WGU C235 - TOPIC 10 EXAM QUESTIONS ANSWERED CORRECTLY
LATEST UPDATE 2026
employee rights - Answers those rights desired by employees regarding the security
of their jobs and the treatment administered by their employer while on the job,
irrespective of whether or not those rights are currently protected by law or collective
bargaining agreements.
performance appraisal, training, and union-management relationships. - Answers
Employee rights are related to many other HR activities. Some of the most important
of these relationships include?
Inform employees only when they are performing adequately - Answers Which of the
following should employers NOT do when it comes to performance appraisal?
Employees are not given the chance to respond to the charges of poor performance -
Answers Which of the following often happens when the courts ask employers to
show evidence of poor employee performance when an employee is dismissed?
change problem behavior—not to change employees. - Answers The goal of
discipline is to
the rules but also agree with them - Answers For discipline to be effective over the
long-term, employees must not just comply with
consistent and that preferential treatment is not given to any employee - Answers In
enforcing the rules, it is important that enforcement be
escalates the problems for employees and the organization as a whole. - Answers
Unfortunately, ignoring problems rarely results in a satisfactory solution. Rather, it
typically
Apply open communication with the employees - Answers Which of the following
can help an employee understand and change their behavior?
Discipline the person - Answers Which of the following is NOT a principle that
managers should follow when engaging in the discipline process?
Make sure the rules and consequences are clear
Be consistent when enforcing rules
Discipline the behavior, not the person
Direct discipline toward what the employee has or has not done
Avoid criticizing the employee's personal characteristics - Answers principles that
managers should follow when engaging in the discipline process
When consequences for not following the rules are unclear - Answers When are
employees more likely to question rules?
It's part of the collective bargaining agreement. - Answers How are progressive
discipline procedures determined in a unionized work setting
(1) It provides legal protection/due process for the employee (2) Is quicker and
involve few steps than it's union counterpart.Note: Organizations have considerable
freedom to construct the policies. - Answers What are the characteristics of
progressive disciplinary procedures in nonunionized work settings
(1) Establishing specific goals and timelines (2) Discuss support resources to improve
performance (3) Specify consequences the employee faces if performance does not
improve - Answers Describe the process for creating a performance improvement
plan (PIP).
(1) Conduct the termination in a neutral area to help both parties communicate. (2)
Take detailed notes on employee grievances during the termination process. (3)
Define the reasons for the termination in clear terms. (4) Have multiple members of
LATEST UPDATE 2026
employee rights - Answers those rights desired by employees regarding the security
of their jobs and the treatment administered by their employer while on the job,
irrespective of whether or not those rights are currently protected by law or collective
bargaining agreements.
performance appraisal, training, and union-management relationships. - Answers
Employee rights are related to many other HR activities. Some of the most important
of these relationships include?
Inform employees only when they are performing adequately - Answers Which of the
following should employers NOT do when it comes to performance appraisal?
Employees are not given the chance to respond to the charges of poor performance -
Answers Which of the following often happens when the courts ask employers to
show evidence of poor employee performance when an employee is dismissed?
change problem behavior—not to change employees. - Answers The goal of
discipline is to
the rules but also agree with them - Answers For discipline to be effective over the
long-term, employees must not just comply with
consistent and that preferential treatment is not given to any employee - Answers In
enforcing the rules, it is important that enforcement be
escalates the problems for employees and the organization as a whole. - Answers
Unfortunately, ignoring problems rarely results in a satisfactory solution. Rather, it
typically
Apply open communication with the employees - Answers Which of the following
can help an employee understand and change their behavior?
Discipline the person - Answers Which of the following is NOT a principle that
managers should follow when engaging in the discipline process?
Make sure the rules and consequences are clear
Be consistent when enforcing rules
Discipline the behavior, not the person
Direct discipline toward what the employee has or has not done
Avoid criticizing the employee's personal characteristics - Answers principles that
managers should follow when engaging in the discipline process
When consequences for not following the rules are unclear - Answers When are
employees more likely to question rules?
It's part of the collective bargaining agreement. - Answers How are progressive
discipline procedures determined in a unionized work setting
(1) It provides legal protection/due process for the employee (2) Is quicker and
involve few steps than it's union counterpart.Note: Organizations have considerable
freedom to construct the policies. - Answers What are the characteristics of
progressive disciplinary procedures in nonunionized work settings
(1) Establishing specific goals and timelines (2) Discuss support resources to improve
performance (3) Specify consequences the employee faces if performance does not
improve - Answers Describe the process for creating a performance improvement
plan (PIP).
(1) Conduct the termination in a neutral area to help both parties communicate. (2)
Take detailed notes on employee grievances during the termination process. (3)
Define the reasons for the termination in clear terms. (4) Have multiple members of
