WGU C484 Organizational Behavior and Leadership
questions with verified answers
accommodating Ans✓✓✓ In conflict, the willingness of one party in a conflict to
place the opponent's interests above his or her own
adjourning stage Ans✓✓✓ The final stage in group development for temporary
groups, characterized by concern with wrapping up activities rather than task
performance
agreeableness Ans✓✓✓ A Big Five personality dimension that describes
someone who is good-natured, cooperative, and trusting
anchoring bias Ans✓✓✓ A tendency to fixate on initial information, from which
one then fails to adequately adjust for subsequent information
anthopology Ans✓✓✓ The study of societies to learn about human beings and
their activities
arbitrator Ans✓✓✓ A third party to a negotiation who has the authority to
dictate an agreement
arousal Ans✓✓✓ When you get someone "psyched up" and they perform better
assessment centers Ans✓✓✓ A set of performance-simulation tests designed to
evaluate a candidate's managerial potential
,attribution theory Ans✓✓✓ An attempt to determine whether an individual's
behavior is internally or externally caused
attribution theory of leadership Ans✓✓✓ A leadership theory that says that
leadership is merely an attribution that people make about other individuals
authentic leaders Ans✓✓✓ Leaders who know who they are, know what they
believe in and value, and act on those values and beliefs openly and candidly.
Their followers would consider them to be ethical people
availability bias Ans✓✓✓ The tendency for people to base their judgments on
information that is readily available to them
avoiding Ans✓✓✓ In conflict, the desire to withdraw from or suppress a conflict
behavioral theories of leadership Ans✓✓✓ Theories proposing that specific
behaviors differentiate leaders from nonleaders
behaviorally anchored rating scales (BARS) Ans✓✓✓ Scales that combine major
elements from the critical incident and graphic rating scale approaches. The
appraiser rates the employees based on items along a continuum, but the points
are examples of actual behavior on the given job rather than general descriptions
or traits
behaviorism Ans✓✓✓ A theory that argues that behavior follows stimuli in a
relatively unthinking manner
,Big Five model Ans✓✓✓ A personality assessment model that taps five basic
dimensions
bounded rationality Ans✓✓✓ A process of making decisions by constructing
simplified models that extract the essential features from problems without
capturing all their complexity
brainstorming Ans✓✓✓ An idea-generation process that specifically encourages
any and all alternatives while withholding any criticism of those alternatives
charismatic leadership theory Ans✓✓✓ A leadership theory that states that
followers make attributions of heroic or extraordinary leadership abilities when
they observe certain behaviors
citizenship behavior Ans✓✓✓ Discretionary behavior that contributes to the
psychological and social environment of the workplace
citizenship Ans✓✓✓ Actions that contribute to the psychological environment of
the organization, such as helping others when not required
coercive power Ans✓✓✓ A power base that is dependent on fear of the negative
results from failing to comply
cognitive evaluation theory Ans✓✓✓ 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
, cohesiveness Ans✓✓✓ The degree to which group members are attracted to
each other and are motivated to stay in the group
collaborating Ans✓✓✓ In conflict, a situation in which the parties to a conflict
each desire to satisfy fully the concerns of all parties
competing Ans✓✓✓ In conflict, a desire to satisfy one's interests, regardless of
the impact on the other party to the conflict
compromising Ans✓✓✓ In conflict, a situation in which each party to a conflict is
willing to give up something
conceptual skills Ans✓✓✓ The mental ability to analyze and diagnose complex
situations
conciliator Ans✓✓✓ A trusted third party who provides an informal
communication link between the negotiator and the opponent
confirmation bias Ans✓✓✓ The tendency to seek out information that reaffirms
past choices and to discount information that contradicts past judgments
conflict Ans✓✓✓ A process that begins when one party perceives that another
party has negatively affected, or is about to negatively affect, something that the
first party cares about
conflict management Ans✓✓✓ The use of resolution and stimulation techniques
to achieve the desired level of conflict
questions with verified answers
accommodating Ans✓✓✓ In conflict, the willingness of one party in a conflict to
place the opponent's interests above his or her own
adjourning stage Ans✓✓✓ The final stage in group development for temporary
groups, characterized by concern with wrapping up activities rather than task
performance
agreeableness Ans✓✓✓ A Big Five personality dimension that describes
someone who is good-natured, cooperative, and trusting
anchoring bias Ans✓✓✓ A tendency to fixate on initial information, from which
one then fails to adequately adjust for subsequent information
anthopology Ans✓✓✓ The study of societies to learn about human beings and
their activities
arbitrator Ans✓✓✓ A third party to a negotiation who has the authority to
dictate an agreement
arousal Ans✓✓✓ When you get someone "psyched up" and they perform better
assessment centers Ans✓✓✓ A set of performance-simulation tests designed to
evaluate a candidate's managerial potential
,attribution theory Ans✓✓✓ An attempt to determine whether an individual's
behavior is internally or externally caused
attribution theory of leadership Ans✓✓✓ A leadership theory that says that
leadership is merely an attribution that people make about other individuals
authentic leaders Ans✓✓✓ Leaders who know who they are, know what they
believe in and value, and act on those values and beliefs openly and candidly.
Their followers would consider them to be ethical people
availability bias Ans✓✓✓ The tendency for people to base their judgments on
information that is readily available to them
avoiding Ans✓✓✓ In conflict, the desire to withdraw from or suppress a conflict
behavioral theories of leadership Ans✓✓✓ Theories proposing that specific
behaviors differentiate leaders from nonleaders
behaviorally anchored rating scales (BARS) Ans✓✓✓ Scales that combine major
elements from the critical incident and graphic rating scale approaches. The
appraiser rates the employees based on items along a continuum, but the points
are examples of actual behavior on the given job rather than general descriptions
or traits
behaviorism Ans✓✓✓ A theory that argues that behavior follows stimuli in a
relatively unthinking manner
,Big Five model Ans✓✓✓ A personality assessment model that taps five basic
dimensions
bounded rationality Ans✓✓✓ A process of making decisions by constructing
simplified models that extract the essential features from problems without
capturing all their complexity
brainstorming Ans✓✓✓ An idea-generation process that specifically encourages
any and all alternatives while withholding any criticism of those alternatives
charismatic leadership theory Ans✓✓✓ A leadership theory that states that
followers make attributions of heroic or extraordinary leadership abilities when
they observe certain behaviors
citizenship behavior Ans✓✓✓ Discretionary behavior that contributes to the
psychological and social environment of the workplace
citizenship Ans✓✓✓ Actions that contribute to the psychological environment of
the organization, such as helping others when not required
coercive power Ans✓✓✓ A power base that is dependent on fear of the negative
results from failing to comply
cognitive evaluation theory Ans✓✓✓ 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
, cohesiveness Ans✓✓✓ The degree to which group members are attracted to
each other and are motivated to stay in the group
collaborating Ans✓✓✓ In conflict, a situation in which the parties to a conflict
each desire to satisfy fully the concerns of all parties
competing Ans✓✓✓ In conflict, a desire to satisfy one's interests, regardless of
the impact on the other party to the conflict
compromising Ans✓✓✓ In conflict, a situation in which each party to a conflict is
willing to give up something
conceptual skills Ans✓✓✓ The mental ability to analyze and diagnose complex
situations
conciliator Ans✓✓✓ A trusted third party who provides an informal
communication link between the negotiator and the opponent
confirmation bias Ans✓✓✓ The tendency to seek out information that reaffirms
past choices and to discount information that contradicts past judgments
conflict Ans✓✓✓ A process that begins when one party perceives that another
party has negatively affected, or is about to negatively affect, something that the
first party cares about
conflict management Ans✓✓✓ The use of resolution and stimulation techniques
to achieve the desired level of conflict
