Latest [Jan 02, 2025] WGU Organizational-Behaviors-and-Leadership Real Exam Dumps PDF

Organizational-Behaviors-and-Leadership Practice Test Questions Updated 80 Questions

NEW QUESTION # 22
What are primary factors that differentiate virtual
teams from face-to-face teams?
Choose 1 answer

• A. Reduce telecommunications costs and increase paraverbal cues
• B. Reduce paraverbal cues and create more frequent social context
• C. Overcome time and space constraints and create limited social context
• D. Improve employee satisfaction and create more frequent social context

Answer: C

NEW QUESTION # 23
A person is broadminded, courageous, and forgiving.
Which type of values are these?
Choose 1 answer

• A. Transitory values
• B. Determinate values
• C. Terminal values
• D. Instrumental values

Answer: D

NEW QUESTION # 24
What is a characteristic employed by transformational leaders?
Select one.

• A. Intervenes only if performance standards do not meet expectations
• B. Contracts exchange of rewards for effort
• C. Promotes intelligence, rationality, and careful problem solving
• D. Watches for deviations from rules

Answer: C

NEW QUESTION # 25
What is a difference between a work group and a work team
Select one.

• A. Work group skills are complementary while work team skills are random and varied.
• B. The goal of work groups is collective performance while the goal of work teams is to share information that is helpful to each worker.
• C. A work group's performance is greater than the sum of the individual inputs while a work teamfocuses on improving individual efforts.
• D. Work group members work individually while work teams accomplish work through a coordinated effort.

Answer: D

Explanation:
A work group is characterized by the sum of individual efforts without the need for collective synergy. Each member is responsible for their own tasks and performance. In contrast, a work team involves coordinated effort where members work interdependently towards a common goal, leveraging collective skills and collaboration to achieve higher performance. Reference: Robbins, S.P. & Judge, T.A. (2019). Organizational Behavior, 18th Edition. Pearson.

NEW QUESTION # 26
Fulfilling a social desire such as affection, acceptance, friendship, or a sense of belonging is an example of which theory?
Select one.

• A. Bigelow's theory of X and Y
• B. Maslow's hierarchy of needs
• C. Two-factor theory
• D. Three-factor hierarchy

Answer: B

Explanation:
Maslow's hierarchy of needs is a theory in psychology that categorizes human needs into five levels, with social needs being one of them. These needs include affection, acceptance, friendship, and a sense of belonging. According to Maslow, fulfilling these social needs is essential for individuals to move on to higher levels of the hierarchy, such as esteem and self-actualization.

NEW QUESTION # 27
Management is considering a massive reorganization in one plant and plans to organize the 250 employees currently working on the assembly line into teams. Management is seeking increases in productivity and manufacturing output.
Which type of teams should they create?
Select one.

• A. Self-managed teams
• B. Competitive teams
• C. Virtual teams
• D. Quality teams

Answer: A

Explanation:
Self-managed teams are groups of employees who are given the autonomy to manage their own tasks and make decisions. These teams can enhance productivity and manufacturing output by increasing employee engagement, responsibility, and flexibility in taskmanagement. Self-managed teams are known for their ability to adapt to changes and continuously improve processes, making them an ideal choice for increasing productivity.

NEW QUESTION # 28
What is one of the six primary characteristics that define an organization's culture?

• A. Adaptability
• B. Market orientation
• C. Aggressiveness
• D. Political orientation

Answer: C

Explanation:
Aggressiveness is one of the six primary characteristics that define an organization's culture. It refers to the degree to which employees are aggressive and competitive rather than easygoing. This characteristic influences how organizational goals are pursued and how competitive the organization is within its industry.
References:
* Robbins, S. P., & Judge, T. A. (2017). Organizational Behavior (17th ed.). Pearson.
* Cameron, K. S., & Quinn, R. E. (2011).Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework (3rd ed.). Jossey-Bass.

NEW QUESTION # 29
Which characteristic is unique to virtual teams as compared with face-to-face teams?
Select one.

• A. Members with varied skills
• B. Limited social context
• C. Diversity of member backgrounds
• D. Members from same hierarchical level

Answer: B

Explanation:
Virtual teams differ from face-to-face teams primarily due to their reliance on digital communication, which limits the social context. This can result in reduced opportunities for informal interactions, relationship-building, and immediate feedback, which are more easily achieved in face-to-face settings.
Reference: Robbins, S.P. & Judge, T.A. (2019). Organizational Behavior, 18th Edition. Pearson.

NEW QUESTION # 30
A manager challenged an employee to produce an average of 24 assemblies each day for a week. This production goal was higher than the employee had ever achieved during any week. The manager gave the employee a tally sheet to mark after each assembly was completed.
Considering the goal-setting theory of motivation, the manager was counting on which factors to influence the employee to achieve the production goal?
Choose 1 answer

• A. Feedback and reflection
• B. Specificity and feedback
• C. Challenge and power
• D. Challenge and direction

Answer: B

NEW QUESTION # 31
An employee enjoys having a large span of responsibility and is motivated to do well because of personal feelings.
Which kind of reward is this?
Choose 1 answer

• A. Compensatory reward
• B. Affiliation reward
• C. Extrinsic reward
• D. Intrinsic reward

Answer: D

NEW QUESTION # 32
Which term describes the tendency for individuals to expend less effort when working collectively than when working individually?
Choose 1 answer

• A. Independent effort
• B. Social loafing
• C. Selective perception
• D. Employee disengagement

Answer: B

NEW QUESTION # 33
What is a positive effect of a cohesive group?
Select one.

• A. Reducing group norm effect
• B. Promoting value flexibility
• C. Bringing heterogeneity to the process
• D. Improving group productivity

Answer: D

NEW QUESTION # 34
Which type of group is defined by the organization's structure?
Choose 1 answer

• A. Informal group
• B. Formal group
• C. Unified group
• D. Designated group

Answer: B

Explanation:
A formal group is defined by the organization's structure, with designated work assignments establishing tasks.
This definition aligns with the roles and relationships explicitly outlined by the organization. These groups are created to achieve specific organizational objectives and include departments, project teams, and committees.
References:
* Robbins, S. P., & Judge, T. A. (2018). Organizational Behavior. Pearson.
* Greenberg, J. (2011). Behavior in Organizations. Pearson.

NEW QUESTION # 35
In organizing a team to develop a new brand image for the company's full line of products, management wanted to assign team members who possessed characteristics common to effective teams.
Which list specifies common characteristics of effective teams?
Select one.

• A. Adequate resources, group performance evaluation, and an absence of conflict
• B. A climate of trust, members who score low on the personality characteristic of extroversion, and members who fill role demands
• C. A climate of trust, specific team goals, and members who are conscientious
• D. Adequate resources, absence of conflict, specific team goals

Answer: C

Explanation:
Effective teams typically share certain characteristics that enhance their performance and cohesion. These characteristics include:
* A climate of trust: Trust among team members is crucial for open communication, collaboration, and mutual support.
* Specific team goals: Clear and well-defined goals provide direction and focus, ensuring that all team members are working towards the same objectives.
* Members who are conscientious: Conscientious team members tend to be reliable, organized, and diligent, contributing positively to the team's performance.
These elements create a supportive environment where team members can thrive and work effectively towards common goals.

NEW QUESTION # 36
What is a purpose of employee performance evaluations?
Choose 1 answer

• A. To provide feedback and determine reward allocations
• B. To serve as a screening device for selecting new employees
• C. To determine who is best tuned to organizational politics
• D. To measure the physiological symptoms of organizational dysfunctionality

Answer: A

Explanation:
The primary purpose of employee performance evaluations is to provide feedback and determine reward allocations. Performance evaluations offer a structured opportunity for managers to assess an employee's work performance, provide constructive feedback, and recognize achievements. This process helps in identifying areas for improvement, setting goals, and aligning individual performance with organizational objectives.
Furthermore, performance evaluations are essential for making informed decisions about promotions, bonuses, and other rewards, thereby reinforcing desired behaviors and motivating employees. This is supported by organizational behavior literature, which emphasizes the role of performance appraisals in human resource management (Dessler, 2020).

NEW QUESTION # 37
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