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WGU Organizational Behaviors and Leadership (IBC1) Sample Questions (Q14-Q19):

NEW QUESTION # 14
Which option defines organizational culture?
Select one.

A. Individuals with feelings that are clearly distinguished from the culture of the organization
B. Perceptions that are characterized in words or feelings but not understood or accepted by the organization
C. A system of shared meanings held by members that distinguishes the organization from other organizations
D. A biological entity that shows clear relationships to an organization or group of organizations

Answer: C

Explanation:
Organizational culture is defined as a system of shared meanings held by members that distinguishes the organization from other organizations. This includes values, beliefs, rituals, symbols, and behaviors that are common within an organization. A strong organizational culture can influence employee behavior, enhance job satisfaction, and improve overall organizational performance.
References:
* Schein, E. H. (2010). Organizational Culture and Leadership (4th ed.). Jossey-Bass.
* Hatch, M. J. (2018). Organization Theory: Modern, Symbolic, and Postmodern Perspectives (4th ed.).
Oxford University Press.

NEW QUESTION # 15
When is organizational culture considered dysfunctional?
Choose 1 answer

A. When strong organizational cultures prohibit prejudice
B. When core values are in agreement throughout the organization
C. When cultural incompatibility deters making acquisitions or mergers
D. When different employee groups communicate common problems

Answer: C

Explanation:
Organizational culture is considered dysfunctional when cultural incompatibility deters making acquisitions or mergers. Strong but misaligned cultures can create significant barriers to integration during mergers and acquisitions, leading to conflicts, reduced cooperation, and failure to achieve desired synergies. This dysfunction arises when the cultural values and practices of the merging organizations are fundamentally different, impeding successful collaboration (Cameron & Quinn, 2011).

NEW QUESTION # 16
How might a charismatic leader work to increase performance in an organization?
Choose 1 answer

A. Avoid unconventional behavior.
B. Articulate an appealing vision.
C. Issue a memo calling for increased effort.
D. Demonstrate Type A behavior.

Answer: B

Explanation:
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).

NEW QUESTION # 17
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 # 18
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. Position power
B. Leader-member exchange
C. Leader-member relations
D. Task structure

Answer: A

NEW QUESTION # 19
......

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