WGU C202 Managing Human Capital| Questions and Answers |
2026 Update | 100% Correct.
positive reinforcement, negative reinforcement, punishment, extincition -answer-Four
type of reinforcers
positive reinforcement -answer-reinforcer: using rewards to increase the likelihood that
a behavior will be repeated
negative reinforcement -answer-reinforcer: removing current or future unpleasant
consequences to increase the likelihood that someone will repeat a behavior.
punishment -answer-reinforcer: creating negative outcomes to decrease the likelihood
of a behavior
extinction -answer-reinforcer: removal of any positive or negative reinforcement
following the occurrence of the behavior to be extinguished decreases the likelihood of
that behavior
Orientation -answer-training activities to help new hires fit in as organizational members
socialization -answer-a long-term process of planned and unplanned, formal and
informal activities and experiences through which an individual acquires the attitudes,
behaviors and knowledge needed to successfully participate as an organizational
member
Anticipatory, Encounter, Settling In -answer-Three phases of Socialization
collective socialization -answer-newcomers go through a common set of experiences
as a group
,individual socialization -answer-newcomers are socialized individually as in an
apprenticeship
formal socialization -answer-structured socialization using specifically designed
activities and materials awayfrom the work setting
informal socialization -answer-unstructured, on-the-job socialization done by coworkers
sequential socialization -answer-the degree to which socialization follows a specific
sequence of steps
fixed socialization -answer-new hires are informed in advance when their probationary
status will end
variable socialization -answer-employees do not know when to expect to pass to a
different status level and the timeline may be different across employees
tournament socialization -answer-each stage of socialization is an elimination round
and a new hire is out of the organization if he or she fails to pass
contest socialization -answer-each socialization stage is a contest in which one builds a
performance record
serial socialization -answer-accessible and supportive organizational members serve
as role models and mentors
disjunctive socialization -answer-newcomers are left alone to develop their own
interpretations of the organization and situations they observe
investiture socialization -answer-builds newcomers' self-confidence and reflects senior
employees' valuing of newcomers' knowledge and personal characteristics
divestiture socialization -answer-tries to deny and strip away certain personal
characteristics
learning agility -answer-the ability to learn from experiences and to apply that
knowledge to new and different situations
motivation to transfer -answer-intention and willingness to transfer any knowledge
acquired in a training or development activity back to the work context
Self Regulation -answer-processes enabling an individual to guide his/her goal-directed
activities over time
performance management -answer-directs and motivates employees, work groups and
business units to accomplish organizational goals by linking past performance with
,future needs, setting specific goals for future behavior and performance, providing
feedback and identifying and removing performance obstacles
- Organization as a whole
- Organization subunits
- Work teams or groups
- Work Processes
- Projects -answer-Performance managers focus on these five things:
- Aligns organizational goals with individual goals and organizational processes
- Gives employees clear goals and feedback
- Generates useful data -answer-Three Main Benefits of Performance Management
balanced scorecard -answer-a performance measurement system that translates the
organization's strategy into financial, business process, learning and growth and
customer outcomes. sequential.
L-I-C-C-M-A-G-IO-R
- Link goals to org mission & strategy
- Identify subgoals for each unit/department/group/individual
- Communication goals & expectations
- Create work processes and assign resources
- Measure progress
- Assess individual, group, unit performance
- Give feedback
- Identify & Overcome obstacles
- Reward Goal Achievement -answer-Nine steps of the performance management
process
Specific, Measurable, Achievable, Relevant, Time-Bound -answer-SMART stands for:
Standards -answer-specifies the level of results considered acceptable
multi-source assessments -answer-performance feedback from the employee's
supervisor as well as other sources who are familiar with an employee's job
performance
task aquaintance -answer-the amount and type of work contact an evaluator has with
the person being assessed
Upward reviews -answer-the target employee is reviewed by one or more subordinates
performance rating methods -answer-compares employee performance to a set of
standards to identify a number or letter rating that represents the employee's
performance level.
, essay appr, critical incident, graphic, behavior anchored, behavior obs scale, forced
choice, checklist, work standards, mgmt by obj
essay appraisal method -answer-the assessor writes a brief essay providing an
assessment of the strengths, weaknesses and potential of the target employee
critical incident appraisal method -answer-an assessor discusses specific examples of
the target employee's positive and negative behaviors with the employee
graphic rating scale -answer-uses ratings of unsatisfactory, average, above average
and outstanding to evaluation either work quality or personal traits
Behaviorally anchored rating scales -answer-use a set of behavioral statements
relating to qualities important for performance
behavioral observation scales -answer-measure the frequency of desired behaviors
forced-choice rating method -answer-forces the assessor to choose the statement that
best fits the target employee from a provided set of statements that are scored and
weighted in advance
checklist method -answer-the assessor uses a checklist of pre-scaled descriptions of
behavior to evaluate the employee
work standards -answer-comparing an employee's performance to output targets that
reflect different levels of performance
management by objectives -answer-the rater evaluates the target employee against
mutually set goals
performance ranking methods -answer-compares employees to each other in some
way.
forced ranking, paired comparison, forced distribution.
forced ranking method -answer-employees are ranked in order of best to worst
performance
paired comparison method -answer-every employee in a work group is compared to
the other group members
forced distribution method -answer-the rater distributes performance ratings into a pre-
specified performance distribution
continuous performance appraisal -answer-an ongoing performance appraisal process
that involves the employee in evaluating his or her performance and setting
performance goals and provides continuous coaching and feedback
2026 Update | 100% Correct.
positive reinforcement, negative reinforcement, punishment, extincition -answer-Four
type of reinforcers
positive reinforcement -answer-reinforcer: using rewards to increase the likelihood that
a behavior will be repeated
negative reinforcement -answer-reinforcer: removing current or future unpleasant
consequences to increase the likelihood that someone will repeat a behavior.
punishment -answer-reinforcer: creating negative outcomes to decrease the likelihood
of a behavior
extinction -answer-reinforcer: removal of any positive or negative reinforcement
following the occurrence of the behavior to be extinguished decreases the likelihood of
that behavior
Orientation -answer-training activities to help new hires fit in as organizational members
socialization -answer-a long-term process of planned and unplanned, formal and
informal activities and experiences through which an individual acquires the attitudes,
behaviors and knowledge needed to successfully participate as an organizational
member
Anticipatory, Encounter, Settling In -answer-Three phases of Socialization
collective socialization -answer-newcomers go through a common set of experiences
as a group
,individual socialization -answer-newcomers are socialized individually as in an
apprenticeship
formal socialization -answer-structured socialization using specifically designed
activities and materials awayfrom the work setting
informal socialization -answer-unstructured, on-the-job socialization done by coworkers
sequential socialization -answer-the degree to which socialization follows a specific
sequence of steps
fixed socialization -answer-new hires are informed in advance when their probationary
status will end
variable socialization -answer-employees do not know when to expect to pass to a
different status level and the timeline may be different across employees
tournament socialization -answer-each stage of socialization is an elimination round
and a new hire is out of the organization if he or she fails to pass
contest socialization -answer-each socialization stage is a contest in which one builds a
performance record
serial socialization -answer-accessible and supportive organizational members serve
as role models and mentors
disjunctive socialization -answer-newcomers are left alone to develop their own
interpretations of the organization and situations they observe
investiture socialization -answer-builds newcomers' self-confidence and reflects senior
employees' valuing of newcomers' knowledge and personal characteristics
divestiture socialization -answer-tries to deny and strip away certain personal
characteristics
learning agility -answer-the ability to learn from experiences and to apply that
knowledge to new and different situations
motivation to transfer -answer-intention and willingness to transfer any knowledge
acquired in a training or development activity back to the work context
Self Regulation -answer-processes enabling an individual to guide his/her goal-directed
activities over time
performance management -answer-directs and motivates employees, work groups and
business units to accomplish organizational goals by linking past performance with
,future needs, setting specific goals for future behavior and performance, providing
feedback and identifying and removing performance obstacles
- Organization as a whole
- Organization subunits
- Work teams or groups
- Work Processes
- Projects -answer-Performance managers focus on these five things:
- Aligns organizational goals with individual goals and organizational processes
- Gives employees clear goals and feedback
- Generates useful data -answer-Three Main Benefits of Performance Management
balanced scorecard -answer-a performance measurement system that translates the
organization's strategy into financial, business process, learning and growth and
customer outcomes. sequential.
L-I-C-C-M-A-G-IO-R
- Link goals to org mission & strategy
- Identify subgoals for each unit/department/group/individual
- Communication goals & expectations
- Create work processes and assign resources
- Measure progress
- Assess individual, group, unit performance
- Give feedback
- Identify & Overcome obstacles
- Reward Goal Achievement -answer-Nine steps of the performance management
process
Specific, Measurable, Achievable, Relevant, Time-Bound -answer-SMART stands for:
Standards -answer-specifies the level of results considered acceptable
multi-source assessments -answer-performance feedback from the employee's
supervisor as well as other sources who are familiar with an employee's job
performance
task aquaintance -answer-the amount and type of work contact an evaluator has with
the person being assessed
Upward reviews -answer-the target employee is reviewed by one or more subordinates
performance rating methods -answer-compares employee performance to a set of
standards to identify a number or letter rating that represents the employee's
performance level.
, essay appr, critical incident, graphic, behavior anchored, behavior obs scale, forced
choice, checklist, work standards, mgmt by obj
essay appraisal method -answer-the assessor writes a brief essay providing an
assessment of the strengths, weaknesses and potential of the target employee
critical incident appraisal method -answer-an assessor discusses specific examples of
the target employee's positive and negative behaviors with the employee
graphic rating scale -answer-uses ratings of unsatisfactory, average, above average
and outstanding to evaluation either work quality or personal traits
Behaviorally anchored rating scales -answer-use a set of behavioral statements
relating to qualities important for performance
behavioral observation scales -answer-measure the frequency of desired behaviors
forced-choice rating method -answer-forces the assessor to choose the statement that
best fits the target employee from a provided set of statements that are scored and
weighted in advance
checklist method -answer-the assessor uses a checklist of pre-scaled descriptions of
behavior to evaluate the employee
work standards -answer-comparing an employee's performance to output targets that
reflect different levels of performance
management by objectives -answer-the rater evaluates the target employee against
mutually set goals
performance ranking methods -answer-compares employees to each other in some
way.
forced ranking, paired comparison, forced distribution.
forced ranking method -answer-employees are ranked in order of best to worst
performance
paired comparison method -answer-every employee in a work group is compared to
the other group members
forced distribution method -answer-the rater distributes performance ratings into a pre-
specified performance distribution
continuous performance appraisal -answer-an ongoing performance appraisal process
that involves the employee in evaluating his or her performance and setting
performance goals and provides continuous coaching and feedback
