WGU Managing Human Capital - C202 - chap14
Questions and Verified Answers
organizational citizenship behaviors Correct Answer: discretionary behaviors that benefit the
organization but that are not formally rewarded or required
functional turnover Correct Answer: the departure of poor performers
Dysfunctional turnover Correct Answer: the departure of effective performers
avoidable turnover Correct Answer: turnover that the employer could have prevented
unavoidable turnover Correct Answer: turnover that the employer could not have prevented
optional turnover Correct Answer: the turnover level producing the highest long-term levels of
productivity and business improvement
downsizing Correct Answer: a permanent reduction of multiple employees intended to improve the
efficiency or effectiveness of the firm
survivor syndrome Correct Answer: the emotional effects of a downsizing on surviving employees both
during and after a downsizing
layoff Correct Answer: temporary reduction of employees
termination Correct Answer: the permanent separation of a single employee
separation agreement Correct Answer: a legal agreement between an employer and employee that
specifies the terms of any employment termination
employee engagement Correct Answer: when employees are committed to, involved with, enthusiastic,
and passionate about their work
employment at will Correct Answer: an employment relationship which either party can legally
terminate at any time for just cause, no cause, or even a cause that is morally wrong as long as it is not
illegal
exit interviews Correct Answer: asking separated employees why they left to acquire information that
can be used to improve conditions for current employees
Questions and Verified Answers
organizational citizenship behaviors Correct Answer: discretionary behaviors that benefit the
organization but that are not formally rewarded or required
functional turnover Correct Answer: the departure of poor performers
Dysfunctional turnover Correct Answer: the departure of effective performers
avoidable turnover Correct Answer: turnover that the employer could have prevented
unavoidable turnover Correct Answer: turnover that the employer could not have prevented
optional turnover Correct Answer: the turnover level producing the highest long-term levels of
productivity and business improvement
downsizing Correct Answer: a permanent reduction of multiple employees intended to improve the
efficiency or effectiveness of the firm
survivor syndrome Correct Answer: the emotional effects of a downsizing on surviving employees both
during and after a downsizing
layoff Correct Answer: temporary reduction of employees
termination Correct Answer: the permanent separation of a single employee
separation agreement Correct Answer: a legal agreement between an employer and employee that
specifies the terms of any employment termination
employee engagement Correct Answer: when employees are committed to, involved with, enthusiastic,
and passionate about their work
employment at will Correct Answer: an employment relationship which either party can legally
terminate at any time for just cause, no cause, or even a cause that is morally wrong as long as it is not
illegal
exit interviews Correct Answer: asking separated employees why they left to acquire information that
can be used to improve conditions for current employees
