WGU D351 FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
OBJECTIVE ASSESSMENT NEWEST UPDATED VERSION 2026
REAL FINAL EXAM WITH COMPLETE DETAILED QUESTIONS
AND CORRECT VERIFIED ANSWERS ALREADY A+ GRADED
Absenteeism
The failure of an employee to report to the workplace as scheduled
Accountability
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
The intention and ability to listen to others, use the content and context of the communication,
and respond appropriately
Adverse employment action
Any action, such as firings, demotions, schedule reductions, or changes, that would harm the
individual employee
Affirmative action
,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
A neutral third party who resolves a conflict by making a binding decision
Assessment center
A place where job applicants undergo a series of tests, interviews, and simulated experiences to
determine their potential for a particular job
Authority
The right to give orders, enforce obedience, make decisions, and commit resources toward
completing organizational goals
Autocratic style of management
Highly directive and low in supportiveness. Appropriate when interacting with low-capability
employees.
Consultative style of management
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
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
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
A performance appraisal that provides a description of each assessment along a continuum
Behaviors
The actions taken by an individual
Bias
A personality-based tendency, either toward or against something
Biological job design
, 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)
A qualification that is absolutely required in order for an individual to be able to successfully do
a particular job
Bonus
A lump sum payment, typically given to an individual at the end of a time period
Broadbanding
Combining multiple pay levels into one
Burnout
Constant lack of interest and motivation to perform one's job
Business necessity
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
OBJECTIVE ASSESSMENT NEWEST UPDATED VERSION 2026
REAL FINAL EXAM WITH COMPLETE DETAILED QUESTIONS
AND CORRECT VERIFIED ANSWERS ALREADY A+ GRADED
Absenteeism
The failure of an employee to report to the workplace as scheduled
Accountability
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
The intention and ability to listen to others, use the content and context of the communication,
and respond appropriately
Adverse employment action
Any action, such as firings, demotions, schedule reductions, or changes, that would harm the
individual employee
Affirmative action
,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
A neutral third party who resolves a conflict by making a binding decision
Assessment center
A place where job applicants undergo a series of tests, interviews, and simulated experiences to
determine their potential for a particular job
Authority
The right to give orders, enforce obedience, make decisions, and commit resources toward
completing organizational goals
Autocratic style of management
Highly directive and low in supportiveness. Appropriate when interacting with low-capability
employees.
Consultative style of management
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
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
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
A performance appraisal that provides a description of each assessment along a continuum
Behaviors
The actions taken by an individual
Bias
A personality-based tendency, either toward or against something
Biological job design
, 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)
A qualification that is absolutely required in order for an individual to be able to successfully do
a particular job
Bonus
A lump sum payment, typically given to an individual at the end of a time period
Broadbanding
Combining multiple pay levels into one
Burnout
Constant lack of interest and motivation to perform one's job
Business necessity
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
