WGU C715 Organizational Behavior Final Examination
- Western Governors University - Complete OA Study
Guide 2026/2027
Competency-Based | 75 Items | 120 min | Passing ≥ 80 % (≥ 60/75)
All scenarios are set in 2026/7 workplace realities: hybrid/remote teams, AI-augmented
workflows, Gen-Z majority, global matrix structures, ESG/DEI imperatives.
DOMAIN 1 Individual Behavior & Motivation in the Digital Workplace (Q 1–25)
Q1. Maya (26, software engineer) thrives when given autonomy to solve complex
problems and values skill mastery. She becomes disengaged when micromanaged. Her
motivation is BEST explained by:
A. Equity Theory (social comparison of inputs/outcomes)
B. Self-Determination Theory (autonomy & competence needs)
C. Expectancy Theory (effort-performance-reward calculation)
D. Herzberg—work itself is a hygiene factor
Correct: B
Rationale: SDT posits intrinsic drivers: autonomy, competence, relatedness. Maya’s
pattern matches autonomy & competence; no evidence of social comparison (A) or
explicit reward calculus (C). Herzberg: work is a motivator, not hygiene (D wrong).
Q2. During a virtual performance review, the manager says: “Your missed deadline is
clearly due to poor time management and lack of commitment.” This illustrates:
,A. Self-serving bias
B. Fundamental attribution error
C. Halo effect
D. Confirmation bias
Correct: B
Rationale: Manager attributes failure to internal/dispositional causes, ignoring
situational (remote-work) factors—classic fundamental attribution error.
Q3. A Gen-Z employee posts a Slack emoji (“ 😬”) after a leader’s tone-deaf joke. Which
Big-Five trait is MOST strongly displayed?
A. High conscientiousness
B. High neuroticism
C. High agreeableness
D. High openness
Correct: B
Rationale: Public display of discomfort signals emotional volatility—neuroticism facet of
anxiety/proneness to negative emotion.
Q4. A company introduces a four-day workweek (32 h, 100 % pay). Employee surveys
show motivation rose sharply. Which motivation theory BEST predicts this outcome?
A. Maslow—safety needs met
B. Herzberg—hygiene factor improved
C. Self-Determination—autonomy & work-life balance satisfied
,D. McClelland—need for power reduced
Correct: C
Rationale: Four-day week increases perceived autonomy and competence (time
ownership), core SDT needs. Pay unchanged → not hygiene (B).
Q5. A remote worker’s output drops 20 % after switching to asynchronous
communication. Equity theory predicts the employee will:
A. Increase inputs to match new communication load
B. Decrease inputs (effort) to restore perceived equity
C. Change referent others
D. Seek more intrinsic rewards
Correct: B
Rationale: Asynchronous tools raise cognitive load/time input; if perceived as
under-rewarded, equity theory predicts reduced effort to rebalance ratio.
Q6. Which feedback timing maximizes learning in a hybrid software team using AI
code-review assistants?
A. Annual performance review
B. Real-time inline comments from AI + weekly human coaching
C. Monthly email summary
D. End-of-project retrospective only
Correct: B
Rationale: Feedback intervention theory: immediate + human coaching balances
frequency & cognitive load, enhancing skill acquisition.
, Q7. A manager uses a “digital nudge” (automatic calendar block for deep work). This
leverages which psychological principle?
A. Operant conditioning
B. Goal-setting theory
C. Implementation intentions
D. Social learning
Correct: C
Rationale: Pre-committing time slots converts intention into scheduled
action—implementation intention.
Q8. An employee with high core self-evaluations (CSE) is given a stretch assignment.
Expected outcome:
A. Higher stress & burnout
B. Greater self-efficacy & persistence
C. Decreased job satisfaction
D. Reduced organizational commitment
Correct: B
Rationale: High CSE → positive self-concept → interprets stretch assignment as
opportunity, boosting efficacy & persistence.
Q9. Which reward aligns BEST with intrinsic motivation for a data-science team?
A. Stock options tied to company valuation
B. Public recognition at all-hands meeting
C. Subscription to advanced AI learning platform
- Western Governors University - Complete OA Study
Guide 2026/2027
Competency-Based | 75 Items | 120 min | Passing ≥ 80 % (≥ 60/75)
All scenarios are set in 2026/7 workplace realities: hybrid/remote teams, AI-augmented
workflows, Gen-Z majority, global matrix structures, ESG/DEI imperatives.
DOMAIN 1 Individual Behavior & Motivation in the Digital Workplace (Q 1–25)
Q1. Maya (26, software engineer) thrives when given autonomy to solve complex
problems and values skill mastery. She becomes disengaged when micromanaged. Her
motivation is BEST explained by:
A. Equity Theory (social comparison of inputs/outcomes)
B. Self-Determination Theory (autonomy & competence needs)
C. Expectancy Theory (effort-performance-reward calculation)
D. Herzberg—work itself is a hygiene factor
Correct: B
Rationale: SDT posits intrinsic drivers: autonomy, competence, relatedness. Maya’s
pattern matches autonomy & competence; no evidence of social comparison (A) or
explicit reward calculus (C). Herzberg: work is a motivator, not hygiene (D wrong).
Q2. During a virtual performance review, the manager says: “Your missed deadline is
clearly due to poor time management and lack of commitment.” This illustrates:
,A. Self-serving bias
B. Fundamental attribution error
C. Halo effect
D. Confirmation bias
Correct: B
Rationale: Manager attributes failure to internal/dispositional causes, ignoring
situational (remote-work) factors—classic fundamental attribution error.
Q3. A Gen-Z employee posts a Slack emoji (“ 😬”) after a leader’s tone-deaf joke. Which
Big-Five trait is MOST strongly displayed?
A. High conscientiousness
B. High neuroticism
C. High agreeableness
D. High openness
Correct: B
Rationale: Public display of discomfort signals emotional volatility—neuroticism facet of
anxiety/proneness to negative emotion.
Q4. A company introduces a four-day workweek (32 h, 100 % pay). Employee surveys
show motivation rose sharply. Which motivation theory BEST predicts this outcome?
A. Maslow—safety needs met
B. Herzberg—hygiene factor improved
C. Self-Determination—autonomy & work-life balance satisfied
,D. McClelland—need for power reduced
Correct: C
Rationale: Four-day week increases perceived autonomy and competence (time
ownership), core SDT needs. Pay unchanged → not hygiene (B).
Q5. A remote worker’s output drops 20 % after switching to asynchronous
communication. Equity theory predicts the employee will:
A. Increase inputs to match new communication load
B. Decrease inputs (effort) to restore perceived equity
C. Change referent others
D. Seek more intrinsic rewards
Correct: B
Rationale: Asynchronous tools raise cognitive load/time input; if perceived as
under-rewarded, equity theory predicts reduced effort to rebalance ratio.
Q6. Which feedback timing maximizes learning in a hybrid software team using AI
code-review assistants?
A. Annual performance review
B. Real-time inline comments from AI + weekly human coaching
C. Monthly email summary
D. End-of-project retrospective only
Correct: B
Rationale: Feedback intervention theory: immediate + human coaching balances
frequency & cognitive load, enhancing skill acquisition.
, Q7. A manager uses a “digital nudge” (automatic calendar block for deep work). This
leverages which psychological principle?
A. Operant conditioning
B. Goal-setting theory
C. Implementation intentions
D. Social learning
Correct: C
Rationale: Pre-committing time slots converts intention into scheduled
action—implementation intention.
Q8. An employee with high core self-evaluations (CSE) is given a stretch assignment.
Expected outcome:
A. Higher stress & burnout
B. Greater self-efficacy & persistence
C. Decreased job satisfaction
D. Reduced organizational commitment
Correct: B
Rationale: High CSE → positive self-concept → interprets stretch assignment as
opportunity, boosting efficacy & persistence.
Q9. Which reward aligns BEST with intrinsic motivation for a data-science team?
A. Stock options tied to company valuation
B. Public recognition at all-hands meeting
C. Subscription to advanced AI learning platform
