WGU Organizational Behavior and Leadership (C715) Exam Questions Instant Access

Question 1

What is a characteristic employed by transformational leaders?

Select one.

AWatches for deviations from rules

BPromotes intelligence, rationality, and careful problem solving

CIntervenes only if performance standards do not meet expectations

DContracts exchange of rewards for effort

Answer : B

Transformational leaders encourage their followers to think critically and creatively to solve problems and achieve organizational goals. They promote intelligence, rationality, and careful problem solving by challenging assumptions, encouraging innovation, and fostering an environment where new ideas are valued. This approach helps in developing followers' capabilities and contributes to the overall success of the organization.

Question 2

What is one of the forces that plays a particularly important role in sustaining an organization's

culture?

Choose 1 answer

ASocialization process

BIndividualized interaction

CEducational level achieved by key employees

Answer : A

The socialization process plays a particularly important role in sustaining an organization's culture. This process involves the methods by which new employees learn the values, expected behaviors, and social knowledge necessary to assume their roles within the organization. Through orientation programs, mentorship, and continuous reinforcement, the socialization process helps embed the cultural norms and values into new employees, ensuring the culture is maintained over time. This is supported by literature in organizational behavior, which emphasizes the critical role of socialization in cultural perpetuation (Robbins & Judge, 2019).

Question 3

What is a purpose of employee performance evaluations?

Select one.

ATo evaluate the physiological symptoms of organizational functionality

BTo assess the physiological symptoms of organizational dysfunctionality

CTo measure reliability of an employee's attitude toward customers

DTo serve as criteria against which management validates selection and development programs

Answer : D

Employee performance evaluations serve multiple purposes within an organization. One primary purpose is to act as a benchmark for management to validate and improve various programs, including selection and development programs. By evaluating employee performance, management can determine whether their selection processes are effective in choosing the right candidates and whether their development programs are successful in enhancing employee skills and competencies. This helps in ensuring that the workforce remains productive and aligned with organizational goals. Reference: Robbins, S.P., & Judge, T.A. (2019). 'Organizational Behavior.' Pearson Education; Noe, R.A., et al. (2020). 'Human Resource Management: Gaining a Competitive Advantage.' McGraw-Hill Education.

Question 4

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

AChallenge and direction

BFeedback and reflection

CSpecificity and feedback

DChallenge and power

Answer : C

Question 5

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.

AVirtual teams

BSelf-managed teams

CQuality teams

DCompetitive teams

Answer : B

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 task management. Self-managed teams are known for their ability to adapt to changes and continuously improve processes, making them an ideal choice for increasing productivity.

Question 6

How might a charismatic leader work to increase performance in an organization?

Choose 1 answer

AArticulate an appealing vision.

BDemonstrate Type A behavior.

CAvoid unconventional behavior.

DIssue a memo calling for increased effort.

Answer : A

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).

Question 7

An employee is motivated by prosperity, economic success, well-being, world peace, and autonomy and self-reliance in the workplace.

Which of the employee's motives is an instrumental value?

AProsperity

BEconomic success

CAutonomy and self-reliance

DWorld peace

Answer : C

Instrumental values are the preferred modes of behavior or means of achieving the terminal values (the end goals). Autonomy and self-reliance are modes of behavior that individuals value to achieve their desired end goals, such as prosperity, economic success, well-being, and world peace. These behaviors guide how individuals conduct themselves to attain their objectives. In contrast, prosperity, economic success, well-being, and world peace are terminal values, representing the end states or goals individuals strive to achieve. Reference: Robbins, S.P. & Judge, T.A. (2019). Organizational Behavior, 18th Edition. Pearson.