[Oct-2024] WGU Organizational-Behaviors-and-Leadership Actual Questions and Braindumps
Pass Organizational-Behaviors-and-Leadership Exam with Updated Organizational-Behaviors-and-Leadership Exam Dumps PDF 2024
NEW QUESTION # 26
What are primary factors that differentiate virtual
teams from face-to-face teams?
Choose 1 answer
- A. Improve employee satisfaction and create more frequent social context
- B. Reduce telecommunications costs and increase paraverbal cues
- C. Reduce paraverbal cues and create more frequent social context
- D. Overcome time and space constraints and create limited social context
Answer: D
NEW QUESTION # 27
What is one of the six primary characteristics that define an organization's culture?
- A. Adaptability
- B. Political orientation
- C. Aggressiveness
- D. Market 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 # 28
What is an advantage of a group that is not very cohesive?
Choose 1 answer
- A. When performance norms are low, productivity may be higher than in a cohesive group
- B. There is less need for giving rewards as group rewards.
- C. When performance norms are high, productivity will be higher than in a cohesive group.
Answer: A
Explanation:
In groups that are not very cohesive, members are less likely to conform to group norms. If the performance norms are low, this lack of conformity can lead to higher individualproductivity as members are less influenced by the group's low standards and may strive to perform better on their own.
References:
* Robbins, S. P., & Judge, T. A. (2018). Organizational Behavior. Pearson.
* Hackman, J. R. (1987). The design of work teams. In J. Lorsch (Ed.), Handbook of Organizational Behavior. Prentice Hall.
NEW QUESTION # 29
Which option defines organizational culture?
Choose 1 answer
- A. A human resources department program for recognizing diversity
- B. A diverse cultural subset working together to strengthen impact
- C. An organizational segmentation according to cultural background
- D. A shared system of meanings that is unique to the organization
Answer: D
NEW QUESTION # 30
Management is considering a reorganization of sales regions and plans to allow employees to live and work in their respective sales territories throughout the United States. However, the vice president of sales wants the regionally-dispersed agents to participate in weekly sales meetings.
Which type of teams should be organized?
Choose 1 answer
- A. Virtual teams
- B. Cross-functional teams
- C. Self-managed teams
- D. Quality teams
Answer: A
NEW QUESTION # 31
What is the optimal method for maximizing team member participation in a global meeting?
Choose 1 answer
- A. Video conferencing technology
- B. Unilateral communication techniques
- C. Hard copy messaging
- D. In-person meeting
Answer: A
NEW QUESTION # 32
Which dimension of the Fiedler contingency model is associated with the degrees of influence a leader has over variables such as hiring, firing, discipline, promotions, and salary increases?
- A. Position power
- B. Leader-member exchange
- C. Leader-member relations
- D. Task structure
Answer: A
NEW QUESTION # 33
Manager A supervises 10 district units with 100 employees and receives $100,000 in compensation.
Manager B supervises 5 district units with 50 employees and also receives $100,000 in compensation. Manager A is upset by this relationship and is looking for a new job.
Which theory explains A's motivation to look for a new job?
Choose 1 answer
- A. Perception theory
- B. Equity theory
- C. Perceptual fairness theory
- D. Inequity theory
Answer: B
NEW QUESTION # 34
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. Three-factor hierarchy
- D. Two-factor theory
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 # 35
What is a characteristic of problem-solving teams that is different than cross-functional teams?
- A. Problem-solving team members come from the same work unit.
- B. Problem-solving team members come from different work units.
- C. Problem-solving team members meet only on a virtual basis.
- D. Problem-solving teams use only computer technology to tie them together physically
Answer: A
Explanation:
Problem-solving teams typically consist of members from the same department or work unit who meet regularly to discuss ways of improving quality, efficiency, and the work environment. This is different from cross-functional teams, which consist of members from various departments who come together to achieve a common goal.
References:
* Robbins, S. P., & Judge, T. A. (2018). Organizational Behavior. Pearson.
* McShane, S. L., & Von Glinow, M. A. (2017).Organizational Behavior: Emerging Knowledge, Global Reality. McGraw-Hill Education.
NEW QUESTION # 36
Which theory of motivation focuses on 5 levels of needs, and further separates those needs by lower-order needs and higher-order needs?
Choose 1 answer
- A. McClelland's Theory of Needs
- B. Maslow's Hierarchy of Needs Theory
- C. McGregor's Theory X and Theory Y
- D. Two-Factor Theory
Answer: B
NEW QUESTION # 37
What is a difference between a work group and a work team
Select one.
- A. The goal of work groups is collective performance while the goal of work teams is to share information that is helpful to each worker.
- B. Work group members work individually while work teams accomplish work through a coordinated effort.
- C. Work group skills are complementary while work team skills are random and varied.
- D. A work group's performance is greater than the sum of the individual inputs while a work teamfocuses on improving individual efforts.
Answer: B
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 # 38
Which team consists of employees from about the same hierarchical level but from different work areas who come together to accomplish a common task?
Select one.
- A. Semi-virtual team
- B. Self-managed work team
- C. Problem-solving team
- D. Cross-functional team
Answer: D
Explanation:
A cross-functional team is composed of employees from different work areas or functions within the organization who are at roughly the same hierarchical level. These teams are formed to accomplish specific tasks that require diverse expertise and collaborative effort. Reference: Robbins, S.P. & Judge, T.A. (2019).
Organizational Behavior, 18th Edition. Pearson.
NEW QUESTION # 39
To promote self-managed work teams, an organization devised an "initiative-taking training program" for its employees.
Which part of a self-managed team is being promoted in the given scenario?
- A. Self-awareness
- B. Employee-driven decision making
- C. Competitive work environments
- D. Risk-taking
Answer: B
Explanation:
Self-managed teams rely on employees to make decisions collectively and autonomously. An "initiative-taking training program" equips employees with the skills and confidence to make decisions and take initiative without constant supervision, which is a key aspect of employee-driven decision making in self-managed teams.
NEW QUESTION # 40
When organizing a team to develop a new quality control system, management wanted to assign team members having characteristics common to effective teams.
Which list specifies common characteristics of effective teams?
Choose 1 answer
- A. Group performance evaluation, members who score low on the personality characteristic of extroversion, and effective leadership
- B. A climate of trust, members who fill role demands, and a large team size
- C. Group performance evaluation, absence of conflict, and members who fill role demands
- D. A manageable level of conflict, members who are conscientious, and effective leadership
Answer: D
Explanation:
Effective teams often exhibit characteristics such as a manageable level of conflict, which encourages diverse viewpoints without causing dysfunction; conscientious team members who are responsible and dependable; and effective leadership to guide and support the team's efforts.
References:
* Robbins, S. P., & Judge, T. A. (2018). Organizational Behavior. Pearson.
* Luthans, F. (2011). Organizational Behavior: An Evidence-Based Approach. McGraw-Hill/Irwin.
NEW QUESTION # 41
How can an organization transmit its culture to its employees?
Select one.
- A. By studying employee complaints
- B. By balancing cultural backgrounds
- C. By requiring employees to memorize the mission statement
- D. By circulating stories
Answer: D
Explanation:
An organization can transmit its culture to employees through various means, including circulating stories.
Stories about significant events, achievements, and key figures in the organization's history help convey the organization's values, norms, and traditions. These stories serve as a powerful tool for communicating cultural messages and reinforcing desired behaviors. Reference: Robbins, S.P. & Judge, T.A. (2019). Organizational Behavior, 18th Edition. Pearson.
NEW QUESTION # 42
How might a charismatic leader work to increase performance in an organization?
Choose 1 answer
- A. Issue a memo calling for increased effort.
- B. Articulate an appealing vision.
- C. Demonstrate Type A behavior.
- D. Avoid unconventional behavior.
Answer: B
Explanation:
A charismatic leader can increase performance in an organization by articulating an appealing vision.
Charismatic leaders inspire and motivate their followers by presenting a compelling future state that aligns with their values and aspirations. This vision provides a sense of purpose and direction, encouraging employees to put in extra effort and align their behaviors with organizational goals. The transformational leadership literature extensively supports this approach, highlighting the role of vision articulation in enhancing organizational performance (Bass & Riggio, 2006).
NEW QUESTION # 43
What is a strength of group decision making?
Choose 1 answer
- A. Power of groupthink
- B. Reduced time for making decisions
- C. Conformity pressures in groups
- D. Increased diversity of views
Answer: D
NEW QUESTION # 44
What defines acceptable standards of behavior that are shared by group members?
Select one.
- A. Group roles
- B. Group norms
- C. Group conformity
- D. Group status
Answer: B
Explanation:
Group norms define the acceptable standards of behavior shared by group members. These norms influence how group members interact, make decisions, and perform tasks, ensuring consistency and predictability within the group. Norms are established through group consensus and can significantly impact group dynamics and performance. Reference: Robbins, S.P. & Judge, T.A. (2019). Organizational Behavior, 18th Edition.
Pearson.
NEW QUESTION # 45
Which statement is true about work teams?
Choose 1 answer
- A. The primary goal is to share information that is helpful to individual efforts.
- B. Members of the group generate positive synergy through coordinated effort.
- C. The members' primary focus is on improving individual effort.
Answer: B
NEW QUESTION # 46
Employee B was upset by Employee A's behavior at the department's planning meeting.
Which factors will influence Employee B's perception in this situation?
Choose 1 answer
- A. Situation, target, and perceiver
- B. Stimulation, task, and skills
- C. Problem, criteria, and alternatives
Answer: A
Explanation:
Perception in an organizational context is influenced by three primary factors: the situation, the target, and the perceiver. The situation refers to the context in which the perception occurs, the target is the object or person being perceived, and the perceiver is the individual forming the perception. In the scenario where Employee B is upset by Employee A's behavior, Employee B's perception is shaped by the specific circumstances of the planning meeting (situation), Employee A's actions (target), and Employee B's own experiences, attitudes, and psychological state (perceiver). This tripartite model explains how subjective perceptions can vary greatly among individuals. References: Robbins, S.P., & Judge, T.A. (2019). "Organizational Behavior." Pearson Education; Schermerhorn, J.R., et al. (2018). "Organizational Behavior." Wiley.
NEW QUESTION # 47
A company is changing their work organization from employees working individually to the use of teams.
What will likely help the company develop team effectiveness?
Select one.
- A. Utilizing both individual rewards and team rewards
- B. Avoiding social loafing by making sure all accountability is joint accountability.
- C. Ensuring there is zero conflict among team members
- D. Quickly developing team efficacy by assigning only complex and difficult tasks from the beginning
Answer: A
Explanation:
To develop team effectiveness, it is important to balance individual and team rewards. This approach ensures that individual contributions are recognized and rewarded, while also encouraging collaboration and collective effort towards team goals. This dual focus helps maintain motivation at both the individual and team levels, promoting overall team effectiveness.
NEW QUESTION # 48
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. Intrinsic reward
- B. Compensatory reward
- C. Affiliation reward
- D. Extrinsic reward
Answer: A
NEW QUESTION # 49
Recognize how workplace politics influence behavior within an organization.
How do employees often respond when feeling threatened by organizational politics?
Choose 1 answer
- A. With defensive behaviors
- B. With organizational investment
- C. With proactive behaviors
- D. With high performance pressures
Answer: A
NEW QUESTION # 50
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