WGU D351 FINAL EXAMINATION 2026
COMPREHENSIVE QUESTIONS WITH
VERIFIED CORRECT ANSWERS GRADED A+
⩥ Accountability. Answer: The personal duty to someone else (a higher-
level manager or the organization itself) for the effective use of
resources to complete an assignment
⩥ Active listening. Answer: The intention and ability to listen to others,
use the content and context of the communication, and respond
appropriately
⩥ Adverse employment action. Answer: Any action, such as firings,
demotions, schedule reductions, or changes, that would harm the
individual employee
⩥ Affirmative action. Answer: A series of policies, programs, and
initiatives that have been instituted by various entities within both
government and the private sector that are designed to prefer hiring of
individuals from protected groups in certain circumstances in an attempt
to mitigate past discrimination
⩥ Arbitrator. Answer: A neutral third party who resolves a conflict by
making a binding decision
,⩥ Assessment center. Answer: A place where job applicants undergo a
series of tests, interviews, and simulated experiences to determine their
potential for a particular job
⩥ Authority. Answer: The right to give orders, enforce obedience, make
decisions, and commit resources toward completing organizational goals
⩥ Autocratic style of management. Answer: Highly directive and low in
supportiveness. Appropriate when interacting with low-capability
employees.
⩥ Consultative style of management. Answer: Highly directive and
highly supportive behavior, is appropriate when interacting with
moderately capable employees. Give specific instructions, and oversee
performance at all major stages of a task.
⩥ Participative style of management. Answer: Low directive behavior
and high supportive behavior, and it is appropriate when interacting with
employees with high capability. Spend a small amount of time giving
general directions and a great deal of time giving encouragement.
⩥ Empowering Style of Management. Answer: Provide very little
direction or support to employees, appropriate for outstanding
employees. You should let them know what needs to be done and answer
their questions, but it is not necessary to oversee their performance.
,⩥ Behaviorally anchored rating scale (BARS) form. Answer: A
performance appraisal that provides a description of each assessment
along a continuum
⩥ Behaviors. Answer: The actions taken by an individual
⩥ Bias. Answer: A personality-based tendency, either toward or against
something
⩥ Biological job design. Answer: Designing jobs by focusing on
minimizing the physical strain on the worker by structuring the physical
work environment around the way the body works
⩥ Bona fide occupational qualification (BFOQ). Answer: A qualification
that is absolutely required in order for an individual to be able to
successfully do a particular job
⩥ Bonus. Answer: A lump sum payment, typically given to an individual
at the end of a time period
⩥ Broadbanding. Answer: Combining multiple pay levels into one
, ⩥ Burnout. Answer: Constant lack of interest and motivation to perform
one's job
⩥ Business necessity. Answer: When a particular practice is necessary
for the safe and efficient operation of the business and when there is a
specific business purpose for applying a particular standard that may, in
fact, be discriminatory
⩥ Business skills. Answer: The analytical and quantitative skills—
including in-depth knowledge of how the business works and its
budgeting and strategic-planning processes—that are necessary for a
manager to understand and contribute to the profitability of the
organization
⩥ Career. Answer: The individually perceived sequence of attitudes and
behaviors associated with work-related experiences and activities over
the span of a person's life
⩥ Career plateau. Answer: When an individual feels unchallenged in
their current job and has little or no chance of advancement
⩥ Centralization. Answer: Degree to which decision making is
concentrated within the organization
COMPREHENSIVE QUESTIONS WITH
VERIFIED CORRECT ANSWERS GRADED A+
⩥ Accountability. Answer: The personal duty to someone else (a higher-
level manager or the organization itself) for the effective use of
resources to complete an assignment
⩥ Active listening. Answer: The intention and ability to listen to others,
use the content and context of the communication, and respond
appropriately
⩥ Adverse employment action. Answer: Any action, such as firings,
demotions, schedule reductions, or changes, that would harm the
individual employee
⩥ Affirmative action. Answer: A series of policies, programs, and
initiatives that have been instituted by various entities within both
government and the private sector that are designed to prefer hiring of
individuals from protected groups in certain circumstances in an attempt
to mitigate past discrimination
⩥ Arbitrator. Answer: A neutral third party who resolves a conflict by
making a binding decision
,⩥ Assessment center. Answer: A place where job applicants undergo a
series of tests, interviews, and simulated experiences to determine their
potential for a particular job
⩥ Authority. Answer: The right to give orders, enforce obedience, make
decisions, and commit resources toward completing organizational goals
⩥ Autocratic style of management. Answer: Highly directive and low in
supportiveness. Appropriate when interacting with low-capability
employees.
⩥ Consultative style of management. Answer: Highly directive and
highly supportive behavior, is appropriate when interacting with
moderately capable employees. Give specific instructions, and oversee
performance at all major stages of a task.
⩥ Participative style of management. Answer: Low directive behavior
and high supportive behavior, and it is appropriate when interacting with
employees with high capability. Spend a small amount of time giving
general directions and a great deal of time giving encouragement.
⩥ Empowering Style of Management. Answer: Provide very little
direction or support to employees, appropriate for outstanding
employees. You should let them know what needs to be done and answer
their questions, but it is not necessary to oversee their performance.
,⩥ Behaviorally anchored rating scale (BARS) form. Answer: A
performance appraisal that provides a description of each assessment
along a continuum
⩥ Behaviors. Answer: The actions taken by an individual
⩥ Bias. Answer: A personality-based tendency, either toward or against
something
⩥ Biological job design. Answer: Designing jobs by focusing on
minimizing the physical strain on the worker by structuring the physical
work environment around the way the body works
⩥ Bona fide occupational qualification (BFOQ). Answer: A qualification
that is absolutely required in order for an individual to be able to
successfully do a particular job
⩥ Bonus. Answer: A lump sum payment, typically given to an individual
at the end of a time period
⩥ Broadbanding. Answer: Combining multiple pay levels into one
, ⩥ Burnout. Answer: Constant lack of interest and motivation to perform
one's job
⩥ Business necessity. Answer: When a particular practice is necessary
for the safe and efficient operation of the business and when there is a
specific business purpose for applying a particular standard that may, in
fact, be discriminatory
⩥ Business skills. Answer: The analytical and quantitative skills—
including in-depth knowledge of how the business works and its
budgeting and strategic-planning processes—that are necessary for a
manager to understand and contribute to the profitability of the
organization
⩥ Career. Answer: The individually perceived sequence of attitudes and
behaviors associated with work-related experiences and activities over
the span of a person's life
⩥ Career plateau. Answer: When an individual feels unchallenged in
their current job and has little or no chance of advancement
⩥ Centralization. Answer: Degree to which decision making is
concentrated within the organization
