WGU Organizational-Behaviors-and-Leadership Exam Dumps

Instrumental values refer to the preferable modes of behavior or means of achieving the terminal values. They represent the values that individuals hold concerning the conduct that leads to an end that is considered desirable. Being broadminded, courageous, and forgiving are examples of such values, as they describe desirable ways of behaving in different situations.

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.

The socialization process plays a particularly important role in sustaining an organization's culture. This process involves the methods by which new employees learn the values, expected behaviors, and social knowledge necessary to assume their roles within the organization. Through orientation programs, mentorship, and continuous reinforcement, the socialization process helps embed the cultural norms and values into new employees, ensuring the culture is maintained over time. This is supported by literature in organizational behavior, which emphasizes the critical role of socialization in cultural perpetuation (Robbins & Judge, 2019).

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.

Informal groups are created naturally and organically within an organization to fulfill the social needs of individuals. These groups are not defined by the organizational structure and are not directed towards organizational goals, but rather towards the personal and social fulfillment of their members. Informal groups can have both positive and negative impacts on the organization, but they are primarily characterized by their social interaction purpose.