WGU C715 ORGANIZATIONAL BEHAVIOR: FINAL EXAM (LATEST 2026/2027 UPDATE), WITH CORRECT/ACCURATE ANSWERS

WGU C715 ORGANIZATIONAL BEHAVIOR:
FINAL EXAM (LATEST 2026/2027 UPDATE),
WITH CORRECT/ACCURATE ANSWERS


WGU C715 ORGANIZATIONAL BEHAVIOR
(2026/2027 Aligned | Grade-A Level | Deep Rationales) FINAL EXAM
WGU C715 Organizational Behavior FINAL EXAM




Question 1

Which statement best describes the rational decision-making model?

A. Individuals rely primarily on intuition and emotions
B. Decision makers identify all relevant options objectively and without bias
C. Decisions are made using limited information and time constraints
D. Managers satisfice rather than optimize decisions

Correct Answer: B

Rationale:
The rational decision-making model assumes that decision makers are fully informed,
objective, and logical. It presumes individuals can identify all possible alternatives,
evaluate each without bias, and select the option that maximizes value. While this
model is idealized and rarely achieved in practice, it serves as a benchmark for
evaluating decision quality. Real-world limitations often prevent full rationality.




Question 2

,What best defines bounded rationality?

A. Decision makers always act irrationally
B. Individuals use emotions rather than logic
C. Simplified models are used due to cognitive limitations
D. Decisions are based solely on past experiences

✅ Correct Answer: C

Rationale:
Bounded rationality recognizes that human decision makers face limits in time,
information, and cognitive capacity. As a result, individuals construct simplified
models of reality rather than analyzing every possible option. This leads people to
satisfice—choosing acceptable solutions rather than optimal ones. The concept
explains why perfectly rational decision-making is rarely possible.




Question 3

An unconscious decision-making process developed from distilled experience is known
as:

A. Rational analysis
B. Programmed decision-making
C. Intuitive decision-making
D. Evidence-based management

✅ Correct Answer: C

Rationale:
Intuitive decision-making relies on subconscious processing derived from experience
and expertise. Rather than systematic analysis, individuals recognize patterns and
make quick judgments. This model is especially effective in familiar or high-pressure
situations. However, intuition can be flawed when biases or insufficient experience are
present.

,Question 4

The tendency to seek information that supports previous decisions while ignoring
contradictory data is called:

A. Anchoring bias
B. Availability bias
C. Confirmation bias
D. Halo effect

✅ Correct Answer: C

Rationale:
Confirmation bias occurs when individuals selectively gather or interpret information
that reinforces their existing beliefs or decisions. This bias reduces objectivity and can
lead to poor decision outcomes. Managers affected by confirmation bias may overlook
warning signs or alternative solutions. Awareness of this bias is critical for effective
decision-making.




Question 5

Fixating on initial information and failing to adequately adjust later judgments is
known as:

A. Availability bias
B. Anchoring bias
C. Hindsight bias
D. Attribution bias

✅ Correct Answer: B

Rationale:
Anchoring bias occurs when people rely too heavily on the first piece of information
they receive. Subsequent judgments are made by adjusting away from that anchor,
often insufficiently. This bias can distort negotiations, performance appraisals, and
financial estimates. Anchoring can persist even when new information is clearly more
relevant.

, Question 6

A manager gives greater weight to recent employee behaviors than to behaviors from
earlier in the year. This is an example of:

A. Confirmation bias
B. Anchoring bias
C. Availability bias
D. Self-serving bias

✅ Correct Answer: C

Rationale:
Availability bias leads individuals to rely on information that is most easily recalled.
Recent events are more vivid and accessible in memory, making them
disproportionately influential. In performance evaluations, this can cause unfair
assessments by overlooking long-term performance trends. Effective managers
counter this by maintaining documented performance records.




Question 7

If a manager is classified as a Theory X manager, which behavior is most likely?

A. Encouraging employee autonomy
B. Delegating decision-making authority
C. Strictly controlling work activities
D. Promoting self-directed teams

✅ Correct Answer: C

Rationale:
Theory X assumes employees inherently dislike work and must be closely supervised.
Managers holding this belief emphasize control, rules, and external motivation. They
often rely on strict oversight to ensure tasks are completed. This approach can limit
creativity and employee engagement.