WGU D351 Functions of Human Resource
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Terms in this set (319)
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 A performance appraisal that provides a
(BARS) form description of each assessment along a continuum
Management Exam | Questions and Answers |
Verified Solutions | 2026 Edition | Pass
Guaranteed
Save
Terms in this set (319)
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 A performance appraisal that provides a
(BARS) form description of each assessment along a continuum
