WGU WGU Organizational Behaviors and Leadership (IBC1) Organizational-Behaviors-and-Leadership Exam Dumps: Updated Questions & Answers (October 2025)

To develop team effectiveness, it is important to balance individual and team rewards. This approach ensures that individual contributions are recognized and rewarded, while also encouraging collaboration and collective effort towards team goals. This dual focus helps maintain motivation at both the individual and team levels, promoting overall team effectiveness.

Perception in an organizational context is influenced by three primary factors: the situation, the target, and the perceiver. The situation refers to the context in which the perception occurs, the target is the object or person being perceived, and the perceiver is the individual forming the perception. In the scenario where Employee B is upset by Employee A's behavior, Employee B's perception is shaped by the specific circumstances of the planning meeting (situation), Employee A's actions (target), and Employee B's own experiences, attitudes, and psychological state (perceiver). This tripartite model explains how subjective perceptions can vary greatly among individuals. References: Robbins, S.P., & Judge, T.A. (2019). "Organizational Behavior." Pearson Education; Schermerhorn, J.R., et al. (2018). "Organizational Behavior." Wiley.

Maslow's hierarchy of needs is a theory in psychology that categorizes human needs into five levels, with social needs being one of them. These needs include affection, acceptance, friendship, and a sense of belonging. According to Maslow, fulfilling these social needs is essential for individuals to move on to higher levels of the hierarchy, such as esteem and self-actualization.

For self-managed work teams to be successful, team members should actively engage in problem-solving both individually and collectively. This dual approach ensures that issues are addressed promptly and effectively, leveraging both individual initiative and team collaboration to enhance synergy and success.

References:

Robbins, S. P., & Judge, T. A. (2018). Organizational Behavior. Pearson.

Pearce, J. A., & Robinson, R. B. (2009). Strategic Management: Formulation, Implementation, and Control. McGraw-Hill/Irwin.

The relationship between performance evaluation and motivation is grounded in expectancy theory, which posits that employees are motivated to exert effort when they believe that their effort will lead to a favorable performance evaluation, which in turn will lead to desirable rewards. This belief in the link between effort, performance, and rewards is crucial for maintaining high levels of motivation. If employees do not have confidence in this relationship, their motivation to perform well will likely decrease. References: Vroom, V.H. (1964). "Work and Motivation." John Wiley & Sons; Locke, E.A., & Latham, G.P. (2002). "Building a Practically Useful Theory of Goal Setting and Task Motivation." American Psychologist.

When evaluating the performance of teams, particularly in a company that has restructured around teams, the main evaluation criterion should be team results being tied to important goals. This criterion focuses on the actual outcomes and achievements of the team, ensuring that their performance is aligned with the strategic objectives of the organization. Evaluating team results helps in identifying whether the team is effective in meeting itsgoals, fostering accountability, and encouraging a results-oriented culture. This approach is supported by research on team performance and effectiveness, which underscores the importance of linking performance evaluations to goal attainment and organizational priorities (Katzenbach & Smith, 1993).

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).