Free Practice Questions for WGU Organizational-Behaviors-and-Leadership Exam

Question 1

Which characteristic is unique to virtual teams as compared with face-to-face teams?

Select one.

ALimited social context

BMembers from same hierarchical level

CMembers with varied skills

DDiversity of member backgrounds

Correct Answer: A. Limited social context

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.

Question 2

To resolve a conflict between the department staff and the janitorial staff, the department head

informs the department staff of a new policy prohibiting the eating of food at the desk.

Which type of conflict resolution technique does this represent?

Choose 1 answer

AProblem solving

BAuthoritative command

CAltering the human variable

DAltering the structural variables

Correct Answer: B. Authoritative command

Explanation:

Authoritative command involves the use of formal authority to resolve conflicts. In this case, the department head implements a new policy to eliminate the conflict by prohibiting eating at desks. This approach uses direct authority to change behavior and resolve the issue.

Robbins, S. P., & Judge, T. A. (2018). Organizational Behavior. Pearson.

Thomas, K. W. (1992). Conflict and conflict management: Reflections and update. Journal of Organizational Behavior, 13(3), 265-274.

Question 3

Identify the three forces that play a particularly important role in sustaining an organization's culture?

Select one.

ASocialization methods, age of key employees, and actions of top management

BSocialization methods, selection process, and actions of top management

CAge of key employees, socialization methods, and selection process

DAge of key employees, selection process, and actions of top management

Correct Answer: B. Socialization methods, selection process, and actions of top management

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.

Question 4

Which option defines organizational culture?

Choose 1 answer

AA diverse cultural subset working together to strengthen impact

BA shared system of meanings that is unique to the organization

CAn organizational segmentation according to cultural background

DA human resources department program for recognizing diversity

Correct Answer: B. A shared system of meanings that is unique to the organization

Explanation:

Organizational culture is defined as a shared system of meanings that is unique to the organization. It encompasses the values, beliefs, norms, and practices that shape the behavior and interactions of members within the organization. This culture influences how employees perceive and respond to various situations, and it is a critical factor in organizational identity and effectiveness.

Question 5

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.

AAdequate resources, absence of conflict, specific team goals

BA climate of trust, specific team goals, and members who are conscientious

CA climate of trust, members who score low on the personality characteristic of extroversion, and members who fill role demands

DAdequate resources, group performance evaluation, and an absence of conflict

Correct Answer: B. A climate of trust, specific team goals, and members who are conscientious

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.

Question 6

What is an advantage of a cohesive group?

Select one.

AWhen organized by department, task subgroups compete within the group.

BWhen performance-related goals are low, a cohesive group is more productive.

CWhen performance-related goals are high, a cohesive group is more productive.

DWhen organized by department, task subgroups do not form and command groups emerge.

Correct Answer: C. When performance-related goals are high, a cohesive group is more productive.

Explanation:

Cohesive groups, where members share strong bonds and work together effectively, tend to be more productive when they have high performance-related goals. The group's unity helps members stay motivated and work collaboratively towards achieving the set objectives.

Robbins, S. P., & Judge, T. A. (2018). Organizational Behavior. Pearson.

Forsyth, D. R. (2018). Group Dynamics. Cengage Learning.

Question 7

What is a characteristic of problem-solving teams that is different than cross-functional teams?

AProblem-solving team members meet only on a virtual basis.

BProblem-solving team members come from different work units.

CProblem-solving team members come from the same work unit.

DProblem-solving teams use only computer technology to tie them together physically

Correct Answer: C. Problem-solving team members come from the same work unit.

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.

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.

Question 8

What is true about social loafing in the work place?

Select one.

AIt seeks to reconcile divergent attitudes and to align attitudes and behaviors so they appear rational and consistent.

BIt challenges the logic that the productivity of a group should be at least equal to the sum of productivity of each individual in the group.

CIt increases employee expectations that effort will lead to a lower level of performance when tasks are ambiguously structured.

DIt supports low employee performance and satisfaction when employees are performing structured tasks in groups.

Correct Answer: B. It challenges the logic that the productivity of a group should be at least equal to the sum of productivity of each individual in the group.

Explanation:

Social loafing refers to the phenomenon where individuals exert less effort when working in a group than when working alone. This challenges the assumption that group productivity should equal the sum of individual productivity, as some members may rely on others to carry the workload, leading to reduced overall group efficiency.

Question 9

How can an organization transmit its culture to its employees?

Choose 1 answer

ABy analyzing employee gripes and complaints

BBy using material symbols and specific language

CBy requiring employees to memorize the mission statement

DBy influencing the balance of employees' cultural backgrounds

Correct Answer: B. By using material symbols and specific language

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).

Question 10

What is a characteristic employed by transformational leaders?

Choose 1 answer

AContracts exchange of rewards for effort

BProvides vision and sense of mission and gains trust

CPractices management by exception

DIntervenes only if performance standards are not met

Correct Answer: B. Provides vision and sense of mission and gains trust

Explanation:

Transformational leaders are characterized by their ability to provide a clear vision and sense of mission, which inspires and motivates followers. They gain trust through their integrity and consistency, and they encourage followers to exceed their own self-interests for the sake of the organization. This leadership style is marked by charisma, inspiration, intellectual stimulation, and individualized consideration.