WGU D351 EXAM STUDY GUIDE 2026
VERIFIED Q&A MASTER SOLUTION
◉ Ergonomics.
Answer: According to OSHA, "the science of fitting workplace
conditions and job demands to the capabilities of the working
population"
◉ Essential functions.
Answer: The fundamental duties of the position
◉ Ethics.
Answer: The application of a set of values and principles in order to
make the right, or good, choice
◉ EWPs ( Employee wellness program).
Answer: Plans designed to cater to the employee's physical, instead
of psychological, welfare through education and training programs
◉ Expatriate.
Answer: An employee who leaves their home country to go work in
another country
,◉ Expectancy theory.
Answer: A theory proposing that employees are motivated when
they believe they can accomplish a task and that the rewards for
doing so are worth the effort
◉ Experience rating.
Answer: A measure of how often claims are made against an
insurance policy
◉ External recruiting.
Answer: The process of engaging individuals from the labor market
outside the firm to apply for a job
◉ Extinction.
Answer: The lack of response, either positive or negative, in order to
avoid reinforcing an undesirable behavior
◉ Extrinsic rewards.
Answer: Valued returns (such as incentive pay for performance) to
the individual in exchange for doing something that the organization
desires of the employee
◉ Feedback.
,Answer: Information provided by the receiver that verifies that a
message was transmitted successfully
◉ Fitness-for-duty test.
Answer: A test identifying whether or not an employee is physically
capable at a particular point in time of performing a specific type of
work
◉ Formalization.
Answer: Degree to which jobs are standardized within an
organization, meaning the degree to which we have created policies,
procedures, and rules that "program" the jobs of the employees
◉ Four-Fifths Rule.
Answer: A test used by various federal courts, the Department of
Labor, and the EEOC to determine whether disparate impact exists
in an employment test
◉ Free Consent.
Answer: The right of the individual to know what they're being
asked to do and the possible and probable consequences of that
action to the individual or others.
◉ Glass ceiling.
, Answer: An invisible barrier to advancement in business to women
as well as minority employees
◉ Golden parachutes.
Answer: Provision for executives who are dismissed from a merged
or acquired firm of typically large lump-sum payments on dismissal
◉ Graphic rating scale form.
Answer: A performance appraisal checklist form on which a
manager simply rates performance on a continuum, such as
excellent, good, average, fair, and poor
◉ Grievance.
Answer: A formal complaint concerning pay, working conditions, or
violation of some other factor in a collective-bargaining agreement
◉ Gross negligence.
Answer: A serious failure to exercise care in the work environment
◉ Group incentives.
Answer: Incentives that provide reinforcement for actions of more
than one individual within the organization
VERIFIED Q&A MASTER SOLUTION
◉ Ergonomics.
Answer: According to OSHA, "the science of fitting workplace
conditions and job demands to the capabilities of the working
population"
◉ Essential functions.
Answer: The fundamental duties of the position
◉ Ethics.
Answer: The application of a set of values and principles in order to
make the right, or good, choice
◉ EWPs ( Employee wellness program).
Answer: Plans designed to cater to the employee's physical, instead
of psychological, welfare through education and training programs
◉ Expatriate.
Answer: An employee who leaves their home country to go work in
another country
,◉ Expectancy theory.
Answer: A theory proposing that employees are motivated when
they believe they can accomplish a task and that the rewards for
doing so are worth the effort
◉ Experience rating.
Answer: A measure of how often claims are made against an
insurance policy
◉ External recruiting.
Answer: The process of engaging individuals from the labor market
outside the firm to apply for a job
◉ Extinction.
Answer: The lack of response, either positive or negative, in order to
avoid reinforcing an undesirable behavior
◉ Extrinsic rewards.
Answer: Valued returns (such as incentive pay for performance) to
the individual in exchange for doing something that the organization
desires of the employee
◉ Feedback.
,Answer: Information provided by the receiver that verifies that a
message was transmitted successfully
◉ Fitness-for-duty test.
Answer: A test identifying whether or not an employee is physically
capable at a particular point in time of performing a specific type of
work
◉ Formalization.
Answer: Degree to which jobs are standardized within an
organization, meaning the degree to which we have created policies,
procedures, and rules that "program" the jobs of the employees
◉ Four-Fifths Rule.
Answer: A test used by various federal courts, the Department of
Labor, and the EEOC to determine whether disparate impact exists
in an employment test
◉ Free Consent.
Answer: The right of the individual to know what they're being
asked to do and the possible and probable consequences of that
action to the individual or others.
◉ Glass ceiling.
, Answer: An invisible barrier to advancement in business to women
as well as minority employees
◉ Golden parachutes.
Answer: Provision for executives who are dismissed from a merged
or acquired firm of typically large lump-sum payments on dismissal
◉ Graphic rating scale form.
Answer: A performance appraisal checklist form on which a
manager simply rates performance on a continuum, such as
excellent, good, average, fair, and poor
◉ Grievance.
Answer: A formal complaint concerning pay, working conditions, or
violation of some other factor in a collective-bargaining agreement
◉ Gross negligence.
Answer: A serious failure to exercise care in the work environment
◉ Group incentives.
Answer: Incentives that provide reinforcement for actions of more
than one individual within the organization
