選擇Organizational-Behavior學習筆記 - 擺脫WGU Organizational Behavior (GTO1, C715)考試煩惱在哪里可以找到最新的Organizational-Behavior題庫問題以方便通過考試？VCESoft已經發布了最新的WGU Organizational-Behavior考題，包括考試練習題和答案，是你不二的選擇。對于購買我們Organizational-Behavior題庫的考生，可以為你提供一年的免費跟新服務。如果你還在猶豫，試一下我們試用版本的PDF題目就知道效果了。最新版的WGU Organizational-Behavior題庫能幫助你通過考試，獲得證書，實現夢想，它被眾多考生實踐并證明，Organizational-Behavior是最好的IT認證學習資料。 最新的 WGU Certification Organizational-Behavior 免費考試真題 (Q31-Q36):問題 #31
When is organizational culture a liability?
A. When core values are shared by different departments within the organization.
B. When the organizational culture reduces ambiguity for employees.
C. When a strong organizational culture limits diversity within the organization.
D. When the culture includes shared values on organizational goals.
答案：C
解題說明：
While a strong culture can be a significant asset by improving employee commitment and reducing ambiguity, it can also become aliabilityunder certain conditions. One of the most critical liabilities occurswhen a strong organizational culture limits diversity within the organization. Because a strong culture pressures employees to conform to accepted values and behaviors, it can create a "mismatch" for people who bring different perspectives or backgrounds.
Strong cultures often act as a barrier to change because they lead to institutionalization, where behaviors are followed blindly without question. This can be particularly damaging during mergers or acquisitions, where two conflicting strong cultures may fail to integrate. Furthermore, when the shared values do not align with the organization's effectiveness in a changing environment, the culture becomes a "barrier to diversity" and a
"barrier to change". Management must therefore balance the benefits of a cohesive culture with the need for diverse viewpoints that prevent "groupthink" and allow the organization to remain adaptable.
問題 #32
What is an advantage of a strong organizational culture?
A. The internal climate exhibits low behavioral control.
B. Core values are not intensely held and widely shared.
C. There is a formation of strong employee commitment.
D. There is ambiguity in what employees perceive as expectations.
答案：C
解題說明：
Astrong organizational cultureis one in which the core values are both intensely held and widely shared by the members. One of the primary advantages of such a culture is theformation of strong employee commitment. When employees believe in and identify with the organization's values, they are more likely to be dedicated to its goals and more willing to put in extra effort to see the organization succeed.
A strong culture also serves to reduce turnover because it creates a high level of agreement among members about what the organization stands for. This unanimity of purpose builds cohesiveness and loyalty.
Furthermore, a strong culture acts as a substitute for formalization; it tells employees how they are expected to behave without the need for thick manuals or rigid rules. While it can have liabilities (as noted in Q32), the immediate organizational benefit is a motivated, committed workforce that shares a common sense of direction.
問題 #33
Which conflict-resolution techniques might a manager use to control the level of conflict that has become dysfunctional?
A. Confrontation and smoothing
B. Satisfying goals and smoothing
C. Compromise and superordinate goals
D. Smoothing and confrontation
答案：C
解題說明：
Conflict within an organization can be functional (supporting goals) or dysfunctional (hindering performance). When conflict becomes dysfunctional, managers must use conflict-resolution techniques to bring it back to a manageable or productive level. Two such techniques areCompromiseandSuperordinate goals.
Compromiseinvolves each party giving up something of value to reach a solution where no one is a clear winner or loser. It is often used when goals are important but not worth the potential disruption of more assertive methods.Superordinate goalsinvolve creating a shared goal that cannot be attained without the cooperation of each of the conflicting parties. By focusing on a higher-level objective, the competing groups or individuals are forced to set aside their differences to achieve a common success. Other techniques include problem-solving (face-to-face meetings), smoothing (playing down differences), and avoidance. Choosing the right technique depends on the nature of the conflict and the desired long-term relationship between the parties. In many organizational settings, shifting the focus to superordinate goals is particularly effective because it aligns individual interests with organizational outcomes.
問題 #34
What is the impact of high group cohesiveness and well-defined performance norms on the productivity of a team?
A. The productivity of the team will improve significantly
B. The productivity of the team will remain as is
C. The productivity of the team will remain low
D. The productivity of the team will improve slightly
答案：A
解題說明：
The interaction between cohesiveness and performance norms is a critical concept in Organizational Behavior. As shown in the research regarding group dynamics,the productivity of the team will improve significantlywhen both cohesiveness and performance norms are high. Cohesiveness provides the social
"glue" that keeps the team together, while performance norms provide the "direction" by establishing clear expectations for effort, output, and quality.
When these two factors coincide, the group becomes a powerful force; members motivate one another to meet the high standards they have collectively accepted. This is the "ideal" state for any work team. If cohesiveness is high but performance norms are low, the group is unified but unproductive. If cohesiveness is low but norms are high, productivity improves only slightly because members lack the social bond to sustain high- level collaboration. Therefore, the combination of a strong bond and high standards yields the most significant productivity gains.
問題 #35
How can an organization transmit its culture to its employees?
A. By creating and repeating ritualistic activities
B. By requiring employees to memorize the mission statement
C. By influencing the balance of cultural backgrounds of employees
D. By studying employee gripes and complaints
答案：A
解題說明：
Culture is transmitted to employees in several ways, most notably through stories, rituals, material symbols, and language.Ritualsare repetitive sequences of activities that express and reinforce the key values of the organization-what goals are most important, which people are important, and which are expendable. For example, a company might hold an annual awards ceremony that celebrates "risk-taking," thereby reinforcing a culture of innovation more effectively than a written document could.
These ritualistic activities serve as a physical manifestation of the organization's underlying values. While mission statements (Option A) provide a formal overview, they often fail to capture the "lived experience" of the culture. Similarly, while the selection process influences who enters the organization, the transmission of culture happens after hiring through consistent, repeated social practices. By engaging in these rituals, employees internalize the organization's norms and expectations, transforming them from "outsiders" to
"insiders" who understand the shared organizational meaning.