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| Section | Weight | Objectives |
|---|---|---|
| Group Development | ~17% | - Group formation and stages
|
| Performance Evaluation | ~17% | - Evaluation systems and methods
|
| Behavioral Influences | ~17% | - Individual behavior drivers
|
| Leadership | ~17% | - Leadership theories and styles
|
| Teams and Team Building | ~17% | - Team types and effectiveness
|
| Organizational Culture | ~17% | - Culture definition and components
|
>> WGU Organizational-Behavior受験資料更新版 <<
WGU Organizational Behavior (GTO1, C715) Organizational-Behaviorは、技術的な精度の最高水準を高め、認定された主題と専門家のみを使用します。最新の正確なOrganizational-Behavior試験トレントをクライアントに提供し、提供する質問と回答は実際の試験に基づいています。合格率が高く、約98％-100％であることをお約束します。また、Organizational-Behaviorテストブレインダンプは高いヒット率を高め、試験を刺激してOrganizational-Behavior試験の準備を整えることができます。あなたの成功は、Organizational-Behavior試験問題に縛られています。
質問 # 17
What is a personal view of how one is supposed to act in a given group situation?
正解：A
解説：
In the context of group dynamics, "roles" refer to a set of expected behavior patterns attributed to someone occupying a given position in a social unit. Within this framework,Role Perceptionis defined as an individual' s own view of how he or she is supposed to act in a given situation. We get these perceptions from various stimuli around us-friends, books, movies, or observing how successful colleagues behave.
It is important to distinguish Role Perception fromRole Expectations, which are howothersbelieve a person should act in a given situation. For example, a manager might have a role expectation that a supervisor should be stern, but the supervisor's own role perception might be that they should be a supportive mentor. When role perception and role expectation do not align, it can lead to confusion or poor performance.Role Identityrefers to the certain attitudes and behaviors consistent with a role, whileRole Conflictoccurs when an individual finds that compliance with one role requirement may make it difficult to comply with another. Because the question specifically asks for thepersonal viewof behavior, "Role Perception" is the correct technical term.
質問 # 18
How can an organization transmit its culture to its employees?
正解：B
解説：
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.
質問 # 19
Which option defines organizational culture?
正解：D
解説：
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.
質問 # 20
A project team was formed to complete a specific project. At the end of the first 6 months, the team was unable to deliver the results. The main cause was several team members spending significant time mistakenly working on the same tasks. Which role of a team lead is most useful in the given case?
正解：B
解説：
In group dynamics, the failure described-redundant efforts and a lack of task synchronization-points to a failure incoordination. TheCoordinatorrole is responsible for clarifying goals, delegating tasks, and ensuring that the efforts of individual team members are integrated rather than duplicated. Without effective coordination, even highly motivated and skilled teams can fail because their energy is dissipated through
"working in different directions".
While a "Planner" (Option B) sets the initial schedule and a "Controller" (Option C) monitors outcomes, the Coordinator acts as the glue during the execution phase. The Coordinator ensures that every member knows their specific contribution and how it fits into the whole. In this case, because the members were "mistakenly working on the same tasks," a Coordinator would have intervened to clarify boundaries and manage the interdependencies of the work. Effective coordination is the primary antidote to the "process losses" that occur when team members overlap in their efforts.
質問 # 21
What defines acceptable standards of behavior that are shared by group members?
正解：C
解説：
All groups have establishedNorms, which are defined as acceptable standards of behavior shared by the group's members that tell them what they ought and ought not to do under certain circumstances. Norms are powerful because they act as a means of influencing the behavior of group members with a minimum of external controls. Common organizational norms include performance norms (how hard to work), appearance norms (dress codes), and social arrangement norms (whom to eat lunch with).
Norms are distinct fromGroup Roles, which are specific behaviors expected of a person in a specific position.
While roles might differ from member to member (e.g., a leader vs. a scribe), norms are generally shared by the entire collective.Group Statusrefers to a socially defined position or rank given to groups or group members by others, andConformityis the act of adjusting one's behavior to align with the norms of the group.
Therefore, the "standards of behavior" themselves are the norms. When an individual violates these shared standards, they often face social pressure or sanctions from the group, which reinforces the importance of norms in maintaining group stability and predictability.
質問 # 22
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「成功っていうのはどちらですか。」このように質問した人がいます。私は答えてあげますよ。Pass4Testを選んだら成功を選ぶということです。Pass4TestのWGUのOrganizational-Behavior試験トレーニング資料はIT認証試験を受ける全ての受験生が試験に合格することを助けるものです。この資料はWGUのOrganizational-Behavior試験のために特別に研究されたもので、受験生からの良い評価をたくさんもらいました。Pass4TestのWGUのOrganizational-Behavior試験トレーニング資料を選んだらぜひ成功するということを証明しました。
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