C715 WGU Exam Questions With Correct
Answers!!
CONTRAST EFFECT
evaluation of a person's characteristics that is affected by comparisons with other people recently
encountered who rank higher or lower on the same characteristics
STEREOTYPING
judging someone on the basis of one's perception of the group to which it belongs
SELF-FULFILLING PROPHECY
a situation in which a person inaccurately perceives a second person, and the resulting
expectations cause the second person to behave in ways consistent with the original perception
RATIONAL DECISION-MAKING MODEL
a decision-making model that describes how individuals should behave in order to maximize
some outcomes
BOUNDED RATIONALITY
a process of making decisions by constructing simplified models that the essential features from
problems without capturing all their complexity
INTUITION DECISION-MAKING
an unconscious process distilled out of distilled experience
ANCHORING BIAS
a tendency to fixate on initial information from which one then fails to adequately adjust
for subsequent information
CONFIRMATION BIAS
the tendency to seek out information that reaffirms past choices and to discount information that
contradicts past judgments
,RISK ADVERSION
the tendency to prefer a sure gain of a moderate amount over a riskier outcome even if the riskier
outcome might have a higher expected payoff
MOTIVATION
the processes that account for an individuals intensity, direction, and persistence of effort
toward maintaining a goal
HIERARCHY OF NEEDS
abram maslow's _________ (5) physiological, safety, social, esteem, and self-actualization- in
which as each need is substantially satisfied, the next becomes dominant
LOWER ORDER NEEDS
needs that are satisfied externally, such as physiological and safety needs
SELF-ACTUALIZATION
the drive to become what a person is capable of becoming
HIGHER-ORDER NEEDS
needs that are satisfied internally, such as social, esteem, and self-actualization
THEORY X
the assumption that employees dislike work, are lazy, dislike responsibility, and must be
coerced to perform
THEORY Y
the assumption that employees like work, are creative, seek responsibility, and can exercise
self-direction
HYGIENE FACTORS
factors, such as company policy, and administration, supervision, and salary- that when adequate in
a job, placates workers. When these factors are adequate, people will not be dissatisfied
, MCCLELLANDS THEORY OF NEEDS
a theory that states achievement, power and affiliation are three important needs that help
explain motivation
COGNITIVE EVALUATION THEORY
a version of self determination theory which holds that allocating extrinsic rewards for behavior
that had been previously intrinsically rewarding tends to decrease the overall level of motivation
if the rewards are seen as controlling
SELF-CONCORDANCE
the degree to which peoples' reasons for pursuing goals are consistent with their interests or
core values
MANAGEMENT BY OBJECTIVES (MBO)
a program that encompasses specific goals, participatively set, for an explicit time period, with
feedback on goal progress
DISTRIBUTIVE JUSTICE
perceived fairness of the amount and allocation of rewards among individuals
INTERACTIONAL JUSTICE
the perceived degree to which an individual is treated with dignity, concern, and respect
GROUP
2 or more individuals interacting and interdependent, who have come together to
achieve particular objectives
FORMAL GROUP
a designated work group defined by an organization's structure
INFORMAL GROUP
a group that is neither formally structured nor organizationally determined: such a group
appears in response to the need for social contact
Answers!!
CONTRAST EFFECT
evaluation of a person's characteristics that is affected by comparisons with other people recently
encountered who rank higher or lower on the same characteristics
STEREOTYPING
judging someone on the basis of one's perception of the group to which it belongs
SELF-FULFILLING PROPHECY
a situation in which a person inaccurately perceives a second person, and the resulting
expectations cause the second person to behave in ways consistent with the original perception
RATIONAL DECISION-MAKING MODEL
a decision-making model that describes how individuals should behave in order to maximize
some outcomes
BOUNDED RATIONALITY
a process of making decisions by constructing simplified models that the essential features from
problems without capturing all their complexity
INTUITION DECISION-MAKING
an unconscious process distilled out of distilled experience
ANCHORING BIAS
a tendency to fixate on initial information from which one then fails to adequately adjust
for subsequent information
CONFIRMATION BIAS
the tendency to seek out information that reaffirms past choices and to discount information that
contradicts past judgments
,RISK ADVERSION
the tendency to prefer a sure gain of a moderate amount over a riskier outcome even if the riskier
outcome might have a higher expected payoff
MOTIVATION
the processes that account for an individuals intensity, direction, and persistence of effort
toward maintaining a goal
HIERARCHY OF NEEDS
abram maslow's _________ (5) physiological, safety, social, esteem, and self-actualization- in
which as each need is substantially satisfied, the next becomes dominant
LOWER ORDER NEEDS
needs that are satisfied externally, such as physiological and safety needs
SELF-ACTUALIZATION
the drive to become what a person is capable of becoming
HIGHER-ORDER NEEDS
needs that are satisfied internally, such as social, esteem, and self-actualization
THEORY X
the assumption that employees dislike work, are lazy, dislike responsibility, and must be
coerced to perform
THEORY Y
the assumption that employees like work, are creative, seek responsibility, and can exercise
self-direction
HYGIENE FACTORS
factors, such as company policy, and administration, supervision, and salary- that when adequate in
a job, placates workers. When these factors are adequate, people will not be dissatisfied
, MCCLELLANDS THEORY OF NEEDS
a theory that states achievement, power and affiliation are three important needs that help
explain motivation
COGNITIVE EVALUATION THEORY
a version of self determination theory which holds that allocating extrinsic rewards for behavior
that had been previously intrinsically rewarding tends to decrease the overall level of motivation
if the rewards are seen as controlling
SELF-CONCORDANCE
the degree to which peoples' reasons for pursuing goals are consistent with their interests or
core values
MANAGEMENT BY OBJECTIVES (MBO)
a program that encompasses specific goals, participatively set, for an explicit time period, with
feedback on goal progress
DISTRIBUTIVE JUSTICE
perceived fairness of the amount and allocation of rewards among individuals
INTERACTIONAL JUSTICE
the perceived degree to which an individual is treated with dignity, concern, and respect
GROUP
2 or more individuals interacting and interdependent, who have come together to
achieve particular objectives
FORMAL GROUP
a designated work group defined by an organization's structure
INFORMAL GROUP
a group that is neither formally structured nor organizationally determined: such a group
appears in response to the need for social contact
