Free WGU Organizational-Behaviors-and-Leadership Practice Exam with Questions & Answers

According to the goal-setting theory of motivation, two critical factors contributing to goal achievement are goal specificity and feedback. Specific goals are clear and measurable, which helps individuals understand what is expected of them. Self-generated feedback allows individuals to monitor their own progress, make necessary adjustments, and stay motivated. In this scenario, the individual set a specific goal of selling an average of 10 items per call and making 25 sales calls, and kept a tally of calls and sales, providing self-generated feedback. Reference: Locke, E.A. & Latham, G.P. (2002). Building a Practically Useful Theory of Goal Setting and Task Motivation. American Psychologist.

A formal group is defined by the organization's structure, with designated work assignments establishing tasks. This definition aligns with the roles and relationships explicitly outlined by the organization. These groups are created to achieve specific organizational objectives and include departments, project teams, and committees.

References:

Robbins, S. P., & Judge, T. A. (2018). Organizational Behavior. Pearson.

Greenberg, J. (2011). Behavior in Organizations. Pearson.

Aggressiveness is one of the six primary characteristics that define an organization's culture. It refers to the degree to which employees are aggressive and competitive rather than easygoing. This characteristic influences how organizational goals are pursued and how competitive the organization is within its industry.

References:

Robbins, S. P., & Judge, T. A. (2017). Organizational Behavior (17th ed.). Pearson.

Cameron, K. S., & Quinn, R. E. (2011).Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework (3rd ed.). Jossey-Bass.

The socialization process plays a particularly important role in sustaining an organization's culture. This process involves the methods by which new employees learn the values, expected behaviors, and social knowledge necessary to assume their roles within the organization. Through orientation programs, mentorship, and continuous reinforcement, the socialization process helps embed the cultural norms and values into new employees, ensuring the culture is maintained over time. This is supported by literature in organizational behavior, which emphasizes the critical role of socialization in cultural perpetuation (Robbins & Judge, 2019).