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WGU Organizational Behaviors and Leadership (IBC1) Sample Questions (Q12-Q17):

NEW QUESTION # 12
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 high performance pressures
B. With proactive behaviors
C. With defensive behaviors
D. With organizational investment

Answer: C

NEW QUESTION # 13
A team is struggling to become productive but cannot decide who should do what.
How should the team leader attempt to resolve the problem?
Choose 1 answer

A. Coach the team through the difficult
B. Resign as team leader
C. Research the problem and impose a solution without argument
D. Disband the team because the problem cannot be solved

Answer: A

NEW QUESTION # 14
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. Creativity, relationships, and expertise
B. Situation, attributes, and alternatives
C. Problem, criteria, and alternatives
D. Distinctiveness, consensus, and consistency

Answer: D

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 # 15
What is a purpose of employee performance evaluations?
Select one.

A. To measure reliability of an employee's attitude toward customers
B. To serve as criteria against which management validates selection and development programs
C. To assess the physiological symptoms of organizational dysfunctionality
D. To evaluate the physiological symptoms of organizational functionality

Answer: B

Explanation:
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. References: 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.

NEW QUESTION # 16
What is true about social loafing in the work place?
Select one.

A. It seeks to reconcile divergent attitudes and to align attitudes and behaviors so they appear rational and consistent.
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.
C. It supports low employee performance and satisfaction when employees are performing structured tasks in groups.
D. It increases employee expectations that effort will lead to a lower level of performance when tasks are ambiguously structured.

Answer: B

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.

NEW QUESTION # 17
......

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