(HRM 2110) D351 Functions of Human Resource Manage
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(HRM 2110) D351 Functions of Human Resource
Management Pre-Assessment Questions And Answers
2024/2025 ACCURATE WGU EXAM
Absenteeism - ANSWER: The failure of an employee to report to the workplace as
scheduled
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
Coaching - ANSWER: The process of giving motivational feedback to maintain and
improve performance
, COBRA - ANSWER: A law that requires employers to offer to maintain health
insurance on individuals who leave their employment (for a period of time)
Cognitive ability test - ANSWER: An assessment of general intelligence or of some
type of aptitude for a particular job
Cohesiveness - ANSWER: An intent and desire for group members to stick together in
their actions
Collective bargaining - ANSWER: The negotiation process resulting in a contract
between union employees and management that covers employment conditions
Commission - ANSWER: A payment typically provided to a salesperson for selling an
item to a customer
Communication - ANSWER: The process of transmitting information and meaning
Compensation - ANSWER: The total of an employee's pay and benefits
Compensation system - ANSWER: Anything that an employee may value and desire
and that the employer is willing and able to offer in exchange
Compensatory damages - ANSWER: Monetary damages awarded by the court that
compensate the injured person for losses
Compensatory selection model - ANSWER: Model allowing an individual to do poorly
on one test but make up for that poor grade by doing exceptionally well on other
tests
Competency model - ANSWER: Model identifying the knowledge, skills, and abilities
(KSAs) needed to perform a particular job in the organization
Complexity - ANSWER: Degree to which three types of differentiation exist within the
organization
Conceptual and design skills - ANSWER: The ability to evaluate a situation, identify
alternatives, select a reasonable alternative, and make a decision to implement a
solution to a problem
Conflict - ANSWER: The act of being opposed to another
Construct validity - ANSWER: An assessment that measures a theoretical concept or
trait that is not directly observable
Constructive discharge - ANSWER: When an employee is put under such extreme
pressure by management that continued employment becomes intolerable and, as a
result, the employee quits, or resigns from the organization
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