WGU Organizational-Behaviors-and-Leadership Exam Dumps

The relationship between performance evaluation and motivation is strongest when employees have confidence that the effort they exert will lead to a favorable performance evaluation. This concept is rooted in the expectancy theory of motivation, which posits that employees are motivated when they believe their efforts will result in desirable performance outcomes and subsequent rewards. Clear, transparent, and fair evaluation criteria help build this confidence, enhancing motivation and encouraging employees to put in their best efforts. Studies in organizational behavior and psychology highlight the importance of perceived fairness and transparency in performance evaluations for maintaining high levels of motivation (Vroom, 1964; Locke & Latham, 2002).

Equity theory, developed by John Stacey Adams, posits that employees are motivated by fairness. If they perceive an inequity in the ratio of their inputs (effort, experience, skills) to outputs (compensation, recognition), they may feel demotivated or seek to restore equity. In this scenario, Manager A perceives an imbalance compared to Manager B, as they both receive the same compensation despite Manager A supervising more units and employees. This perceived inequity drives Manager A to look for a new job.

Self-managed teams rely on employees to make decisions collectively and autonomously. An 'initiative-taking training program' equips employees with the skills and confidence to make decisions and take initiative without constant supervision, which is a key aspect of employee-driven decision making in self-managed teams.

A strong organizational culture is characterized by a high degree of shared values and norms, which guides employee behavior and decision-making. This leads to high behavioral control within the organization, as employees know what is expected of them and conform to the established norms. High behavioral control helps in maintaining consistency and predictability in employee actions, which supports organizational goals and enhances overall performance.

Instrumental values are the preferred modes of behavior or means of achieving the terminal values (the end goals). Autonomy and self-reliance are modes of behavior that individuals value to achieve their desired end goals, such as prosperity, economic success, well-being, and world peace. These behaviors guide how individuals conduct themselves to attain their objectives. In contrast, prosperity, economic success, well-being, and world peace are terminal values, representing the end states or goals individuals strive to achieve. Reference: Robbins, S.P. & Judge, T.A. (2019). Organizational Behavior, 18th Edition. Pearson.