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wgu C715 Organizational Behavior (Latest 2025 /
2026 Update) Real Questions and Verified
Answers | 100% Correct | Already Graded A
Save
Terms in this set (265)
Myers-Briggs Type A personality test that taps four characteristics and
Indicator (MBTI) classifies Behavior
A personality assessment model that taps five basic
Big Five Model dimensions. extraversion, agreeableness, openness,
conscientiousness, and neuroticism.
A personality describing someone who is sociable
extraversion
and assertive (confident and forceful )
A personality that describes someone who is good
agreeableness
natured, cooperative, and trusting.
A personality that describes someone who is
conscientiousness
responsible, dependable, persistent, and organized.
A personality that characterizes someone as calm,
emotional stability
self-confident, and insecure.
A personality that characterizes someone in terms of
openness to experience
imagination, sensitivity, and curiosity.
Bottom-line conclusions individuals have about their
core self-evaluation
capabilities, competence, and worth as a person.
, The degree to which an individual is pragmatic,
Machiavellianism maintains emotional distance, and believes that ends
can justify means.
The tendency to be arrogant, self-importance, require
narcissism
excessive admiration, and have a sense of entitlement.
where an individual's has ability to adjust his or her
self-monitoring
behavior to external, situational factors.
People who identify opportunities, show initiative,
proactive personality take action, and persevere until meaningful change
occurs.
Basic convictions that a specific mode of conduct or
end-state of existence is personally or socially
values
preferable to an opposite or converse mode of
conduct or end-state of existence.
A hierarchy based on a ranking of an individual's
value system
values in terms of their intensity.
Desirable end-states of existence; the goals a person
terminal values
would like to achieve during his or her lifetime.
Preferable modes of behavior or means of achieving
instrumental values
one's terminal values.
A theory that identifies six personality types and
proposes that the fit between personality type and
personality Job-fit theory
occupational environment determines satisfaction and
turnover.
where society accepts that power in institutions and
power distance
organizations is distributed unequally.
where people prefer to act as individuals rather than
individualism
as members of groups.
A national culture attribute that describes a tight
social framework in which people expect others in
collectivism
groups of which they are a part to look after them and
protect them.
, where culture favors traditional masculine work roles
masculinity
of achievement, power, and control.
indicates little differentiation between male and
femininity female roles; where women are treated as the equals
of men in all aspects of the society.
A national culture attribute that describes the extent
uncertainty avoidance to which a society feels threatened by uncertain and
ambiguous situations and tries to avoid them.
A national culture attribute that emphasizes the future,
long-term orientation
thrift, and persistence.
A national culture attribute that emphasizes the past
and present, respect for tradition, and fulfillment of
short-term orientation social obligations. people value the here and now;
they accept change more readily and don't see
commitments as impediments to change.
factors determined at conception; one's biological,
heredity
physiological, and inherent psychological makeup.
A process by which individuals organize and interpret
Perception their sensory impressions in order to give meaning to
their environment.
An attempt to determine whether an individual's
attribution theory
behavior is internally or externally caused.
The tendency to underestimate the influence of
fundamental attribution external factors and overestimate the influence of
error internal factors when making judgments about the
behavior of others.
The tendency for individuals to attribute their own
self-serving bias successes to internal factors and put the blame for
failures on external factors.
The tendency to selectively interpret what one sees
selective perception on the basis of one's interests, background,
experience, and attitudes.
benefits. now
wgu C715 Organizational Behavior (Latest 2025 /
2026 Update) Real Questions and Verified
Answers | 100% Correct | Already Graded A
Save
Terms in this set (265)
Myers-Briggs Type A personality test that taps four characteristics and
Indicator (MBTI) classifies Behavior
A personality assessment model that taps five basic
Big Five Model dimensions. extraversion, agreeableness, openness,
conscientiousness, and neuroticism.
A personality describing someone who is sociable
extraversion
and assertive (confident and forceful )
A personality that describes someone who is good
agreeableness
natured, cooperative, and trusting.
A personality that describes someone who is
conscientiousness
responsible, dependable, persistent, and organized.
A personality that characterizes someone as calm,
emotional stability
self-confident, and insecure.
A personality that characterizes someone in terms of
openness to experience
imagination, sensitivity, and curiosity.
Bottom-line conclusions individuals have about their
core self-evaluation
capabilities, competence, and worth as a person.
, The degree to which an individual is pragmatic,
Machiavellianism maintains emotional distance, and believes that ends
can justify means.
The tendency to be arrogant, self-importance, require
narcissism
excessive admiration, and have a sense of entitlement.
where an individual's has ability to adjust his or her
self-monitoring
behavior to external, situational factors.
People who identify opportunities, show initiative,
proactive personality take action, and persevere until meaningful change
occurs.
Basic convictions that a specific mode of conduct or
end-state of existence is personally or socially
values
preferable to an opposite or converse mode of
conduct or end-state of existence.
A hierarchy based on a ranking of an individual's
value system
values in terms of their intensity.
Desirable end-states of existence; the goals a person
terminal values
would like to achieve during his or her lifetime.
Preferable modes of behavior or means of achieving
instrumental values
one's terminal values.
A theory that identifies six personality types and
proposes that the fit between personality type and
personality Job-fit theory
occupational environment determines satisfaction and
turnover.
where society accepts that power in institutions and
power distance
organizations is distributed unequally.
where people prefer to act as individuals rather than
individualism
as members of groups.
A national culture attribute that describes a tight
social framework in which people expect others in
collectivism
groups of which they are a part to look after them and
protect them.
, where culture favors traditional masculine work roles
masculinity
of achievement, power, and control.
indicates little differentiation between male and
femininity female roles; where women are treated as the equals
of men in all aspects of the society.
A national culture attribute that describes the extent
uncertainty avoidance to which a society feels threatened by uncertain and
ambiguous situations and tries to avoid them.
A national culture attribute that emphasizes the future,
long-term orientation
thrift, and persistence.
A national culture attribute that emphasizes the past
and present, respect for tradition, and fulfillment of
short-term orientation social obligations. people value the here and now;
they accept change more readily and don't see
commitments as impediments to change.
factors determined at conception; one's biological,
heredity
physiological, and inherent psychological makeup.
A process by which individuals organize and interpret
Perception their sensory impressions in order to give meaning to
their environment.
An attempt to determine whether an individual's
attribution theory
behavior is internally or externally caused.
The tendency to underestimate the influence of
fundamental attribution external factors and overestimate the influence of
error internal factors when making judgments about the
behavior of others.
The tendency for individuals to attribute their own
self-serving bias successes to internal factors and put the blame for
failures on external factors.
The tendency to selectively interpret what one sees
selective perception on the basis of one's interests, background,
experience, and attitudes.
