WGU C202 ManaGinG HUMan Capital all
QUestions WitH ansWers 100% CorreCt
indirect financial compensation ✔✔ all the tangible and financially valued rewards that are not
included in direct compensation including free meals, vacation time and health insurance
Direct financial compensation ✔✔ compensation received in the form of salary, wages,
commissions, stock options or bonuses
Four principles of Scientific Management - Taylor ✔✔ - Use methods based on scientifcally
studying the tasks using time an motion studies.
- Select, train and develop each worker rather than leaving them to passively train themselves
- Provide detailed instructions and supervision to workers to ensure that they are following the
developed methods.
- Divide work equally between workers and managers.
Job characteristics model ✔✔ objective job characteristics including skill variety, task identity,
task significance, autonomy and task feedback, lead to job satisfaction from people with a high
growth need strength.
Skill variety ✔✔ the degree to which the job requires a variety of activities enabling the worker
to use different skills and talents
task identity ✔✔ the degree to which the job requires the worker to complete a whole and
identifiable piece of work
task significance ✔✔ the degree to which job performance is important and affect the lives and
work of others
,autonomy ✔✔ the degree to which the job gives the worker freedom, discretion and
independence is scheduling the work and determining how to do the work
task feedback ✔✔ the degree to which carrying out the job's required activities results in the
individual's obtaining direct and clear information about the effectiveness for his or her
performance
job enrichment ✔✔ a job design approach that increases a job's complexity to give workers
greater responsibility and opportunities to feel a sense of achievement
job enlargement ✔✔ adding more tasks at the same level of responsibility and skill related to
an employee's current position
job rotation ✔✔ workers are moved through a variety of jobs to increase their interest and
motivation
cross-training ✔✔ training employees in more than one job or in multiple skills to enable them
to do different jobs
horizontal ✔✔ Job enlargement is _________ job expansion.
vertical ✔✔ Job enrichment is _________ job expansion.
job analysis ✔✔ a systematic process used to identify and describe the important aspects of a
job and the characteristics a worker needs to perform the job well. need to be reliable and valid.
job description ✔✔ written descriptions of the duties and responsibilities of the job itself
,job task ✔✔ an observable unit of work with a beginning and an end
task statements ✔✔ identify in specific behavioral terms the regular duties and responsibilities
of a position
person specification ✔✔ summarizes the characteristics of someone able to perform the job
essential criteria ✔✔ job holder characteristics that are vital to job performance
desirable criteria ✔✔ job holder characteristics that may enhance job success but are not
essential to adequate job performance
Knowledge, Skills, Abilities, Other Characterstics ✔✔ KSAO.
job related worker characteristics
Knowledge ✔✔ organized factual or procedural information that can be applied to perform a
task
Skill ✔✔ the ability to use some sort of knowledge in performing a physical task; often refers to
psychomotor activities
ability ✔✔ a stable and enduring capability to perform a variety of tasks (verbal or mechanical
ability)
Other characteristics ✔✔ a miscellaneous category for worker characteristics that are not
knowledge, skills or abilities including personality traits, values and work styles
, Critical Incidents Technique ✔✔ Job Analysis Method: Job experts describe episodes of good,
average and poor performance.
circumstances, action, consequences
Job Elements Analysis Method ✔✔ Job Analysis Method: a group of job experts list and rate the
important worker characteristics that influence success in the job, including knowledge, skills,
abilities and personal characterstics
Structured Interview Technique ✔✔ Job Analysis Method: Job experts supply information about
the job and workers that distinguishes superior performance.
Task Inventory Approach ✔✔ Job Analysis Method: Job experts generate a list of 50-200 tasks
that are then grouped in categories reflecting major work functions.
Structured Questionnaires ✔✔ Job Analysis Method: Written questionnaires that assess
information about worker inputs, work output, job context and job characteristics.
Competency Modeling ✔✔ identifies the worker competencies characteristic to high
performance
Competencies ✔✔ broad worker characteristics that underlie successful job performance
job rewards analysis ✔✔ job analysis technique that identifies the intrinsic and extrinsic
rewards of a job
intrinsic reward ✔✔ non-monetary reward derived from the work itself
QUestions WitH ansWers 100% CorreCt
indirect financial compensation ✔✔ all the tangible and financially valued rewards that are not
included in direct compensation including free meals, vacation time and health insurance
Direct financial compensation ✔✔ compensation received in the form of salary, wages,
commissions, stock options or bonuses
Four principles of Scientific Management - Taylor ✔✔ - Use methods based on scientifcally
studying the tasks using time an motion studies.
- Select, train and develop each worker rather than leaving them to passively train themselves
- Provide detailed instructions and supervision to workers to ensure that they are following the
developed methods.
- Divide work equally between workers and managers.
Job characteristics model ✔✔ objective job characteristics including skill variety, task identity,
task significance, autonomy and task feedback, lead to job satisfaction from people with a high
growth need strength.
Skill variety ✔✔ the degree to which the job requires a variety of activities enabling the worker
to use different skills and talents
task identity ✔✔ the degree to which the job requires the worker to complete a whole and
identifiable piece of work
task significance ✔✔ the degree to which job performance is important and affect the lives and
work of others
,autonomy ✔✔ the degree to which the job gives the worker freedom, discretion and
independence is scheduling the work and determining how to do the work
task feedback ✔✔ the degree to which carrying out the job's required activities results in the
individual's obtaining direct and clear information about the effectiveness for his or her
performance
job enrichment ✔✔ a job design approach that increases a job's complexity to give workers
greater responsibility and opportunities to feel a sense of achievement
job enlargement ✔✔ adding more tasks at the same level of responsibility and skill related to
an employee's current position
job rotation ✔✔ workers are moved through a variety of jobs to increase their interest and
motivation
cross-training ✔✔ training employees in more than one job or in multiple skills to enable them
to do different jobs
horizontal ✔✔ Job enlargement is _________ job expansion.
vertical ✔✔ Job enrichment is _________ job expansion.
job analysis ✔✔ a systematic process used to identify and describe the important aspects of a
job and the characteristics a worker needs to perform the job well. need to be reliable and valid.
job description ✔✔ written descriptions of the duties and responsibilities of the job itself
,job task ✔✔ an observable unit of work with a beginning and an end
task statements ✔✔ identify in specific behavioral terms the regular duties and responsibilities
of a position
person specification ✔✔ summarizes the characteristics of someone able to perform the job
essential criteria ✔✔ job holder characteristics that are vital to job performance
desirable criteria ✔✔ job holder characteristics that may enhance job success but are not
essential to adequate job performance
Knowledge, Skills, Abilities, Other Characterstics ✔✔ KSAO.
job related worker characteristics
Knowledge ✔✔ organized factual or procedural information that can be applied to perform a
task
Skill ✔✔ the ability to use some sort of knowledge in performing a physical task; often refers to
psychomotor activities
ability ✔✔ a stable and enduring capability to perform a variety of tasks (verbal or mechanical
ability)
Other characteristics ✔✔ a miscellaneous category for worker characteristics that are not
knowledge, skills or abilities including personality traits, values and work styles
, Critical Incidents Technique ✔✔ Job Analysis Method: Job experts describe episodes of good,
average and poor performance.
circumstances, action, consequences
Job Elements Analysis Method ✔✔ Job Analysis Method: a group of job experts list and rate the
important worker characteristics that influence success in the job, including knowledge, skills,
abilities and personal characterstics
Structured Interview Technique ✔✔ Job Analysis Method: Job experts supply information about
the job and workers that distinguishes superior performance.
Task Inventory Approach ✔✔ Job Analysis Method: Job experts generate a list of 50-200 tasks
that are then grouped in categories reflecting major work functions.
Structured Questionnaires ✔✔ Job Analysis Method: Written questionnaires that assess
information about worker inputs, work output, job context and job characteristics.
Competency Modeling ✔✔ identifies the worker competencies characteristic to high
performance
Competencies ✔✔ broad worker characteristics that underlie successful job performance
job rewards analysis ✔✔ job analysis technique that identifies the intrinsic and extrinsic
rewards of a job
intrinsic reward ✔✔ non-monetary reward derived from the work itself
