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WGU D351 Functions of Human Resource
Management terms Questions and Correct
Answers
Absenteeism Ans: The failure of an employee to report to the
workplace as scheduled
Accountability Ans: 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 Ans: The intention and ability to listen to others,
use the content and context of the communication, and respond
appropriately
Adverse employment action Ans: Any action, such as firings,
demotions, schedule reductions, or changes, that would harm the
individual employee
Affirmative action Ans: 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
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Arbitrator Ans: A neutral third party who resolves a conflict by
making a binding decision
Assessment center Ans: A place where job applicants undergo a
series of tests, interviews, and simulated experiences to determine
their potential for a particular job
Authority Ans: The right to give orders, enforce obedience, make
decisions, and commit resources toward completing
organizational goals
Autocratic style of management Ans: Highly directive and low in
supportiveness. Appropriate when interacting with low-capability
employees.
Consultative style of management Ans: 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 Ans: 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.
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Empowering Style of Management Ans: 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 Ans: A
performance appraisal that provides a description of each
assessment along a continuum
Behaviors Ans: The actions taken by an individual
Bias Ans: A personality-based tendency, either toward or against
something
Biological job design Ans: 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) Ans: A qualification
that is absolutely required in order for an individual to be able to
successfully do a particular job
Bonus Ans: A lump sum payment, typically given to an individual
at the end of a time period
Broadbanding Ans: Combining multiple pay levels into one
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Burnout Ans: Constant lack of interest and motivation to perform
one's job
Business necessity Ans: 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 Ans: 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 Ans: 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 Ans: When an individual feels unchallenged in
their current job and has little or no chance of advancement
Centralization Ans: Degree to which decision making is
concentrated within the organization
Coaching Ans: The process of giving motivational feedback to
maintain and improve performance
© 2025 All rights reserved
WGU D351 Functions of Human Resource
Management terms Questions and Correct
Answers
Absenteeism Ans: The failure of an employee to report to the
workplace as scheduled
Accountability Ans: 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 Ans: The intention and ability to listen to others,
use the content and context of the communication, and respond
appropriately
Adverse employment action Ans: Any action, such as firings,
demotions, schedule reductions, or changes, that would harm the
individual employee
Affirmative action Ans: 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
© 2025 All rights reserved
, 2 | Page
Arbitrator Ans: A neutral third party who resolves a conflict by
making a binding decision
Assessment center Ans: A place where job applicants undergo a
series of tests, interviews, and simulated experiences to determine
their potential for a particular job
Authority Ans: The right to give orders, enforce obedience, make
decisions, and commit resources toward completing
organizational goals
Autocratic style of management Ans: Highly directive and low in
supportiveness. Appropriate when interacting with low-capability
employees.
Consultative style of management Ans: 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 Ans: 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.
© 2025 All rights reserved
, 3 | Page
Empowering Style of Management Ans: 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 Ans: A
performance appraisal that provides a description of each
assessment along a continuum
Behaviors Ans: The actions taken by an individual
Bias Ans: A personality-based tendency, either toward or against
something
Biological job design Ans: 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) Ans: A qualification
that is absolutely required in order for an individual to be able to
successfully do a particular job
Bonus Ans: A lump sum payment, typically given to an individual
at the end of a time period
Broadbanding Ans: Combining multiple pay levels into one
© 2025 All rights reserved
, 4 | Page
Burnout Ans: Constant lack of interest and motivation to perform
one's job
Business necessity Ans: 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 Ans: 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 Ans: 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 Ans: When an individual feels unchallenged in
their current job and has little or no chance of advancement
Centralization Ans: Degree to which decision making is
concentrated within the organization
Coaching Ans: The process of giving motivational feedback to
maintain and improve performance
© 2025 All rights reserved
