[Nov-2024] Latest WGU Organizational-Behaviors-and-Leadership Certification Practice Test Questions
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NEW QUESTION # 29
How can an organization transmit its culture to its employees?
Select one.
- A. By studying employee complaints
- B. By requiring employees to memorize the mission statement
- C. By balancing cultural backgrounds
- 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 # 30
What is a characteristic of problem-solving teams that is different than cross-functional teams?
- A. Problem-solving teams use only computer technology to tie them together physically
- B. Problem-solving team members come from different work units.
- C. Problem-solving team members meet only on a virtual basis.
- D. Problem-solving team members come from the same work unit.
Answer: D
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 # 31
Management has noticed that the accounting work group is having difficulty because group members seem to be working in different directions.
Which suggested action can the company take to increase group cohesiveness?
Select one.
- A. Establish more rigid role definition for group members
- B. Give group rewards rather than individual rewards
- C. Have the group avoid competition with other groups
- D. Give individual rewards rather than group rewards
Answer: B
Explanation:
Problem-solving is a conflict resolution technique where parties involved meet to identify the problem and resolve it through open discussion. This technique focuses on finding a mutually beneficial solution and addressing the underlying issues causing the conflict, thus ensuring a more sustainable resolution.
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. Task structure
- B. Leader-member exchange
- C. Position power
- D. Leader-member relations
Answer: C
NEW QUESTION # 33
What is one of the forces that plays a particularly important role in sustaining an organization's culture?
Choose 1 answer
- A. Socialization process
- B. Individualized interaction
- C. Educational level achieved by key employees
Answer: A
Explanation:
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).
NEW QUESTION # 34
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. A climate of trust, members who score low on the personality characteristic of extroversion, and members who fill role demands
- B. Adequate resources, absence of conflict, specific team goals
- C. Adequate resources, group performance evaluation, and an absence of conflict
- D. A climate of trust, specific team goals, and members who are conscientious
Answer: D
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 # 35
Which approach might be used to mentor a less-experienced employee?
Choose 1 answer
- A. Coaching and threatening
- B. Refereeing and counseling
- C. Threatening and sponsorship
- D. Counseling and sponsorship
Answer: D
NEW QUESTION # 36
Employee A noticed that Employee B was late for work, and A's perception of why B was late willdetermine what action A takes in this situation.
Considering attribution theory, which factors will determine A's perception regarding whether B's behavior was internally or externally caused?
Select one.
- A. Problem, criteria, and alternatives
- B. Situation, attributes, and alternatives
- C. Distinctiveness, consensus, and consistency
- D. Creativity, relationships, and expertise
Answer: C
Explanation:
According to attribution theory, three factors determine whether an observer attributes behavior to internal or external causes: distinctiveness, consensus, and consistency.
* Distinctiveness: Whether the individual behaves differently in different situations.
* Consensus: Whether others in the same situation behave similarly.
* Consistency: Whether the individual behaves the same way over time.
Employee A's perception of why Employee B was late would depend on these three factors. For example, if Employee B is rarely late (high distinctiveness), if many other employees were also late (high consensus), and if Employee B is usually punctual (high consistency), Employee A might attribute the lateness to an external cause such as traffic or weather conditions.
NEW QUESTION # 37
A company switched from assembly lines to self-managed work teams.
What can team members do to improve the synergy and success of their teams?
Select one.
- A. Evaluate each other's performance
- B. Assign individual roles rather than mutual team roles
- C. Change work group roles at random
- D. Share information but not engage in collective performance goals
Answer: A
Explanation:
In self-managed work teams, members take on greater responsibility for their work and each other's performance. Evaluating each other's performance can enhance accountability, provide constructive feedback, and help identify areas for improvement. This approachencourages team members to support each other's development and fosters a culture of continuous improvement, thereby improving synergy and overall team success.
NEW QUESTION # 38
When might an organization's strongly-entrenched culture be a liability?
Select one.
- A. When the shared values of an organization are in agreement
- B. When an organization's environment is undergoing rapid change
- C. When top management is guiding the cultural development
- D. When core values are shared by members of a specific department
Answer: B
Explanation:
An organization's strongly-entrenched culture can become a liability when the environment is undergoing rapid change. In such situations, a rigid culture may hinder the organization's ability to adapt to new conditions, innovate, and respond effectively to external pressures. While a strong culture provides stability and consistency, it can also resist change and create barriers to flexibility and adaptability. Reference:
Robbins, S.P. & Judge, T.A. (2019). Organizational Behavior, 18th Edition. Pearson.
NEW QUESTION # 39
How can an organization transmit its culture to its employees?
Choose 1 answer
- A. By requiring employees to memorize the mission statement
- B. By influencing the balance of employees' cultural backgrounds
- C. By analyzing employee gripes and complaints
- D. By using material symbols and specific language
Answer: D
Explanation:
An organization can transmit its culture to its employees by using material symbols and specific language.
Material symbols include the physical layout of the workplace, dress codes, and corporate logos, which convey the organization's values and norms. Specific language, including jargon and slogans, also plays a crucial role in reinforcing the cultural identity and shared understanding among employees. This approach is well-documented in studies on organizational culture transmission (Schein, 2017).
NEW QUESTION # 40
Which characteristic is unique to virtual teams as compared with face-to-face teams?
Select one.
- A. Members with varied skills
- B. Members from same hierarchical level
- C. Limited social context
- D. Diversity of member backgrounds
Answer: C
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 # 41
What defines acceptable standards of behavior that are shared by group members?
Select one.
- A. Group norms
- B. Group status
- C. Group conformity
- D. Group roles
Answer: A
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 # 42
A person is broadminded, courageous, and forgiving.
Which type of values are these?
Choose 1 answer
- A. Terminal values
- B. Instrumental values
- C. Transitory values
- D. Determinate values
Answer: B
NEW QUESTION # 43
Identify the three forces that play a particularly important role in sustaining an organization's culture?
Select one.
- A. Socialization methods, selection process, and actions of top management
- B. Age of key employees, socialization methods, and selection process
- C. Socialization methods, age of key employees, and actions of top management
- D. Age of key employees, selection process, and actions of top management
Answer: A
Explanation:
The three forces that play a crucial role in sustaining an organization's culture are socialization methods, the selection process, and the actions of top management. Socialization methods help new employees learn and adapt to the organizational culture.The selection process ensures that individuals who fit the organizational culture are hired. The actions of top management set the tone for the culture by demonstrating appropriate behaviors and reinforcing cultural values. Reference: Robbins, S.P. & Judge, T.A. (2019). Organizational Behavior, 18th Edition. Pearson.
NEW QUESTION # 44
A company decided to change their work organization from individuals working independently to production teams. However, they decided to continue their same approach to performance evaluation and salary adjustment, which had worked well since the performance evaluation process had been improved. After a year's experience with the new team structure, it was obvious that productivity had decreased. A consultant's conclusion was that the approach to performance appraisal and assigning rewards was a cause of the teams' failure to perform.
Which approaches to performance evaluation and granting rewards would have been more effective in this situation?
Select one.
- A. Individual performance evaluation with group rewards
- B. Group performance evaluation with individual rewards
- C. Individual and group evaluation with individual and group rewards
- D. Group performance evaluation with group rewards
Answer: D
Explanation:
When transitioning to a team-based structure, it is essential to align performance evaluations and reward systems with the new organizational setup. Group performance evaluation with group rewards would have been more effective in this situation because it fosters a sense of collective responsibility and encourages collaboration among team members. Individual rewards can create competition rather than cooperation, which can undermine team productivity and morale.
References:
* Hackman, J. R. (2002). Leading Teams: Setting the Stage for Great Performances. Harvard Business Review Press.
* Katzenbach, J. R., & Smith, D. K. (1993).The Wisdom of Teams: Creating the High-Performance Organization. Harvard Business Review Press.
NEW QUESTION # 45
Which of the following characteristics is closely associated with informal groups but not associated with formal groups?
- A. Directed towards organizational goals
- B. Defined by organizational structure
- C. Formed to meet social interactions' needs
- D. Usually has a negative impact on the organization
Answer: C
NEW QUESTION # 46
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