Free Practice Questions for WGU Organizational-Behaviors-and-Leadership Exam

Terminal values are the end goals that people strive to achieve in their lives. These include a comfortable life, a sense of accomplishment, and happiness. Terminal values represent the desired states or life goals that individuals aim to fulfill.

In contrast, instrumental values are the means or behaviors used to achieve these end goals, such as honesty, hard work, and responsibility.

The primary purpose of employee performance evaluations is to provide feedback and determine reward allocations. Performance evaluations offer a structured opportunity for managers to assess an employee's work performance, provide constructive feedback, and recognize achievements. This process helps in identifying areas for improvement, setting goals, and aligning individual performance with organizational objectives. Furthermore, performance evaluations are essential for making informed decisions about promotions, bonuses, and other rewards, thereby reinforcing desired behaviors and motivating employees. This is supported by organizational behavior literature, which emphasizes the role of performance appraisals in human resource management (Dessler, 2020).

Employee performance evaluations serve multiple purposes within an organization. One primary purpose is to act as a benchmark for management to validate and improve various programs, including selection and development programs. By evaluating employee performance, management can determine whether their selection processes are effective in choosing the right candidates and whether their development programs are successful in enhancing employee skills and competencies. This helps in ensuring that the workforce remains productive and aligned with organizational goals. References: Robbins, S.P., & Judge, T.A. (2019). "Organizational Behavior." Pearson Education; Noe, R.A., et al. (2020). "Human Resource Management: Gaining a Competitive Advantage." McGraw-Hill Education.

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.

Virtual teams differ from face-to-face teams primarily due to their reliance on digital communication, which limits the social context. This can result in reduced opportunities for informal interactions, relationship-building, and immediate feedback, which are more easily achieved in face-to-face settings. Reference: Robbins, S.P. & Judge, T.A. (2019). Organizational Behavior, 18th Edition. Pearson.