ちなみに、Fast2test Organizational-Behaviorの一部をクラウドストレージからダウンロードできます：https://drive.google.com/open?id=1wqxaSkC9l9Q-QChwUe9xVed3zczKCJha
Organizational-Behaviorテスト資料は、学習プラットフォームの科学的性質を強化するために、特に製品の高いIQチームで構成される多数の資格試験専門家を雇い、これらの専門家はOrganizational-Behaviorクイズの長年の教育経験を組み合わせて試験の分野での成果を導き、研究するために、普及はWGU Organizational Behavior (GTO1, C715)試験ダンプの非常に複雑な内容でした。エキスパートチームは、Organizational-Behavior試験に合格するためのOrganizational-Behaviorクイズガイドコンサルティングに高品質を提供できます。
| Section | Objectives |
|---|---|
| Individual Behavior and Personality | - Personality traits and theories - Perception and attribution - Motivation theories (Maslow, Herzberg, Vroom) - Individual decision-making - Attitudes and job satisfaction |
| Organizational Structure and Culture | - Organizational culture dimensions - Organizational change and development - Organizational design principles - Organizational communication - Organizational structure types |
| Group Behavior and Dynamics | - Team building and teamwork - Power and political behavior - Conflict and negotiation - Group structure and roles - Group development stages |
| Leadership Theories | - Trait approaches to leadership - Transformational vs transactional leadership - Contingency theories - Contemporary leadership perspectives - Behavioral approaches |
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質問 # 21
What is social loafing?
正解：D
解説：
Social loafingis a phenomenon in group dynamics defined as the tendency for individuals to expend less effort when working collectively than when working individually. This concept challenges the common assumption that the "spirit of the group" always increases individual motivation. It was famously illustrated by the Ringelmann effect, where research showed that individuals pulled less hard on a rope when they were part of a group than when they were alone.
Social loafing typically occurs because of a dispersion of responsibility; when individuals believe their contribution cannot be measured separately from the group's total output, they may feel less "accountable" and decrease their effort. It can also stem from a "sucker effect," where individuals reduce their effort because they perceive others in the group are not doing their fair share. To counter social loafing, managers are encouraged to use individual performance evaluations, provide group rewards based on individual contributions, and keep group sizes small enough that individual efforts are visible.
Would you like me to proceed with the next batch of questions (Questions 16-20)?
質問 # 22
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?
正解：B
解説：
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.
質問 # 23
What is the impact of high group cohesiveness and well-defined performance norms on the productivity of a team?
正解：C
解説：
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.
質問 # 24
In organizing a team to develop a new product for entry into the electronics market, management wanted to assign team members having characteristics common to effective teams. Which list specifies common characteristics of effective teams?
正解：D
解説：
The effectiveness of a team is generally categorized by its composition, context, and process. According to the Big Five Personality Model and team research, effective teams are typically composed of individuals who score high onemotional stability, agreeableness, and conscientiousness. These traits help maintain a positive working environment and reduce interpersonal friction. Furthermore, teams must ensure that they have people to fill variousrole demands-meaning that all necessary tasks and social-maintenance functions are being performed by someone within the group.
Crucially, effective teams do not necessarily have an "absence of conflict" (which refutes option C). Instead, they maintain amanageable level of conflict. Specifically, "task conflict"-disagreements over the content of the work-can actually stimulate discussion and lead to better decisions, provided that "relationship conflict" (interpersonal animosity) remains low. Therefore, a team that is emotionally stable, fulfills its role requirements, and handles conflict constructively is much more likely to succeed in a high-pressure environment like the electronics market than one that simply tries to avoid all disagreement.
質問 # 25
How can an organization transmit its culture to its employees?
正解：D
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 # 26
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WGUの認証資格は最近ますます人気になっていますね。国際的に認可された資格として、WGUの認定試験を受ける人も多くなっています。その中で、Organizational-Behavior認定試験は最も重要な一つです。では、この試験に合格するためにどのように試験の準備をしているのですか。がむしゃらに試験に関連する知識を勉強しているのですか。それとも、効率が良い試験Organizational-Behavior参考書を使っているのですか。
Organizational-Behavior必殺問題集: https://jp.fast2test.com/Organizational-Behavior-premium-file.html
P.S.Fast2testがGoogle Driveで共有している無料の2026 WGU Organizational-Behaviorダンプ：https://drive.google.com/open?id=1wqxaSkC9l9Q-QChwUe9xVed3zczKCJha