WGU C715 ORGANIZATIONAL BEHAVIOR:
EXAM (LATEST 2026/2027 UPDATE), WITH
CORRECT/ACCURATE ANSWERS
WGU C715 ORGANIZATIONAL BEHAVIOR
WGU C715 – Organizational Behavior
Question 1
If a manager relies on critical incidents as a method of performance evaluation,
what will primarily characterize the appraisal process?
A. Employees will typically receive below-average ratings
B. The evaluator’s writing ability will strongly influence results
C. Employees will become more motivated to exceed goals
D. The evaluation will emphasize specific, observable behaviors
E. The evaluation will be extremely costly to conduct
Correct Answer: D
Rationale 1:
The critical incidents method focuses on documenting specific examples of effective
and ineffective employee behaviors. Rather than relying on general impressions,
evaluators record concrete actions that directly affect performance outcomes. This
approach increases objectivity by centering the appraisal on job-related behaviors
rather than personal traits. As a result, feedback tends to be more actionable and
defensible.
Question 2
According to equity theory, individuals evaluate fairness in the workplace by
comparing which of the following?
,A. Their effort to their personal satisfaction
B. Their outcomes to their job responsibilities
C. Their input-to-outcome ratio to that of others
D. Their pay level to organizational profits
Correct Answer: C
Rationale 2:
Equity theory proposes that individuals assess fairness by comparing the ratio of what
they contribute (inputs such as effort, experience, and skill) to what they receive
(outcomes such as pay and recognition) against others’ ratios. When individuals
perceive inequity, they may adjust their behavior to restore balance. These
adjustments can include reducing effort, increasing complaints, or leaving the
organization. Perceived fairness strongly influences motivation and job satisfaction.
Question 3
Individuals who score high on which trait are best able to adjust their behavior
based on situational demands?
A. Self-efficacy
B. Emotional stability
C. Self-monitoring
D. Conscientiousness
Correct Answer: C
Rationale 3:
High self-monitors are particularly skilled at reading social cues and modifying their
behavior to fit different situations. They tend to be flexible, adaptable, and socially
aware. This ability allows them to perform effectively across varied roles and
environments. In contrast, low self-monitors behave more consistently regardless of
context.
,Question 4
Employees who report unethical or illegal activities committed by their organization to
external authorities are known as:
A. Organizational dissidents
B. Ethical auditors
C. Compliance officers
D. Whistleblowers
Correct Answer: D
Rationale 4:
Whistleblowers are individuals who expose unethical or illegal practices to parties
outside the organization, such as regulators or the media. While whistleblowing can
protect public interests, it often places the individual at personal or professional risk.
Organizations with strong ethical cultures are more likely to address concerns
internally, reducing the need for external reporting. Legal protections exist in many
jurisdictions to safeguard whistleblowers.
Question 5
Jackie believes she earns significantly less than her coworkers and responds by taking
extended breaks and reducing effort. This behavior reflects a perceived lack of which
type of organizational justice?
A. Procedural justice
B. Interactional justice
C. Distributive justice
D. Informational justice
Correct Answer: C
Rationale 5:
Distributive justice concerns the perceived fairness of outcomes such as pay,
promotions, and rewards. When employees believe rewards are distributed unfairly,
they may reduce effort to restore perceived equity. Jackie’s behavior demonstrates an
attempt to balance her input with what she perceives as inadequate outcomes. Such
reactions can negatively affect productivity and morale.
, Question 6
Which personality assessment is the most widely used and categorizes individuals
using preferences such as Extraversion–Introversion and Thinking–Feeling?
A. Big Five Personality Inventory
B. Minnesota Multiphasic Personality Inventory
C. Myers-Briggs Type Indicator
D. Hogan Personality Inventory
Correct Answer: C
Rationale 6:
The Myers-Briggs Type Indicator (MBTI) classifies individuals into 16 personality types
based on four dichotomies. It is frequently used in organizational settings for team
building and leadership development. Although popular, it is often criticized for limited
predictive validity in job performance. Nevertheless, it remains one of the most
recognized personality assessments globally.
Question 7
Which personality trait is characterized by arrogance, entitlement, and an excessive
need for admiration?
A. Machiavellianism
B. Narcissism
C. Psychopathy
D. Emotional instability
Correct Answer: B
Rationale 7:
Narcissism involves an inflated sense of self-importance and a strong desire for
admiration. Narcissistic individuals may initially appear confident and charismatic but
often struggle with empathy and collaboration. In leadership roles, moderate
EXAM (LATEST 2026/2027 UPDATE), WITH
CORRECT/ACCURATE ANSWERS
WGU C715 ORGANIZATIONAL BEHAVIOR
WGU C715 – Organizational Behavior
Question 1
If a manager relies on critical incidents as a method of performance evaluation,
what will primarily characterize the appraisal process?
A. Employees will typically receive below-average ratings
B. The evaluator’s writing ability will strongly influence results
C. Employees will become more motivated to exceed goals
D. The evaluation will emphasize specific, observable behaviors
E. The evaluation will be extremely costly to conduct
Correct Answer: D
Rationale 1:
The critical incidents method focuses on documenting specific examples of effective
and ineffective employee behaviors. Rather than relying on general impressions,
evaluators record concrete actions that directly affect performance outcomes. This
approach increases objectivity by centering the appraisal on job-related behaviors
rather than personal traits. As a result, feedback tends to be more actionable and
defensible.
Question 2
According to equity theory, individuals evaluate fairness in the workplace by
comparing which of the following?
,A. Their effort to their personal satisfaction
B. Their outcomes to their job responsibilities
C. Their input-to-outcome ratio to that of others
D. Their pay level to organizational profits
Correct Answer: C
Rationale 2:
Equity theory proposes that individuals assess fairness by comparing the ratio of what
they contribute (inputs such as effort, experience, and skill) to what they receive
(outcomes such as pay and recognition) against others’ ratios. When individuals
perceive inequity, they may adjust their behavior to restore balance. These
adjustments can include reducing effort, increasing complaints, or leaving the
organization. Perceived fairness strongly influences motivation and job satisfaction.
Question 3
Individuals who score high on which trait are best able to adjust their behavior
based on situational demands?
A. Self-efficacy
B. Emotional stability
C. Self-monitoring
D. Conscientiousness
Correct Answer: C
Rationale 3:
High self-monitors are particularly skilled at reading social cues and modifying their
behavior to fit different situations. They tend to be flexible, adaptable, and socially
aware. This ability allows them to perform effectively across varied roles and
environments. In contrast, low self-monitors behave more consistently regardless of
context.
,Question 4
Employees who report unethical or illegal activities committed by their organization to
external authorities are known as:
A. Organizational dissidents
B. Ethical auditors
C. Compliance officers
D. Whistleblowers
Correct Answer: D
Rationale 4:
Whistleblowers are individuals who expose unethical or illegal practices to parties
outside the organization, such as regulators or the media. While whistleblowing can
protect public interests, it often places the individual at personal or professional risk.
Organizations with strong ethical cultures are more likely to address concerns
internally, reducing the need for external reporting. Legal protections exist in many
jurisdictions to safeguard whistleblowers.
Question 5
Jackie believes she earns significantly less than her coworkers and responds by taking
extended breaks and reducing effort. This behavior reflects a perceived lack of which
type of organizational justice?
A. Procedural justice
B. Interactional justice
C. Distributive justice
D. Informational justice
Correct Answer: C
Rationale 5:
Distributive justice concerns the perceived fairness of outcomes such as pay,
promotions, and rewards. When employees believe rewards are distributed unfairly,
they may reduce effort to restore perceived equity. Jackie’s behavior demonstrates an
attempt to balance her input with what she perceives as inadequate outcomes. Such
reactions can negatively affect productivity and morale.
, Question 6
Which personality assessment is the most widely used and categorizes individuals
using preferences such as Extraversion–Introversion and Thinking–Feeling?
A. Big Five Personality Inventory
B. Minnesota Multiphasic Personality Inventory
C. Myers-Briggs Type Indicator
D. Hogan Personality Inventory
Correct Answer: C
Rationale 6:
The Myers-Briggs Type Indicator (MBTI) classifies individuals into 16 personality types
based on four dichotomies. It is frequently used in organizational settings for team
building and leadership development. Although popular, it is often criticized for limited
predictive validity in job performance. Nevertheless, it remains one of the most
recognized personality assessments globally.
Question 7
Which personality trait is characterized by arrogance, entitlement, and an excessive
need for admiration?
A. Machiavellianism
B. Narcissism
C. Psychopathy
D. Emotional instability
Correct Answer: B
Rationale 7:
Narcissism involves an inflated sense of self-importance and a strong desire for
admiration. Narcissistic individuals may initially appear confident and charismatic but
often struggle with empathy and collaboration. In leadership roles, moderate
