WGU C715 Organizational Behavior Final
Exam 2025/2026 – Verified Questions with
Correct Answers and Explanations
Question 1
In a remote work environment at TechNova Inc., a project manager notices that team members
are struggling with motivation due to limited face-to-face interactions. To address this, the
manager implements virtual team-building activities and personalized feedback sessions. This
approach primarily applies which motivation theory?
A. Maslow's Hierarchy of Needs B. Herzberg's Two-Factor Theory C. Self-Determination
Theory D. Equity Theory
Expert Rationale: Self-Determination Theory emphasizes the fulfillment of psychological
needs for autonomy, competence, and relatedness to foster intrinsic motivation. In remote
settings, virtual activities enhance relatedness by building connections, while feedback supports
competence, directly addressing the lack of interactions.
Question 2
Sarah, a sales supervisor at RetailMax, observes that her team performs better when she provides
clear goals and regular progress updates. This scenario best illustrates the application of:
A. Expectancy Theory B. Goal-Setting Theory C. Reinforcement Theory D. Job Characteristics
Model
Expert Rationale: Goal-Setting Theory posits that specific, challenging goals with feedback
improve performance by directing attention and encouraging persistence. Sarah's clear goals and
updates align with these elements, leading to enhanced team output in a sales context.
Question 3
At GlobalConsult, employees in the marketing department report feeling undervalued because
their bonuses are lower than those in sales, despite similar workloads. To resolve this, HR
introduces a transparent salary benchmarking system. This intervention targets:
,A. Procedural Justice B. Distributive Justice C. Equity Theory D. Interactional Justice
Expert Rationale: Equity Theory explains that perceived unfairness arises from input-output
imbalances compared to referents. Transparent benchmarking restores equity by ensuring
rewards match contributions, reducing dissatisfaction and turnover intentions.
Question 4
During a merger at FusionCorp, resistance from middle managers is high due to fears of role
changes. The CEO hosts town halls to explain benefits and involve them in transition planning.
This strategy leverages:
A. Coercive Power B. Participative Management C. Transactional Leadership D. Directive
Influence
Expert Rationale: Participative management reduces resistance by giving employees a voice,
fostering commitment through involvement. In mergers, this builds trust and aligns behaviors
with change objectives, per Lewin's change model.
Question 5
In a high-stress call center at ServiceLink, turnover is rising as agents feel their efforts go
unnoticed. Implementing a peer recognition program where top performers nominate colleagues
for small rewards applies which principle?
A. Operant Conditioning B. Social Learning Theory C. Positive Reinforcement D. Extinction
Expert Rationale: Positive Reinforcement strengthens desired behaviors by providing rewards
immediately after occurrence, increasing their frequency. Peer nominations in call centers boost
morale and retention by linking recognition to performance.
Question 6
A product development team at InnovateLabs is diverse in nationality and expertise but
frequently miscommunicates due to differing communication styles. Adopting a structured
agenda for meetings with visual aids would primarily address:
A. Semantic Barriers B. Cultural Noise in Communication C. Filtering D. Information
Overload
, Expert Rationale: Cultural noise arises from varying norms in diverse teams, leading to
misunderstandings. Structured agendas and visuals clarify intent, reducing ambiguity and
enhancing cross-cultural collaboration.
Question 7
Under new CEO leadership at RenewEnergy, the focus shifts from cost-cutting to innovation.
Employees adopt creative problem-solving as the leader models brainstorming sessions. This
exemplifies:
A. Contingency Theory B. Path-Goal Theory C. Transformational Leadership D. Laissez-
Faire Leadership
Expert Rationale: Transformational Leadership inspires followers through idealized influence
and intellectual stimulation, fostering innovation. Modeling behaviors encourages employees to
internalize and apply new approaches.
Question 8
In a matrix structure at MultiProj Inc., employees report conflicting priorities from functional
and project managers. To mitigate this, the organization clarifies dual reporting lines with joint
performance reviews. This resolves issues related to:
A. Centralization B. Role Conflict C. Span of Control D. Formalization
Expert Rationale: Role Conflict occurs when demands from multiple roles are incompatible.
Clarifying lines and joint reviews align expectations, reducing stress and improving coordination
in matrix setups.
Question 9
At HealthCare Plus, nurses feel demotivated by repetitive tasks with little autonomy.
Redesigning shifts to allow self-scheduling and task rotation applies the:
A. Hygiene Factors B. Core Job Dimensions C. Alderfer's ERG Theory D. McClelland's Needs
Expert Rationale: The Job Characteristics Model identifies autonomy and task variety as core
dimensions that enhance internal motivation via critical psychological states. Rotation addresses
monotony, boosting satisfaction.
Exam 2025/2026 – Verified Questions with
Correct Answers and Explanations
Question 1
In a remote work environment at TechNova Inc., a project manager notices that team members
are struggling with motivation due to limited face-to-face interactions. To address this, the
manager implements virtual team-building activities and personalized feedback sessions. This
approach primarily applies which motivation theory?
A. Maslow's Hierarchy of Needs B. Herzberg's Two-Factor Theory C. Self-Determination
Theory D. Equity Theory
Expert Rationale: Self-Determination Theory emphasizes the fulfillment of psychological
needs for autonomy, competence, and relatedness to foster intrinsic motivation. In remote
settings, virtual activities enhance relatedness by building connections, while feedback supports
competence, directly addressing the lack of interactions.
Question 2
Sarah, a sales supervisor at RetailMax, observes that her team performs better when she provides
clear goals and regular progress updates. This scenario best illustrates the application of:
A. Expectancy Theory B. Goal-Setting Theory C. Reinforcement Theory D. Job Characteristics
Model
Expert Rationale: Goal-Setting Theory posits that specific, challenging goals with feedback
improve performance by directing attention and encouraging persistence. Sarah's clear goals and
updates align with these elements, leading to enhanced team output in a sales context.
Question 3
At GlobalConsult, employees in the marketing department report feeling undervalued because
their bonuses are lower than those in sales, despite similar workloads. To resolve this, HR
introduces a transparent salary benchmarking system. This intervention targets:
,A. Procedural Justice B. Distributive Justice C. Equity Theory D. Interactional Justice
Expert Rationale: Equity Theory explains that perceived unfairness arises from input-output
imbalances compared to referents. Transparent benchmarking restores equity by ensuring
rewards match contributions, reducing dissatisfaction and turnover intentions.
Question 4
During a merger at FusionCorp, resistance from middle managers is high due to fears of role
changes. The CEO hosts town halls to explain benefits and involve them in transition planning.
This strategy leverages:
A. Coercive Power B. Participative Management C. Transactional Leadership D. Directive
Influence
Expert Rationale: Participative management reduces resistance by giving employees a voice,
fostering commitment through involvement. In mergers, this builds trust and aligns behaviors
with change objectives, per Lewin's change model.
Question 5
In a high-stress call center at ServiceLink, turnover is rising as agents feel their efforts go
unnoticed. Implementing a peer recognition program where top performers nominate colleagues
for small rewards applies which principle?
A. Operant Conditioning B. Social Learning Theory C. Positive Reinforcement D. Extinction
Expert Rationale: Positive Reinforcement strengthens desired behaviors by providing rewards
immediately after occurrence, increasing their frequency. Peer nominations in call centers boost
morale and retention by linking recognition to performance.
Question 6
A product development team at InnovateLabs is diverse in nationality and expertise but
frequently miscommunicates due to differing communication styles. Adopting a structured
agenda for meetings with visual aids would primarily address:
A. Semantic Barriers B. Cultural Noise in Communication C. Filtering D. Information
Overload
, Expert Rationale: Cultural noise arises from varying norms in diverse teams, leading to
misunderstandings. Structured agendas and visuals clarify intent, reducing ambiguity and
enhancing cross-cultural collaboration.
Question 7
Under new CEO leadership at RenewEnergy, the focus shifts from cost-cutting to innovation.
Employees adopt creative problem-solving as the leader models brainstorming sessions. This
exemplifies:
A. Contingency Theory B. Path-Goal Theory C. Transformational Leadership D. Laissez-
Faire Leadership
Expert Rationale: Transformational Leadership inspires followers through idealized influence
and intellectual stimulation, fostering innovation. Modeling behaviors encourages employees to
internalize and apply new approaches.
Question 8
In a matrix structure at MultiProj Inc., employees report conflicting priorities from functional
and project managers. To mitigate this, the organization clarifies dual reporting lines with joint
performance reviews. This resolves issues related to:
A. Centralization B. Role Conflict C. Span of Control D. Formalization
Expert Rationale: Role Conflict occurs when demands from multiple roles are incompatible.
Clarifying lines and joint reviews align expectations, reducing stress and improving coordination
in matrix setups.
Question 9
At HealthCare Plus, nurses feel demotivated by repetitive tasks with little autonomy.
Redesigning shifts to allow self-scheduling and task rotation applies the:
A. Hygiene Factors B. Core Job Dimensions C. Alderfer's ERG Theory D. McClelland's Needs
Expert Rationale: The Job Characteristics Model identifies autonomy and task variety as core
dimensions that enhance internal motivation via critical psychological states. Rotation addresses
monotony, boosting satisfaction.
