # 23
What is an advantage of a strong organizational culture?
정답：D
설명：
Astrong organizational cultureis one in which the core values are both intensely held and widely shared by the members. One of the primary advantages of such a culture is theformation of strong employee commitment. When employees believe in and identify with the organization's values, they are more likely to be dedicated to its goals and more willing to put in extra effort to see the organization succeed.
A strong culture also serves to reduce turnover because it creates a high level of agreement among members about what the organization stands for. This unanimity of purpose builds cohesiveness and loyalty.
Furthermore, a strong culture acts as a substitute for formalization; it tells employees how they are expected to behave without the need for thick manuals or rigid rules. While it can have liabilities (as noted in Q32), the immediate organizational benefit is a motivated, committed workforce that shares a common sense of direction.
질문 # 24
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：A
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 # 25
After physiological desires such as hunger, thirst, and shelter are met, the next level of desires becomes the basis for motivation. This is an example of which theory?
정답：D
설명：
Abraham Maslow's Hierarchy of Needs is perhaps the best-known theory of motivation. Maslow hypothesized that within every human being, there exists a hierarchy of five needs:Physiological(hunger, thirst, shelter),Safety(security and protection),Social(affection, belongingness),Esteem(self-respect, autonomy), andSelf-actualization(achieving one's potential).
Image of Maslow's hierarchy of needs
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The core premise of this theory is the "progression principle," which states that as each of these needs becomes substantially satisfied, the next need in the hierarchy becomes dominant as a motivator. The question highlights that once physiological desires (the lowest level) are met, the individual moves to the next level. In Maslow's original model, the level immediately following physiological needs isSafety and Security. This level involves seeking a predictable environment free from physical and emotional harm. In an organizational context, this translates to job security, health benefits, and a safe working environment. According to Maslow, once an employee feels physically safe and secure, they will no longer be motivated by these factors and will instead seek to satisfy "social" or "belonging" needs. While contemporary research suggests that people don't always follow this rigid linear progression, Maslow's model remains a foundational tool for managers to understand that an employee's needs change as their circumstances improve.
질문 # 26
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IT업계에 종사하는 분들은 치열한 경쟁을 많이 느낄것입니다. 치열한 경쟁속에서 자신의 위치를 보장하는 길은 더 많이 배우고 더 많이 노력하는것 뿐입니다.국제적으로 인정받은 IT인증자격증을 취득하는것이 제일 중요한 부분이 아닌가 싶기도 합니다. 다른 분이 없는 자격증을 내가 소유하고 있다는 생각만 해도 뭔가 안전감이 느껴지지 않나요? 더는 시간낭비하지 말고PassTIP의WGU인증 Organizational-Behavior덤프로WGU인증 Organizational-Behavior시험에 도전해보세요.
Organizational-Behavior최신버전 인기 덤프자료: https://www.passtip.net/Organizational-Behavior-pass-exam.html