참고: Itcertkr에서 Google Drive로 공유하는 무료, 최신 Organizational-Behavior 시험 문제집이 있습니다: https://drive.google.com/open?id=1Jwc1BxqcrcfDQ3TWUdmiBYtyqNyCls36
Itcertkr을 선택함으로 100%인증시험을 패스하실 수 있습니다. 우리는WGU Organizational-Behavior시험의 갱신에 따라 최신의 덤프를 제공할 것입니다. Itcertkr에서는 무료로 24시간 온라인상담이 있으며, Itcertkr의 덤프로WGU Organizational-Behavior시험을 패스하지 못한다면 우리는 덤프전액환불을 약속 드립니다.
| Section | Objectives |
|---|---|
| Organizational Structure and Culture | - Organizational design principles - Organizational culture dimensions - Organizational communication - Organizational structure types - Organizational change and development |
| Individual Behavior and Personality | - Perception and attribution - Personality traits and theories - Individual decision-making - Motivation theories (Maslow, Herzberg, Vroom) - Attitudes and job satisfaction |
| Group Behavior and Dynamics | - Group structure and roles - Group development stages - Power and political behavior - Conflict and negotiation - Team building and teamwork |
| Leadership Theories | - Trait approaches to leadership - Behavioral approaches - Contingency theories - Contemporary leadership perspectives - Transformational vs transactional leadership |
>> WGU Organizational-Behavior시험대비 최신버전 공부자료 <<
WGU Organizational-Behavior덤프를 구매하시기전에 사이트에서 해당 덤프의 무료샘플을 다운받아 덤프품질을 체크해보실수 있습니다. Organizational-Behavior덤프를 구매하시면 구매일로부터 1년내에 덤프가 업데이트될때마다 업데이트된 버전을 무료로 제공해드립니다.WGU Organizational-Behavior덤프 업데이트 서비스는 덤프비용을 환불받을시 자동으로 종료됩니다.
질문 # 32
A team was assigned a project. Halfway through the project, however, it became obvious that the team was failing to meet expectations. Management had made sure that individuals assigned to the team had strong technical expertise as well as problem-solving and decision-making skills. However, other abilities for effective teamwork were overlooked. Which ability necessary for team members was overlooked?
정답：D
설명：
To perform effectively, a team requires three different types of skills. First, it needs people with technical expertise to perform the task at hand. Second, it needs people with problem-solving and decision-making skills to be able to identify problems, generate alternatives, and make competent choices. Finally, and perhaps most importantly for group cohesion, a team needs people with stronginterpersonal skills. Interpersonal skills include effective listening, feedback, and conflict resolution.
In the scenario provided, the team had the "hard" skills (technical and analytical) but lacked the "soft" skills required to navigate the social complexities of working as a unit. Without interpersonal skills, a team may have the smartest individuals but still fail because they cannot communicate effectively or resolve the inevitable friction that arises during a long-term project. While "propensity for social loafing" is a behavior to avoid, and "authoritarian personality" is often a hindrance, the foundational "ability" cited in organizational behavior literature as a prerequisite for team success alongside technical and problem-solving skills is interpersonal competence.
질문 # 33
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：B
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 # 34
What is true about the relationship between performance evaluation and motivation?
정답：D
설명：
The link between performance evaluation and motivation is best explained throughExpectancy Theory.
According to this theory, an individual's motivation to exert effort depends on three relationships: Effort- Performance, Performance-Reward, and Rewards-Personal Goals. For an employee to be motivated, they must have confidence that the effort they exert will lead to a favorable performance evaluation(the Effort-Performance relationship).
Image of Vroom's Expectancy Theory
If an employee believes that no matter how hard they work, the evaluation process is biased, based on luck, or uses unclear criteria (like personality traits rather than measurable behaviors), their motivation will suffer.
Furthermore, the employee must believe that a good evaluation will lead to organizational rewards (such as a bonus or promotion) and that those rewards will satisfy their personal goals. If any of these links are weak- for instance, if the evaluation process is perceived as unfair-the entire motivational chain is broken.
Therefore, the perceptual process is central to this relationship; it is not the objective reality of the evaluation that motivates, but the employee's perception of its fairness and accuracy.
질문 # 35
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 # 36
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?
정답：D
설명：
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.
질문 # 37
......
Itcertkr는 고객님께서 첫번째WGU Organizational-Behavior시험에서 패스할수 있도록 최선을 다하고 있습니다. 만일 어떤 이유로 인해 고객이 첫 번째 시도에서 실패를 한다면, Itcertkr는 고객에게WGU Organizational-Behavior덤프비용 전액을 환불 해드립니다.환불보상은 다음의 필수적인 정보들을 전제로 합니다.
Organizational-Behavior최신 업데이트 덤프공부: https://www.itcertkr.com/Organizational-Behavior_exam.html
Itcertkr Organizational-Behavior 최신 PDF 버전 시험 문제집을 무료로 Google Drive에서 다운로드하세요: https://drive.google.com/open?id=1Jwc1BxqcrcfDQ3TWUdmiBYtyqNyCls36