Organizational-Behavior참고덤프최신인기덤프

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WGU인증 Organizational-Behavior시험을 준비하기 위해 잠도 설쳐가면서 많이 힘들죠? DumpTOP덤프가 고객님의 곁을 지켜드립니다. DumpTOP에서 제공해드리는WGU인증 Organizational-Behavior덤프는 실제WGU인증 Organizational-Behavior시험문제를 연구하여 만든 공부자료이기에 최고의 품질을 자랑합니다. DumpTOP덤프를 열심히 공부하여 멋진 IT전문가의 꿈을 이루세요.

다른 사이트에서도WGU Organizational-Behavior인증시험관련 자료를 보셨다고 믿습니다.하지만 우리 DumpTOP의 자료는 차원이 다른 완벽한 자료입니다.100%통과 율은 물론DumpTOP을 선택으로 여러분의 직장생활에 더 낳은 개변을 가져다 드리며 ,또한DumpTOP를 선택으로 여러분은 이미 충분한 시험준비를 하였습니다.우리는 여러분이 한번에 통과하게 도와주고 또 일년무료 업데이트서비스도 드립니다.

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Organizational-Behavior완벽한 덤프, Organizational-Behavior유효한 최신버전 덤프

DumpTOP는 고객님께서 첫번째WGU Organizational-Behavior시험에서 패스할수 있도록 최선을 다하고 있습니다. 만일 어떤 이유로 인해 고객이 첫 번째 시도에서 실패를 한다면, DumpTOP는 고객에게WGU Organizational-Behavior덤프비용 전액을 환불 해드립니다.환불보상은 다음의 필수적인 정보들을 전제로 합니다.

최신 WGU Certification Organizational-Behavior 무료샘플문제 (Q29-Q34):

질문 # 29
What is one of the six primary characteristics that define an organization's culture?

정답：A

설명：
Research suggests that seven (often grouped into six or seven in various texts) primary characteristics capture the essence of an organization's culture. One of these key characteristics isAggressiveness, which describes the degree to which people are aggressive and competitive rather than easygoing.
Other characteristics include:
* Innovation and Risk Taking:The degree to which employees are encouraged to be innovative and take risks.
* Attention to Detail:The degree to which employees are expected to exhibit precision and analysis.
* Outcome Orientation:The degree to which management focuses on results rather than techniques and processes.
* People Orientation:The degree to which management decisions take into account the effect of outcomes on people within the organization.
* Team Orientation:The degree to which work activities are organized around teams rather than individuals.
* Stability:The degree to which organizational activities emphasize maintaining the status quo in contrast to growth.
By assessing an organization on these dimensions, a complete picture of its culture emerges, providing a basis for shared understanding among members.


질문 # 30
A company switched from assembly lines to self-managed work teams. What can team members do to improve the synergy and success of their teams?

정답：C

설명：
A self-managed work team is characterized by its high level of autonomy and collective responsibility. To improve synergy and success, these teams must move beyond simply sharing information (which is characteristic of a work group) and engage in collective actions. One of the primary hallmarks of a successful self-managed team is the ability toexercise collective control over the pace of work.
In a traditional assembly line, the pace is dictated by the machinery or a supervisor. In a self-managed team, members decide how to schedule work, assign tasks, and monitor their own progress. This collective control fosters a sense of ownership and accountability. Options A and C describe traditional "work group" behaviors rather than team behaviors; teams require mutual accountability rather than just individual roles. By controlling their own pace and methods, team members can synchronize their efforts more effectively, leading to the positive synergy where the team's output is greater than the sum of individual inputs.


질문 # 31
What is a positive effect of a cohesive group?

정답：A

설명：
Cohesiveness is generally viewed as a desirable trait in organizational groups because of its potential to improve group productivity. In a highly cohesive group, members are more likely to communicate effectively, experience less internal friction, and display higher levels of commitment to group goals. This internal synergy typically leads to a more efficient work process and higher quality output.
However, the relationship between cohesiveness and productivity is moderated byperformance-related norms. If a cohesive group has high performance norms (standards for hard work and quality), productivity will be significantly higher than in a group with low cohesiveness. Conversely, if a highly cohesive group has low performance norms, their productivity may actually decrease because they are united in their desire to work less. Despite this nuance, the fundamental positive organizational outcome associated with fostering cohesion is the enhancement of the group's ability to produce results.


질문 # 32
A is ambitious and cheerful at work. Which type of values are these?

정답：A

설명：
Values represent basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite mode. In Organizational Behavior, Milton Rokeach created the Rokeach Value Survey (RVS), which classifies values into two distinct sets: Terminal values and Instrumental values.
Terminal valuesrefer to desirable end-states of existence. These are the goals a person would like to achieve during their lifetime, such as world peace, prosperity, or a sense of accomplishment.Instrumental values, on the other hand, refer to preferable modes of behavior or means of achieving the terminal values. Being
"ambitious" and "cheerful" are behavioral traits or methods that an individual employs to reach their ultimate goals. For instance, being ambitious (an instrumental value) is the "means" an employee uses to achieve the
"end" of financial success or career status (a terminal value). Similarly, being cheerful is a mode of conduct that might help an individual achieve the terminal goal of social recognition or happiness. Therefore, because these descriptions focus on thehowof behavior rather than thewhatof ultimate life goals, they are strictly categorized as instrumental values. Understanding these values is crucial for managers because they influence motivation and how employees perceive organizational rewards and culture.


질문 # 33
Which team type takes on many responsibilities of their former supervisors?

정답：C

설명：
ASelf-managed work teamis a group of employees (typically 10 to 15) who perform highly related or interdependent jobs and take on many of the responsibilities of their former supervisors. In a traditional work structure, a supervisor would handle tasks such as planning and scheduling work, assigning tasks to members, making operating decisions, and taking action on problems. In a self-managed environment, the team collectively takes over these managerial duties.
These teams may even select their own members and evaluate each other's performance. The goal of organizing into self-managed teams is to increase employee involvement and empowerment, theoretically leading to higher job satisfaction and productivity through synergy and collective control. Unlike "problem- solving teams," which only make recommendations, self-managed teams have the authority to implement solutions and take full responsibility for outcomes. While this can be highly effective, the success of self- managed teams depends heavily on the organizational culture and the level of training provided to employees.
If members are not prepared for the interpersonal demands of self-management-such as resolving internal conflicts or managing the pace of work-the team can struggle. However, when properly implemented, self- managed teams represent the highest level of team autonomy in organizational design.


질문 # 34
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슬로스는 눈을 감고 유언을 남겼다, 인간의 모습으로 데리고 오긴 했지만, 다 너와 같은 드래곤이야, DumpTOP에서WGU Organizational-Behavior시험덤프를 구입하시면 퍼펙트한 구매후 서비스를 제공해드립니다, ITExamDump에서 출시한 WGU Certification Organizational-Behavior덤프의 장점: ITExamDump의 인기많은 IT인증시험덤프는 적중율이 높아 100% 시험에서 패스할수 있게 만들어져 있습니다.

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