Western Governors University
MAXE • 517C
✦ ✦
WGU College of Business · Department of Management
A NEW KIND OF U. · AFFORDABLE, ACCREDITED, ONLINE.
EST. 1997
C715 — Organizational Behavior
CO M P R E H E N S I V E P R A C T I C E E X A M I N AT I O N
INSTITUTION Western Governors University (WGU) COURSE CODE C715
PROGRAM Bachelor of Science in Business ACADEMIC YEAR
Management
EXAM TITLE Organizational Behavior — Practice Exam TOTAL QUESTIONS 25 Questions
COURSE TITLE Organizational Behavior FORMAT Multiple Choice — Select the Single Best
Answer
EXAMINATION INSTRUCTIONS
▸ Select the single best answer for each question.
▸ This examination covers core self-evaluation, perception, motivation theories, group dynamics, teams, organizational culture,
leadership, and performance evaluation.
▸ All content aligns with the WGU C715 Organizational Behavior objective assessment blueprint.
▸ Correct answers and detailed rationales appear below each question.
▸ Pay careful attention to the distinctions between similar theories (e.g., equity theory vs. expectancy theory, intrinsic vs. extrinsic
rewards).
SECTION I — INDIVIDUAL BEHAVIOR, MOTIVATION, GROUPS & TEAMS Questions 1 – 25
1. Employee A lacks initiative, sets low goals, and feels powerless. Employee B takes initiative, sets ambitious goals,
and feels the team can influence its environment. Which statement is correct?
A. Employee A exhibits positive core self-evaluation, and Employee B exhibits negative core self-evaluation.
B. Employee A exhibits negative core self-evaluation, and Employee B exhibits positive core self-evaluation.
C. Both Employee A and Employee B exhibit negative core self-evaluation.
D. Both Employee A and Employee B exhibit positive core self-evaluation.
CORRECT ANSWER B — Employee A exhibits negative core self-evaluation, and Employee B exhibits positive core self-
evaluation.
RATIONALE Core self-evaluation (CSE) is a personality construct encompassing self-esteem, self-efficacy, locus of control,
and emotional stability. Individuals with positive CSE (Employee B) take initiative, set ambitious goals,
believe they can influence their environment, and perform well on complex tasks. Individuals with negative
CSE (Employee A) are plagued with self-doubt, feel powerless, and do better on routine jobs. This distinction
directly predicts job performance, satisfaction, and goal-setting behavior.
, 2. Employee B was upset by Employee A's behavior at a planning meeting. Which three factors will influence
Employee B's perception of this situation?
A. Stimulation, task, and skills
B. Situation, target, and perceiver
C. Problem, criteria, and alternatives
D. Heredity, environment, and perceiver
CORRECT ANSWER B — Situation, target, and perceiver
RATIONALE Perception is influenced by three key factors: the situation (the context in which the behavior occurs — the
planning meeting), the target (the person or object being perceived — Employee A's behavior), and the
perceiver (the individual doing the perceiving — Employee B with their own attitudes, motives, and
experiences). This framework explains why two people can witness the same event yet interpret it differently.
Stimulation/task/skills and heredity/environment are not the recognized tripartite model of perception.
3. A person is broadminded, courageous, and forgiving. Which type of values are these?
A. Terminal values — desirable end-states of existence
B. Transitory values — temporary and situation-dependent
C. Determinate values — fixed and unchangeable
D. Instrumental values — preferable modes of behavior
CORRECT ANSWER D — Instrumental values — preferable modes of behavior
RATIONALE In Rokeach's value theory, instrumental values are preferable modes of behavior or means of achieving one's
terminal values. Broadminded, courageous, and forgiving are all ways of behaving — they describe how a
person conducts themselves. Terminal values are desirable end-states of existence (e.g., happiness, freedom,
wisdom). Instrumental values are the "how" (behaviors); terminal values are the "what" (outcomes). This
distinction is fundamental to understanding value systems in organizational behavior.
4. An employee enjoys having a large span of responsibility and is motivated to do well because of personal feelings
of satisfaction. Which kind of reward is this?
A. Intrinsic reward — satisfaction derived from the work itself
B. Extrinsic reward — external compensation like salary or bonus
C. Affiliation reward — satisfaction from relationships
D. Compensatory reward — pay-based incentives
CORRECT ANSWER A — Intrinsic reward — satisfaction derived from the work itself
RATIONALE Intrinsic rewards are internal satisfactions derived from the work itself — enjoying responsibility, feeling
proud of accomplishment, experiencing personal growth. They come from within the individual. Extrinsic
rewards come from outside sources (pay, bonuses, promotions, praise). Affiliation rewards relate to belonging
and relationships. The employee's motivation from personal feelings and enjoyment of responsibility is a
classic example of intrinsic motivation, which is central to self-determination theory and job characteristics
theory.
MAXE • 517C
✦ ✦
WGU College of Business · Department of Management
A NEW KIND OF U. · AFFORDABLE, ACCREDITED, ONLINE.
EST. 1997
C715 — Organizational Behavior
CO M P R E H E N S I V E P R A C T I C E E X A M I N AT I O N
INSTITUTION Western Governors University (WGU) COURSE CODE C715
PROGRAM Bachelor of Science in Business ACADEMIC YEAR
Management
EXAM TITLE Organizational Behavior — Practice Exam TOTAL QUESTIONS 25 Questions
COURSE TITLE Organizational Behavior FORMAT Multiple Choice — Select the Single Best
Answer
EXAMINATION INSTRUCTIONS
▸ Select the single best answer for each question.
▸ This examination covers core self-evaluation, perception, motivation theories, group dynamics, teams, organizational culture,
leadership, and performance evaluation.
▸ All content aligns with the WGU C715 Organizational Behavior objective assessment blueprint.
▸ Correct answers and detailed rationales appear below each question.
▸ Pay careful attention to the distinctions between similar theories (e.g., equity theory vs. expectancy theory, intrinsic vs. extrinsic
rewards).
SECTION I — INDIVIDUAL BEHAVIOR, MOTIVATION, GROUPS & TEAMS Questions 1 – 25
1. Employee A lacks initiative, sets low goals, and feels powerless. Employee B takes initiative, sets ambitious goals,
and feels the team can influence its environment. Which statement is correct?
A. Employee A exhibits positive core self-evaluation, and Employee B exhibits negative core self-evaluation.
B. Employee A exhibits negative core self-evaluation, and Employee B exhibits positive core self-evaluation.
C. Both Employee A and Employee B exhibit negative core self-evaluation.
D. Both Employee A and Employee B exhibit positive core self-evaluation.
CORRECT ANSWER B — Employee A exhibits negative core self-evaluation, and Employee B exhibits positive core self-
evaluation.
RATIONALE Core self-evaluation (CSE) is a personality construct encompassing self-esteem, self-efficacy, locus of control,
and emotional stability. Individuals with positive CSE (Employee B) take initiative, set ambitious goals,
believe they can influence their environment, and perform well on complex tasks. Individuals with negative
CSE (Employee A) are plagued with self-doubt, feel powerless, and do better on routine jobs. This distinction
directly predicts job performance, satisfaction, and goal-setting behavior.
, 2. Employee B was upset by Employee A's behavior at a planning meeting. Which three factors will influence
Employee B's perception of this situation?
A. Stimulation, task, and skills
B. Situation, target, and perceiver
C. Problem, criteria, and alternatives
D. Heredity, environment, and perceiver
CORRECT ANSWER B — Situation, target, and perceiver
RATIONALE Perception is influenced by three key factors: the situation (the context in which the behavior occurs — the
planning meeting), the target (the person or object being perceived — Employee A's behavior), and the
perceiver (the individual doing the perceiving — Employee B with their own attitudes, motives, and
experiences). This framework explains why two people can witness the same event yet interpret it differently.
Stimulation/task/skills and heredity/environment are not the recognized tripartite model of perception.
3. A person is broadminded, courageous, and forgiving. Which type of values are these?
A. Terminal values — desirable end-states of existence
B. Transitory values — temporary and situation-dependent
C. Determinate values — fixed and unchangeable
D. Instrumental values — preferable modes of behavior
CORRECT ANSWER D — Instrumental values — preferable modes of behavior
RATIONALE In Rokeach's value theory, instrumental values are preferable modes of behavior or means of achieving one's
terminal values. Broadminded, courageous, and forgiving are all ways of behaving — they describe how a
person conducts themselves. Terminal values are desirable end-states of existence (e.g., happiness, freedom,
wisdom). Instrumental values are the "how" (behaviors); terminal values are the "what" (outcomes). This
distinction is fundamental to understanding value systems in organizational behavior.
4. An employee enjoys having a large span of responsibility and is motivated to do well because of personal feelings
of satisfaction. Which kind of reward is this?
A. Intrinsic reward — satisfaction derived from the work itself
B. Extrinsic reward — external compensation like salary or bonus
C. Affiliation reward — satisfaction from relationships
D. Compensatory reward — pay-based incentives
CORRECT ANSWER A — Intrinsic reward — satisfaction derived from the work itself
RATIONALE Intrinsic rewards are internal satisfactions derived from the work itself — enjoying responsibility, feeling
proud of accomplishment, experiencing personal growth. They come from within the individual. Extrinsic
rewards come from outside sources (pay, bonuses, promotions, praise). Affiliation rewards relate to belonging
and relationships. The employee's motivation from personal feelings and enjoyment of responsibility is a
classic example of intrinsic motivation, which is central to self-determination theory and job characteristics
theory.
