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WGU Organizational Behaviors and Leadership (IBC1) Sample Questions (Q47-Q52):

NEW QUESTION # 47
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 # 48
Which type of group is defined by the organization's structure?
Choose 1 answer

A. Informal group
B. Unified group
C. Designated group
D. Formal group

Answer: D

Explanation:
A formal group is defined by the organization's structure, with designated work assignments establishing tasks.
This definition aligns with the roles and relationships explicitly outlined by the organization. These groups are created to achieve specific organizational objectives and include departments, project teams, and committees.
References:
* Robbins, S. P., & Judge, T. A. (2018). Organizational Behavior. Pearson.
* Greenberg, J. (2011). Behavior in Organizations. Pearson.

NEW QUESTION # 49
A company has restructured around teams but performance has not met expectations.
What should be the main evaluation criterion in an appropriate performance evaluation for supporting and improving the performance of teams?
Choose 1 answer

A. Team cooperativeness
B. Team results being tied to important goals
C. Team members' attitudes
D. Team activities

Answer: B

Explanation:
When evaluating the performance of teams, particularly in a company that has restructured around teams, the main evaluation criterion should be team results being tied to important goals. This criterion focuses on the actual outcomes and achievements of the team, ensuring that their performance is aligned with the strategic objectives of the organization. Evaluating team results helps in identifying whether the team is effective in meeting itsgoals, fostering accountability, and encouraging a results-oriented culture. This approach is supported by research on team performance and effectiveness, which underscores the importance of linking performance evaluations to goal attainment and organizational priorities (Katzenbach & Smith, 1993).

NEW QUESTION # 50
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 core values are shared by members of a specific department
D. When top management is guiding the cultural development

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 # 51
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 # 52
......

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