1
WGU C715 ORGANIZATION BEHAVIOR EXAM LATEST VERSION
-2025/2026- 100+ QUESTIONS AND VERIFIED ANSWERS ALL
THE BEST
conscientiousness
A personality that describes someone who is responsible, dependable, persistent,
and organized.
emotional stability
A personality that characterizes someone as calm, self-confident, and insecure.
openness to experience
A personality that characterizes someone in terms of imagination, sensitivity, and
curiosity.
extraversion
A personality describing someone who is sociable and assertive (confident and
forceful )
agreeableness
A personality that describes someone who is good natured, cooperative, and
trusting.
core self-evaluation
Bottom-line conclusions individuals have about their capabilities, competence,
and worth as a person.
Machiavellianism
The degree to which an individual is pragmatic, maintains emotional distance, and
believes that ends can justify means.
personality
, 2
characteristics that describe an individual's behavior.
personality traits
characteristics that describe an individual's behavior in a large number of
situations
Myers-Briggs Type Indicator (MBTI)
A personality test that taps four characteristics and classifies Behavior
Big Five Model
A personality assessment model that taps five basic dimensions. extraversion,
agreeableness, openness, conscientiousness, and neuroticism.
narcissism
The tendency to be arrogant, self-importance, require excessive admiration, and
have a sense of entitlement.
self-monitoring
where an individual's has ability to adjust his or her behavior to external,
situational factors.
proactive personality
People who identify opportunities, show initiative, take action, and persevere until
meaningful change occurs.
values
Basic convictions that a specific mode of conduct or end-state of existence is
personally or socially preferable to an opposite or converse mode of conduct or
end-state of existence.
value system
A hierarchy based on a ranking of an individual's values in terms of their intensity.
terminal values
, 3
Desirable end-states of existence; the goals a person would like to achieve during
his or her lifetime.
instrumental values
Preferable modes of behavior or means of achieving one's terminal values.
personality Job-fit theory
A theory that identifies six personality types and proposes that the fit between
personality type and occupational environment determines satisfaction and
turnover.
power distance
where society accepts that power in institutions and organizations is distributed
unequally.
individualism
where people prefer to act as individuals rather than as members of groups.
collectivism
A national culture attribute that describes a tight social framework in which
people expect others in groups of which they are a part to look after them and
protect them.
masculinity
where culture favors traditional masculine work roles of achievement, power, and
control.
femininity
indicates little differentiation between male and female roles; where women are
treated as the equals of men in all aspects of the society.
uncertainty avoidance
A national culture attribute that describes the extent to which a society feels
threatened by uncertain and ambiguous situations and tries to avoid them.
, 4
long-term orientation
A national culture attribute that emphasizes the future, thrift, and persistence.
short-term orientation
A national culture attribute that emphasizes the past and present, respect for
tradition, and fulfillment of social obligations. people value the here and now;
they accept change more readily and don't see commitments as impediments to
change.
heredity
factors determined at conception; one's biological, physiological, and inherent
psychological makeup.
Perception
A process by which individuals organize and interpret their sensory impressions in
order to give meaning to their environment.
attribution theory
An attempt to determine whether an individual's behavior is internally or
externally caused.
fundamental attribution error
The tendency to underestimate the influence of external factors and overestimate
the influence of internal factors when making judgments about the behavior of
others.
self-serving bias
The tendency for individuals to attribute their own successes to internal factors
and put the blame for failures on external factors.
selective perception
The tendency to selectively interpret what one sees on the basis of one's
interests, background, experience, and attitudes.
WGU C715 ORGANIZATION BEHAVIOR EXAM LATEST VERSION
-2025/2026- 100+ QUESTIONS AND VERIFIED ANSWERS ALL
THE BEST
conscientiousness
A personality that describes someone who is responsible, dependable, persistent,
and organized.
emotional stability
A personality that characterizes someone as calm, self-confident, and insecure.
openness to experience
A personality that characterizes someone in terms of imagination, sensitivity, and
curiosity.
extraversion
A personality describing someone who is sociable and assertive (confident and
forceful )
agreeableness
A personality that describes someone who is good natured, cooperative, and
trusting.
core self-evaluation
Bottom-line conclusions individuals have about their capabilities, competence,
and worth as a person.
Machiavellianism
The degree to which an individual is pragmatic, maintains emotional distance, and
believes that ends can justify means.
personality
, 2
characteristics that describe an individual's behavior.
personality traits
characteristics that describe an individual's behavior in a large number of
situations
Myers-Briggs Type Indicator (MBTI)
A personality test that taps four characteristics and classifies Behavior
Big Five Model
A personality assessment model that taps five basic dimensions. extraversion,
agreeableness, openness, conscientiousness, and neuroticism.
narcissism
The tendency to be arrogant, self-importance, require excessive admiration, and
have a sense of entitlement.
self-monitoring
where an individual's has ability to adjust his or her behavior to external,
situational factors.
proactive personality
People who identify opportunities, show initiative, take action, and persevere until
meaningful change occurs.
values
Basic convictions that a specific mode of conduct or end-state of existence is
personally or socially preferable to an opposite or converse mode of conduct or
end-state of existence.
value system
A hierarchy based on a ranking of an individual's values in terms of their intensity.
terminal values
, 3
Desirable end-states of existence; the goals a person would like to achieve during
his or her lifetime.
instrumental values
Preferable modes of behavior or means of achieving one's terminal values.
personality Job-fit theory
A theory that identifies six personality types and proposes that the fit between
personality type and occupational environment determines satisfaction and
turnover.
power distance
where society accepts that power in institutions and organizations is distributed
unequally.
individualism
where people prefer to act as individuals rather than as members of groups.
collectivism
A national culture attribute that describes a tight social framework in which
people expect others in groups of which they are a part to look after them and
protect them.
masculinity
where culture favors traditional masculine work roles of achievement, power, and
control.
femininity
indicates little differentiation between male and female roles; where women are
treated as the equals of men in all aspects of the society.
uncertainty avoidance
A national culture attribute that describes the extent to which a society feels
threatened by uncertain and ambiguous situations and tries to avoid them.
, 4
long-term orientation
A national culture attribute that emphasizes the future, thrift, and persistence.
short-term orientation
A national culture attribute that emphasizes the past and present, respect for
tradition, and fulfillment of social obligations. people value the here and now;
they accept change more readily and don't see commitments as impediments to
change.
heredity
factors determined at conception; one's biological, physiological, and inherent
psychological makeup.
Perception
A process by which individuals organize and interpret their sensory impressions in
order to give meaning to their environment.
attribution theory
An attempt to determine whether an individual's behavior is internally or
externally caused.
fundamental attribution error
The tendency to underestimate the influence of external factors and overestimate
the influence of internal factors when making judgments about the behavior of
others.
self-serving bias
The tendency for individuals to attribute their own successes to internal factors
and put the blame for failures on external factors.
selective perception
The tendency to selectively interpret what one sees on the basis of one's
interests, background, experience, and attitudes.
