P.S. Free 2026 WGU Organizational-Behavior dumps are available on Google Drive shared by Prep4sureExam: https://drive.google.com/open?id=1sZYBRuCi4zku6hY7sP6Nx7XMw7hvoo34
Organizational-Behavior study material is in the form of questions and answers like the real exam that help you to master knowledge in the process of practicing and help you to get rid of those drowsy descriptions in the textbook. Organizational-Behavior test dumps can make you no longer feel a headache for learning, let you find fun and even let you fall in love with learning. The content of Organizational-Behavior Study Material is comprehensive and targeted so that you learning is no longer blind. Organizational-Behavior test answers help you to spend time and energy on important points of knowledge, allowing you to easily pass the exam.
| Section | Objectives |
|---|---|
| Topic 1: Individual Behavior and Personality | - Attitudes and job satisfaction - Motivation theories (Maslow, Herzberg, Vroom) - Personality traits and theories - Individual decision-making - Perception and attribution |
| Topic 2: Group Behavior and Dynamics | - Group development stages - Conflict and negotiation - Group structure and roles - Power and political behavior - Team building and teamwork |
| Topic 3: Organizational Structure and Culture | - Organizational culture dimensions - Organizational communication - Organizational design principles - Organizational structure types - Organizational change and development |
| Topic 4: Leadership Theories | - Contingency theories - Transformational vs transactional leadership - Behavioral approaches - Trait approaches to leadership - Contemporary leadership perspectives |
>> Organizational-Behavior New Questions <<
To help you prepare well, we offer three formats of our Organizational-Behavior exam product. These formats include WGU Organizational-Behavior PDF dumps, Desktop Practice Tests, and web-based WGU Organizational Behavior (GTO1, C715) (Organizational-Behavior) practice test software. Our efficient customer service is available 24/7 to support you in case of trouble while using our Organizational-Behavior Exam Dumps. Check out the features of our formats.
NEW QUESTION # 11
A manager treats an employee with a free lunch to encourage the employee to continue to do well. Which kind of reward is provided?
Answer: B
Explanation:
Motivation in the workplace is often driven by a system of rewards, which are generally categorized into intrinsic and extrinsic types.Intrinsic rewardsare internal to the individual and come from the work itself; examples include a sense of accomplishment, personal growth, or the satisfaction of completing a difficult task. These are self-granted rewards.
Extrinsic rewards, conversely, are tangible rewards given by another person (usually a manager or the organization) to an employee for performing a specific task or behavior. These include salary increases, bonuses, promotions, benefits, and even smaller tokens like a free lunch. In this scenario, the free lunch is a physical, external incentive provided by the manager to reinforce the employee's positive performance. While intrinsic rewards are essential for long-term engagement and "meaningful" work, extrinsic rewards like a free meal are effective for immediate reinforcement and recognizing specific achievements. According to reinforcement theory, providing such a reward immediately following a desired behavior (doing well at work) increases the probability that the behavior will be repeated. Because the lunch is an external, tangible benefit provided by the manager rather than an internal feeling of satisfaction derived from the task itself, it is classified as an extrinsic reward.
NEW QUESTION # 12
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?
Answer: D
Explanation:
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.
NEW QUESTION # 13
What is the impact of high group cohesiveness and well-defined performance norms on the productivity of a team?
Answer: A
Explanation:
The interaction between cohesiveness and performance norms is a critical concept in Organizational Behavior. As shown in the research regarding group dynamics,the productivity of the team will improve significantlywhen both cohesiveness and performance norms are high. Cohesiveness provides the social
"glue" that keeps the team together, while performance norms provide the "direction" by establishing clear expectations for effort, output, and quality.
When these two factors coincide, the group becomes a powerful force; members motivate one another to meet the high standards they have collectively accepted. This is the "ideal" state for any work team. If cohesiveness is high but performance norms are low, the group is unified but unproductive. If cohesiveness is low but norms are high, productivity improves only slightly because members lack the social bond to sustain high- level collaboration. Therefore, the combination of a strong bond and high standards yields the most significant productivity gains.
NEW QUESTION # 14
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?
Answer: C
Explanation:
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.
NEW QUESTION # 15
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?
Answer: D
Explanation:
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.
NEW QUESTION # 16
......
No matter who you are, I believe you can do your best to achieve your goals through our Organizational-Behavior Preparation questions! For we have three different versions of Organizational-Behavior exam materials to satisfy all your needs. The PDF version of Organizational-Behavior practice guide can be printed so that you can take it wherever you go. And the Software version can simulate the real exam environment and support offline practice. Besides, the APP online can be applied to all kind of electronic devices.
Latest Organizational-Behavior Test Question: https://www.prep4sureexam.com/Organizational-Behavior-dumps-torrent.html
What's more, part of that Prep4sureExam Organizational-Behavior dumps now are free: https://drive.google.com/open?id=1sZYBRuCi4zku6hY7sP6Nx7XMw7hvoo34