2026/2027
WGU C715 Organizational Behavior
Objective Assessment
Comprehensive Review and Quizzes
2026/2027
,2026/2027
Question 1
During a departmental planning meeting, Employee A repeatedly interrupts other
participants. Employee B later describes Employee A as disrespectful, although other
employees interpret the behavior as enthusiasm. Which combination of factors best
explains why Employee B may perceive the behavior differently?
A. Stimulation, task, and skills
B. Heredity, environment, and intelligence
C. Problem, criteria, and alternatives
D. Situation, target, and perceiver
Correct Answer: D. Situation, target, and perceiver
Rationale: Perception is influenced by characteristics of the perceiver, the target being
observed, and the situation in which the observation occurs. Employee B’s attitudes
and experiences, Employee A’s behavior, and the meeting environment all shape the
interpretation. The other options describe influences on learning, personality, or
decision-making rather than the primary factors involved in perception.
Question 2
Two employees respond differently when their project team encounters a difficult
problem. Employee B confidently proposes alternatives, sets challenging goals, and
believes the team can influence outcomes. Employee A prefers routine work, doubts
personal abilities, and believes external forces determine results. Which conclusion is
most accurate?
A. Employee A has a positive core self-evaluation, while Employee B has a negative
one.
B. Employee A has a negative core self-evaluation, while Employee B has a positive
one.
C. Both employees have negative core self-evaluations.
D. Both employees have positive core self-evaluations.
Correct Answer: B. Employee A has a negative core self-evaluation, while
Employee B has a positive one.
Rationale: Positive core self-evaluation involves self-confidence, emotional stability,
self-efficacy, and a belief in personal control. Employee B demonstrates these
qualities through initiative and ambitious goal setting. Employee A’s self-doubt,
preference for routine, and external locus of control indicate negative core self-
evaluation. The remaining choices incorrectly classify one or both employees’
psychological orientations.
,2026/2027
Question 3
A department manager enjoys making difficult decisions and supervising a broad
range of responsibilities. Although no additional salary or recognition is provided, the
manager feels personally fulfilled when the department succeeds. Which type of
reward is primarily motivating the manager?
A. Extrinsic reward
B. Intrinsic reward
C. Affiliation reward
D. Compensatory reward
Correct Answer: B. Intrinsic reward
Rationale: An intrinsic reward arises from the work itself, such as satisfaction,
accomplishment, responsibility, or personal growth. The manager is motivated by
internal fulfillment rather than money, recognition, or another externally provided
benefit. Extrinsic rewards come from outside the individual. Affiliation involves
relationships, while compensatory rewards usually refer to financial or material
payment for work performed.
Question 4
A supervisor considers broad-mindedness, courage, forgiveness, honesty, and
selfdiscipline essential qualities for guiding everyday behavior. How should these
values be classified?
A. Determinate values
B. Instrumental values
C. Terminal values
D. Transitory values
Correct Answer: B. Instrumental values
Rationale: Instrumental values describe preferred modes of conduct or ways a person
believes one should behave, such as honesty, courage, responsibility, and forgiveness.
Terminal values are desired end states, including freedom, prosperity, or world peace.
Determinate and transitory values are not the standard categories used to distinguish
behavioral means from desired life outcomes.
Question 5
Manager A supervises twice as many employees and organizational units as Manager
B, yet both receive identical compensation. After comparing responsibilities and
rewards, Manager A begins searching for another job. Which motivational theory best
explains this reaction?
, 2026/2027
A. Perception theory
B. Equity theory
C. Goal-setting theory
D. Reinforcement theory
Correct Answer: B. Equity theory
Rationale: Equity theory proposes that employees compare their outcome-to-input
ratios with those of relevant others. Manager A perceives greater inputs, including
responsibility and workload, without correspondingly greater outcomes. This
perceived inequity creates tension and motivates corrective action, such as leaving the
organization. The other theories address perception generally, goal characteristics, or
behavioral consequences rather than fairness comparisons.
Question 6
A production manager asks an employee to complete 24 assemblies per day, a level
higher than the employee has previously achieved. The manager also provides a tally
sheet so the employee can record each completed assembly. Which goal-setting
principles are most clearly being applied?
A. Specificity and feedback
B. Reflection and participation
C. Power and generalization
D. Direction and job rotation
Correct Answer: A. Specificity and feedback
Rationale: The target of 24 assemblies is specific and measurable, while the tally sheet
provides immediate progress feedback. Goal-setting theory indicates that specific,
challenging goals supported by feedback generally improve performance. Reflection,
power, and job rotation may influence employees in other ways, but they are not the
principal goal-setting mechanisms illustrated by the manager’s actions.
Question 7
A hospital expects the charge nurse to coordinate patient care, communicate with
physicians, supervise junior nurses, and respond to emergencies. These expected
patterns of behavior associated with the charge nurse’s position represent the nurse’s:
A. Group status
B. Group norm
C. Group conformity
D. Group role
WGU C715 Organizational Behavior
Objective Assessment
Comprehensive Review and Quizzes
2026/2027
,2026/2027
Question 1
During a departmental planning meeting, Employee A repeatedly interrupts other
participants. Employee B later describes Employee A as disrespectful, although other
employees interpret the behavior as enthusiasm. Which combination of factors best
explains why Employee B may perceive the behavior differently?
A. Stimulation, task, and skills
B. Heredity, environment, and intelligence
C. Problem, criteria, and alternatives
D. Situation, target, and perceiver
Correct Answer: D. Situation, target, and perceiver
Rationale: Perception is influenced by characteristics of the perceiver, the target being
observed, and the situation in which the observation occurs. Employee B’s attitudes
and experiences, Employee A’s behavior, and the meeting environment all shape the
interpretation. The other options describe influences on learning, personality, or
decision-making rather than the primary factors involved in perception.
Question 2
Two employees respond differently when their project team encounters a difficult
problem. Employee B confidently proposes alternatives, sets challenging goals, and
believes the team can influence outcomes. Employee A prefers routine work, doubts
personal abilities, and believes external forces determine results. Which conclusion is
most accurate?
A. Employee A has a positive core self-evaluation, while Employee B has a negative
one.
B. Employee A has a negative core self-evaluation, while Employee B has a positive
one.
C. Both employees have negative core self-evaluations.
D. Both employees have positive core self-evaluations.
Correct Answer: B. Employee A has a negative core self-evaluation, while
Employee B has a positive one.
Rationale: Positive core self-evaluation involves self-confidence, emotional stability,
self-efficacy, and a belief in personal control. Employee B demonstrates these
qualities through initiative and ambitious goal setting. Employee A’s self-doubt,
preference for routine, and external locus of control indicate negative core self-
evaluation. The remaining choices incorrectly classify one or both employees’
psychological orientations.
,2026/2027
Question 3
A department manager enjoys making difficult decisions and supervising a broad
range of responsibilities. Although no additional salary or recognition is provided, the
manager feels personally fulfilled when the department succeeds. Which type of
reward is primarily motivating the manager?
A. Extrinsic reward
B. Intrinsic reward
C. Affiliation reward
D. Compensatory reward
Correct Answer: B. Intrinsic reward
Rationale: An intrinsic reward arises from the work itself, such as satisfaction,
accomplishment, responsibility, or personal growth. The manager is motivated by
internal fulfillment rather than money, recognition, or another externally provided
benefit. Extrinsic rewards come from outside the individual. Affiliation involves
relationships, while compensatory rewards usually refer to financial or material
payment for work performed.
Question 4
A supervisor considers broad-mindedness, courage, forgiveness, honesty, and
selfdiscipline essential qualities for guiding everyday behavior. How should these
values be classified?
A. Determinate values
B. Instrumental values
C. Terminal values
D. Transitory values
Correct Answer: B. Instrumental values
Rationale: Instrumental values describe preferred modes of conduct or ways a person
believes one should behave, such as honesty, courage, responsibility, and forgiveness.
Terminal values are desired end states, including freedom, prosperity, or world peace.
Determinate and transitory values are not the standard categories used to distinguish
behavioral means from desired life outcomes.
Question 5
Manager A supervises twice as many employees and organizational units as Manager
B, yet both receive identical compensation. After comparing responsibilities and
rewards, Manager A begins searching for another job. Which motivational theory best
explains this reaction?
, 2026/2027
A. Perception theory
B. Equity theory
C. Goal-setting theory
D. Reinforcement theory
Correct Answer: B. Equity theory
Rationale: Equity theory proposes that employees compare their outcome-to-input
ratios with those of relevant others. Manager A perceives greater inputs, including
responsibility and workload, without correspondingly greater outcomes. This
perceived inequity creates tension and motivates corrective action, such as leaving the
organization. The other theories address perception generally, goal characteristics, or
behavioral consequences rather than fairness comparisons.
Question 6
A production manager asks an employee to complete 24 assemblies per day, a level
higher than the employee has previously achieved. The manager also provides a tally
sheet so the employee can record each completed assembly. Which goal-setting
principles are most clearly being applied?
A. Specificity and feedback
B. Reflection and participation
C. Power and generalization
D. Direction and job rotation
Correct Answer: A. Specificity and feedback
Rationale: The target of 24 assemblies is specific and measurable, while the tally sheet
provides immediate progress feedback. Goal-setting theory indicates that specific,
challenging goals supported by feedback generally improve performance. Reflection,
power, and job rotation may influence employees in other ways, but they are not the
principal goal-setting mechanisms illustrated by the manager’s actions.
Question 7
A hospital expects the charge nurse to coordinate patient care, communicate with
physicians, supervise junior nurses, and respond to emergencies. These expected
patterns of behavior associated with the charge nurse’s position represent the nurse’s:
A. Group status
B. Group norm
C. Group conformity
D. Group role
