WGU C715 OBJECTIVE ASSESSMENT
ORGANIZATIONAL BEHAVIOR: EXAM
(LATEST 2026/2027 UPDATE), WITH
CORRECT/ACCURATE ANSWERS
WGU C715 OBJECTIVE ASSESSMENT
ORGANIZATIONAL BEHAVIOR
(2026/2027 Aligned | Grade-A Level | Deep Rationales)
Questions 1–20
1. Which term describes the processes that account for an
individual’s intensity, direction, and persistence of effort toward
attaining a goal?
A. Job satisfaction
B. Motivation
C. Organizational commitment
D. Engagement
Correct Answer: B. Motivation
Rationale:
Motivation explains why people initiate effort, how hard they work, and how
long they persist toward a goal. Intensity refers to how hard someone tries, direction
refers to alignment with organizational goals, and persistence refers to how long effort
is maintained. Organizational behavior focuses heavily on motivation because it
directly influences performance. Without motivation, skills and resources are often
underutilized.
,2. Which theory proposes that human needs are arranged in a
hierarchy from basic survival needs to personal growth needs?
A. Two-factor theory
B. Expectancy theory
C. Maslow’s hierarchy of needs
D. Self-determination theory
Correct Answer: C. Maslow’s hierarchy of needs
Rationale:
Maslow’s theory organizes human needs into five ascending levels: physiological,
safety, social, esteem, and self-actualization. The theory assumes lower-level needs
must be reasonably satisfied before higher-level needs motivate behavior. While
widely taught, modern research suggests needs may not always follow a strict order.
Nevertheless, the framework remains influential in understanding workplace
motivation.
3. Which needs are classified as lower-order needs in Maslow’s
hierarchy?
A. Social and esteem
B. Esteem and self-actualization
C. Physiological and safety
D. Social and self-actualization
Correct Answer: C. Physiological and safety
Rationale:
Lower-order needs are those satisfied externally and relate to basic survival and
security. Physiological needs include food, water, and shelter, while safety needs
include job security and protection from harm. These needs are often addressed
through pay, benefits, and safe working conditions. Until these needs are met, higher-
order needs tend to have less motivational impact.
,4. Which concept refers to the drive to become what a person is
capable of becoming?
A. Esteem
B. Achievement
C. Self-actualization
D. Engagement
Correct Answer: C. Self-actualization
Rationale:
Self-actualization is the highest level of Maslow’s hierarchy and represents personal
growth, fulfillment, and realizing one’s potential. In organizations, this may appear as
creativity, problem-solving, and meaningful work. Not all individuals prioritize self-
actualization equally, depending on personal values and circumstances. Jobs that offer
autonomy and challenge often support this need.
5. Which needs are satisfied internally rather than externally?
A. Physiological and safety
B. Safety and social
C. Social, esteem, and self-actualization
D. Physiological and esteem
Correct Answer: C. Social, esteem, and self-actualization
Rationale:
Higher-order needs are internally satisfied and relate to psychological growth and
fulfillment. Social needs involve relationships and belonging, esteem needs involve
respect and recognition, and self-actualization involves personal development.
Managers influence these needs through leadership style, job design, and
organizational culture rather than pay alone. These needs are powerful motivators
once basic needs are met.
, 6. Which management assumption states that employees dislike
work and must be coerced to perform?
A. Theory Y
B. Theory Z
C. Theory X
D. Expectancy theory
Correct Answer: C. Theory X
Rationale:
Theory X assumes that employees are inherently lazy, avoid responsibility, and require
close supervision. Managers who adopt this view tend to rely on control, strict rules,
and punishment. This approach can reduce intrinsic motivation and creativity. Modern
organizations often move away from Theory X in favor of more empowering
assumptions.
7. Which theory assumes employees enjoy work, seek responsibility,
and can self-direct their behavior?
A. Theory X
B. Theory Y
C. Equity theory
D. Goal-setting theory
Correct Answer: B. Theory Y
Rationale:
Theory Y views employees as capable, motivated, and creative when given the right
conditions. Managers operating under Theory Y focus on empowerment, participation,
and development. This approach aligns with contemporary leadership practices and
knowledge-based work. It encourages higher engagement and long-term commitment.
ORGANIZATIONAL BEHAVIOR: EXAM
(LATEST 2026/2027 UPDATE), WITH
CORRECT/ACCURATE ANSWERS
WGU C715 OBJECTIVE ASSESSMENT
ORGANIZATIONAL BEHAVIOR
(2026/2027 Aligned | Grade-A Level | Deep Rationales)
Questions 1–20
1. Which term describes the processes that account for an
individual’s intensity, direction, and persistence of effort toward
attaining a goal?
A. Job satisfaction
B. Motivation
C. Organizational commitment
D. Engagement
Correct Answer: B. Motivation
Rationale:
Motivation explains why people initiate effort, how hard they work, and how
long they persist toward a goal. Intensity refers to how hard someone tries, direction
refers to alignment with organizational goals, and persistence refers to how long effort
is maintained. Organizational behavior focuses heavily on motivation because it
directly influences performance. Without motivation, skills and resources are often
underutilized.
,2. Which theory proposes that human needs are arranged in a
hierarchy from basic survival needs to personal growth needs?
A. Two-factor theory
B. Expectancy theory
C. Maslow’s hierarchy of needs
D. Self-determination theory
Correct Answer: C. Maslow’s hierarchy of needs
Rationale:
Maslow’s theory organizes human needs into five ascending levels: physiological,
safety, social, esteem, and self-actualization. The theory assumes lower-level needs
must be reasonably satisfied before higher-level needs motivate behavior. While
widely taught, modern research suggests needs may not always follow a strict order.
Nevertheless, the framework remains influential in understanding workplace
motivation.
3. Which needs are classified as lower-order needs in Maslow’s
hierarchy?
A. Social and esteem
B. Esteem and self-actualization
C. Physiological and safety
D. Social and self-actualization
Correct Answer: C. Physiological and safety
Rationale:
Lower-order needs are those satisfied externally and relate to basic survival and
security. Physiological needs include food, water, and shelter, while safety needs
include job security and protection from harm. These needs are often addressed
through pay, benefits, and safe working conditions. Until these needs are met, higher-
order needs tend to have less motivational impact.
,4. Which concept refers to the drive to become what a person is
capable of becoming?
A. Esteem
B. Achievement
C. Self-actualization
D. Engagement
Correct Answer: C. Self-actualization
Rationale:
Self-actualization is the highest level of Maslow’s hierarchy and represents personal
growth, fulfillment, and realizing one’s potential. In organizations, this may appear as
creativity, problem-solving, and meaningful work. Not all individuals prioritize self-
actualization equally, depending on personal values and circumstances. Jobs that offer
autonomy and challenge often support this need.
5. Which needs are satisfied internally rather than externally?
A. Physiological and safety
B. Safety and social
C. Social, esteem, and self-actualization
D. Physiological and esteem
Correct Answer: C. Social, esteem, and self-actualization
Rationale:
Higher-order needs are internally satisfied and relate to psychological growth and
fulfillment. Social needs involve relationships and belonging, esteem needs involve
respect and recognition, and self-actualization involves personal development.
Managers influence these needs through leadership style, job design, and
organizational culture rather than pay alone. These needs are powerful motivators
once basic needs are met.
, 6. Which management assumption states that employees dislike
work and must be coerced to perform?
A. Theory Y
B. Theory Z
C. Theory X
D. Expectancy theory
Correct Answer: C. Theory X
Rationale:
Theory X assumes that employees are inherently lazy, avoid responsibility, and require
close supervision. Managers who adopt this view tend to rely on control, strict rules,
and punishment. This approach can reduce intrinsic motivation and creativity. Modern
organizations often move away from Theory X in favor of more empowering
assumptions.
7. Which theory assumes employees enjoy work, seek responsibility,
and can self-direct their behavior?
A. Theory X
B. Theory Y
C. Equity theory
D. Goal-setting theory
Correct Answer: B. Theory Y
Rationale:
Theory Y views employees as capable, motivated, and creative when given the right
conditions. Managers operating under Theory Y focus on empowerment, participation,
and development. This approach aligns with contemporary leadership practices and
knowledge-based work. It encourages higher engagement and long-term commitment.
