WGU C715 Organizational
Behaviour objective assessment,
WGU C484 Organizational
Behaviour and Leadership Guide
with 100% Verified Questions and
Answers Latest Updated 2026/2027.
characteristics that describe an individual's behavior. - anspersonality
characteristics that describe an individual's behavior in a large number of situations -
anspersonality traits
A personality test that taps four characteristics and classifies Behavior - ansMyers-Briggs
Type Indicator (MBTI)
A personality assessment model that taps five basic dimensions. extraversion, agreeableness,
openness, conscientiousness, and neuroticism. - ansBig Five Model
A personality describing someone who is sociable and assertive (confident and forceful ) -
ansextraversion
A personality that describes someone who is good natured, cooperative, and trusting. -
ansagreeableness
A personality that describes someone who is responsible, dependable, persistent, and
organized. - ansconscientiousness
A personality that characterizes someone as calm, self-confident, and insecure. -
ansemotional stability
A personality that characterizes someone in terms of imagination, sensitivity, and curiosity. -
ansopenness to experience
Bottom-line conclusions individuals have about their capabilities, competence, and worth as a
person. - anscore self-evaluation
The degree to which an individual is pragmatic, maintains emotional distance, and believes
that ends can justify means. - ansMachiavellianism
The tendency to be arrogant, self-importance, require excessive admiration, and have a sense
of entitlement. - ansnarcissism
where an individual's has ability to adjust his or her behavior to external, situational factors. -
ansself-monitoring
People who identify opportunities, show initiative, take action, and persevere until
meaningful change occurs. - ansproactive personality
Basic convictions that a specific mode of conduct or end-state of existence is personally or
socially preferable to an opposite or converse mode of conduct or end-state of existence. -
ansvalues
A hierarchy based on a ranking of an individual's values in terms of their intensity. - ansvalue
system
Values that we work towards (happiness, self-respect, family security, recognition) -
ansterminal values
Core values that are permanent in nature (honesty, sincerity, ambition, independence) -
ansinstrumental values
A theory that identifies six personality types and proposes that the fit between personality
type and occupational environment determines satisfaction and turnover. - anspersonality
Job-fit theory
,WGU C715 Organizational
Behaviour objective assessment,
WGU C484 Organizational
Behaviour and Leadership Guide
with 100% Verified Questions and
Answers Latest Updated 2026/2027.
where society accepts that power in institutions and organizations is distributed unequally. -
anspower distance
where people prefer to act as individuals rather than as members of groups. -
ansindividualism
A national culture attribute that describes a tight social framework in which people expect
others in groups of which they are a part to look after them and protect them. -
anscollectivism
where culture favors traditional masculine work roles of achievement, power, and control. -
ansmasculinity
indicates little differentiation between male and female roles; where women are treated as the
equals of men in all aspects of the society. - ansfemininity
A national culture attribute that describes the extent to which a society feels threatened by
uncertain and ambiguous situations and tries to avoid them. - ansuncertainty avoidance
A national culture attribute that emphasizes the future, thrift, and persistence. - anslong-term
orientation
A national culture attribute that emphasizes the past and present, respect for tradition, and
fulfillment of social obligations. people value the here and now; they accept change more
readily and don't see commitments as impediments to change. - ansshort-term orientation
factors determined at conception; one's biological, physiological, and inherent psychological
makeup. - ansheredity
A process by which individuals organize and interpret their sensory impressions in order to
give meaning to their environment. - ansPerception
An attempt to determine whether an individual's behavior is internally or externally caused. -
ansattribution theory
The tendency to underestimate the influence of external factors and overestimate the
influence of internal factors when making judgments about the behavior of others. -
ansfundamental attribution error
The tendency for individuals to attribute their own successes to internal factors and put the
blame for failures on external factors. - ansself-serving bias
The tendency to selectively interpret what one sees on the basis of one's interests,
background, experience, and attitudes. - ansselective perception
The tendency to draw a general impression about an individual on the basis of a single
characteristic. - anshalo 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. - anscontrast
effect
Judging someone on the basis of one's perception of the group to which that person belongs. -
ansstereotyping
Causing something to happen by believing it will come true. - ansself-fulfilling prophecy
,WGU C715 Organizational
Behaviour objective assessment,
WGU C484 Organizational
Behaviour and Leadership Guide
with 100% Verified Questions and
Answers Latest Updated 2026/2027.
Choices made from among two or more alternatives. - ansdecisions
A discrepancy between the current state of affairs and some desired state. - ansproblem
Characterized by making consistent, value-maximizing choices within specified constraints. -
ansrational
A decision-making model that describes how individuals should behave in order to maximize
some outcome. - ansrational decision-making model
1. Define the problem. 2. Identify the decision criteria. 3. Allocate weights to the criteria. 4.
Develop the alternatives. 5. Evaluate the alternatives. 6. Select the best alternative. - ansSteps
in the rational decision-making model
A less-than-perfect form of rationality in which decision makers cannot be perfectly rational
because decisions are complex and complete information is unavailable or cannot be fully
processed - ansbounded rationality
An unconscious process created out of distilled experience. - ansintuitive decision making
A tendency to fixate on initial information, from which one then fails to adequately adjust for
subsequent information. - ansanchoring bias
The tendency to seek out information that reaffirms past choices and to discount information
that contradicts past judgments. - ansconfirmation bias
The tendency for people to base their judgments on information that is readily available to
them. - ansavailability bias
A human behavior pattern in which an individual or group facing increasingly negative
outcomes from some decision, action, or investment nevertheless continues the same
behavior rather than alter course. - ansescalation of commitment
The tendency of individuals to believe that they can predict the outcome of random events. -
ansrandomness error
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. - ansrisk aversion
The tendency to believe falsely, after an outcome of an event is actually known, that one
would have accurately predicted that outcome. - anshindsight bias
A system in which decisions are made to provide the greatest good for the greatest number. -
ansutilitarianism
Individuals who report unethical practices by their employer to outsiders. - answhistle
blowers
The ability to produce novel and useful ideas. - anscreativity
The proposition that individual creativity requires expertise, creative thinking skills, and
intrinsic task motivation. - ansthree-component model of creativity
The processes that account for an individual's intensity, direction, and persistence of effort
toward attaining a goal. - ansMotivation
1. Physiological 2.Safety 3. Social 4. Esteem 5. Self-actualization - ansMaslow's hierarchy of
needs.
, WGU C715 Organizational
Behaviour objective assessment,
WGU C484 Organizational
Behaviour and Leadership Guide
with 100% Verified Questions and
Answers Latest Updated 2026/2027.
Needs that are satisfied externally, such as physiological and safety needs. - anslower-order
needs
The drive to become what a person is capable of becoming. - ansself-actualization
Needs that are satisfied internally, such as social, esteem, and self-actualization needs. -
anshigher-order needs
The assumption that employees dislike work, are lazy, dislike responsibility, and must be
coerced to perform - ansTheory X
The assumption that employees like work, are creative, seek responsibility, and can exercise
self-direction. - ansTheory Y
Herzberg's theory describing factors that impact work satisfaction and dissatisfaction. -
anstwo-factor theory
Characteristics of the workplace, such as company policies, working conditions, pay, and
supervision, that can make people satisfied or dissatisfied. - anshygiene factors
A theory that states achievement, power, and affiliation are three important needs that help
explain motivation. - ansMcClelland's theory of needs
1. Need for achievement (nAch) 2. Need for power (nPow) 3. Need for affiliation (nAff);
explain motivation - ansMcClelland's 3 needs
The desire for friendly and close interpersonal relationships. - ansNeed for affiliation (nAff)
The need to make others behave in a way in which they would not have behaved otherwise. -
ansNeed for power (nPow)
The drive to excel, to achieve in relationship to a set of standards, and to strive to succeed. -
ansNeed for achievement (nAch)
A theory that is concerned with the motivation behind choices people make without external
influence and interference. - ansself-determination 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. - anscognitive evaluation theory
The degree to which peoples' reasons for pursuing goals are consistent with their interests and
core values. - ansself-concordance
The investment of an employee's physical, cognitive, and emotional energies into job
performance. - ansjob engagement
A theory that says that specific and difficult goals, with feedback, lead to higher performance.
- ansgoal-setting theory
A program that encompasses specific goals, participatively set, for an explicit time period,
with feedback on goal progress. - ansmanagement by objectives (MBO)
An individual's belief that he or she is capable of performing a task. - ansself-efficacy
A theory that says that behavior is a function of its consequences. - ansreinforcement theory
A theory that argues that behavior follows stimuli in a relatively unthinking manner. -
ansbehaviorism
Behaviour objective assessment,
WGU C484 Organizational
Behaviour and Leadership Guide
with 100% Verified Questions and
Answers Latest Updated 2026/2027.
characteristics that describe an individual's behavior. - anspersonality
characteristics that describe an individual's behavior in a large number of situations -
anspersonality traits
A personality test that taps four characteristics and classifies Behavior - ansMyers-Briggs
Type Indicator (MBTI)
A personality assessment model that taps five basic dimensions. extraversion, agreeableness,
openness, conscientiousness, and neuroticism. - ansBig Five Model
A personality describing someone who is sociable and assertive (confident and forceful ) -
ansextraversion
A personality that describes someone who is good natured, cooperative, and trusting. -
ansagreeableness
A personality that describes someone who is responsible, dependable, persistent, and
organized. - ansconscientiousness
A personality that characterizes someone as calm, self-confident, and insecure. -
ansemotional stability
A personality that characterizes someone in terms of imagination, sensitivity, and curiosity. -
ansopenness to experience
Bottom-line conclusions individuals have about their capabilities, competence, and worth as a
person. - anscore self-evaluation
The degree to which an individual is pragmatic, maintains emotional distance, and believes
that ends can justify means. - ansMachiavellianism
The tendency to be arrogant, self-importance, require excessive admiration, and have a sense
of entitlement. - ansnarcissism
where an individual's has ability to adjust his or her behavior to external, situational factors. -
ansself-monitoring
People who identify opportunities, show initiative, take action, and persevere until
meaningful change occurs. - ansproactive personality
Basic convictions that a specific mode of conduct or end-state of existence is personally or
socially preferable to an opposite or converse mode of conduct or end-state of existence. -
ansvalues
A hierarchy based on a ranking of an individual's values in terms of their intensity. - ansvalue
system
Values that we work towards (happiness, self-respect, family security, recognition) -
ansterminal values
Core values that are permanent in nature (honesty, sincerity, ambition, independence) -
ansinstrumental values
A theory that identifies six personality types and proposes that the fit between personality
type and occupational environment determines satisfaction and turnover. - anspersonality
Job-fit theory
,WGU C715 Organizational
Behaviour objective assessment,
WGU C484 Organizational
Behaviour and Leadership Guide
with 100% Verified Questions and
Answers Latest Updated 2026/2027.
where society accepts that power in institutions and organizations is distributed unequally. -
anspower distance
where people prefer to act as individuals rather than as members of groups. -
ansindividualism
A national culture attribute that describes a tight social framework in which people expect
others in groups of which they are a part to look after them and protect them. -
anscollectivism
where culture favors traditional masculine work roles of achievement, power, and control. -
ansmasculinity
indicates little differentiation between male and female roles; where women are treated as the
equals of men in all aspects of the society. - ansfemininity
A national culture attribute that describes the extent to which a society feels threatened by
uncertain and ambiguous situations and tries to avoid them. - ansuncertainty avoidance
A national culture attribute that emphasizes the future, thrift, and persistence. - anslong-term
orientation
A national culture attribute that emphasizes the past and present, respect for tradition, and
fulfillment of social obligations. people value the here and now; they accept change more
readily and don't see commitments as impediments to change. - ansshort-term orientation
factors determined at conception; one's biological, physiological, and inherent psychological
makeup. - ansheredity
A process by which individuals organize and interpret their sensory impressions in order to
give meaning to their environment. - ansPerception
An attempt to determine whether an individual's behavior is internally or externally caused. -
ansattribution theory
The tendency to underestimate the influence of external factors and overestimate the
influence of internal factors when making judgments about the behavior of others. -
ansfundamental attribution error
The tendency for individuals to attribute their own successes to internal factors and put the
blame for failures on external factors. - ansself-serving bias
The tendency to selectively interpret what one sees on the basis of one's interests,
background, experience, and attitudes. - ansselective perception
The tendency to draw a general impression about an individual on the basis of a single
characteristic. - anshalo 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. - anscontrast
effect
Judging someone on the basis of one's perception of the group to which that person belongs. -
ansstereotyping
Causing something to happen by believing it will come true. - ansself-fulfilling prophecy
,WGU C715 Organizational
Behaviour objective assessment,
WGU C484 Organizational
Behaviour and Leadership Guide
with 100% Verified Questions and
Answers Latest Updated 2026/2027.
Choices made from among two or more alternatives. - ansdecisions
A discrepancy between the current state of affairs and some desired state. - ansproblem
Characterized by making consistent, value-maximizing choices within specified constraints. -
ansrational
A decision-making model that describes how individuals should behave in order to maximize
some outcome. - ansrational decision-making model
1. Define the problem. 2. Identify the decision criteria. 3. Allocate weights to the criteria. 4.
Develop the alternatives. 5. Evaluate the alternatives. 6. Select the best alternative. - ansSteps
in the rational decision-making model
A less-than-perfect form of rationality in which decision makers cannot be perfectly rational
because decisions are complex and complete information is unavailable or cannot be fully
processed - ansbounded rationality
An unconscious process created out of distilled experience. - ansintuitive decision making
A tendency to fixate on initial information, from which one then fails to adequately adjust for
subsequent information. - ansanchoring bias
The tendency to seek out information that reaffirms past choices and to discount information
that contradicts past judgments. - ansconfirmation bias
The tendency for people to base their judgments on information that is readily available to
them. - ansavailability bias
A human behavior pattern in which an individual or group facing increasingly negative
outcomes from some decision, action, or investment nevertheless continues the same
behavior rather than alter course. - ansescalation of commitment
The tendency of individuals to believe that they can predict the outcome of random events. -
ansrandomness error
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. - ansrisk aversion
The tendency to believe falsely, after an outcome of an event is actually known, that one
would have accurately predicted that outcome. - anshindsight bias
A system in which decisions are made to provide the greatest good for the greatest number. -
ansutilitarianism
Individuals who report unethical practices by their employer to outsiders. - answhistle
blowers
The ability to produce novel and useful ideas. - anscreativity
The proposition that individual creativity requires expertise, creative thinking skills, and
intrinsic task motivation. - ansthree-component model of creativity
The processes that account for an individual's intensity, direction, and persistence of effort
toward attaining a goal. - ansMotivation
1. Physiological 2.Safety 3. Social 4. Esteem 5. Self-actualization - ansMaslow's hierarchy of
needs.
, WGU C715 Organizational
Behaviour objective assessment,
WGU C484 Organizational
Behaviour and Leadership Guide
with 100% Verified Questions and
Answers Latest Updated 2026/2027.
Needs that are satisfied externally, such as physiological and safety needs. - anslower-order
needs
The drive to become what a person is capable of becoming. - ansself-actualization
Needs that are satisfied internally, such as social, esteem, and self-actualization needs. -
anshigher-order needs
The assumption that employees dislike work, are lazy, dislike responsibility, and must be
coerced to perform - ansTheory X
The assumption that employees like work, are creative, seek responsibility, and can exercise
self-direction. - ansTheory Y
Herzberg's theory describing factors that impact work satisfaction and dissatisfaction. -
anstwo-factor theory
Characteristics of the workplace, such as company policies, working conditions, pay, and
supervision, that can make people satisfied or dissatisfied. - anshygiene factors
A theory that states achievement, power, and affiliation are three important needs that help
explain motivation. - ansMcClelland's theory of needs
1. Need for achievement (nAch) 2. Need for power (nPow) 3. Need for affiliation (nAff);
explain motivation - ansMcClelland's 3 needs
The desire for friendly and close interpersonal relationships. - ansNeed for affiliation (nAff)
The need to make others behave in a way in which they would not have behaved otherwise. -
ansNeed for power (nPow)
The drive to excel, to achieve in relationship to a set of standards, and to strive to succeed. -
ansNeed for achievement (nAch)
A theory that is concerned with the motivation behind choices people make without external
influence and interference. - ansself-determination 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. - anscognitive evaluation theory
The degree to which peoples' reasons for pursuing goals are consistent with their interests and
core values. - ansself-concordance
The investment of an employee's physical, cognitive, and emotional energies into job
performance. - ansjob engagement
A theory that says that specific and difficult goals, with feedback, lead to higher performance.
- ansgoal-setting theory
A program that encompasses specific goals, participatively set, for an explicit time period,
with feedback on goal progress. - ansmanagement by objectives (MBO)
An individual's belief that he or she is capable of performing a task. - ansself-efficacy
A theory that says that behavior is a function of its consequences. - ansreinforcement theory
A theory that argues that behavior follows stimuli in a relatively unthinking manner. -
ansbehaviorism
