WGU D 351 QUESTINS AND ANSWERS LATEST EDITION
ALREADY VERIFIED AS A+
Race norming
when different groups of people have different scores designated as " passing " grades on a test for
employment
Reasonable person
the " average person who would look at the situation and its intensity to determine whether the
accused person was wrong in their actions
Remediation
the correction of a deficiency or failure in a process or procedure
Retaliation
a situation where the organization takes an adverse employment action against an employee because
the employee brought discrimination charges against the organization or supported someone who
brought discrimination charges against the company
Reverse discrimination
Discrimination against the majority employee group based on a legally protected factor , such as race or
religion
Rights
Things a person in a society is allowed to do without any permission required from an authority
Right - to - sue
a notice from the EEOC , issued if it elects not to prosecute an individual discrimination complaint within
the agency , that gives the recipient the right to go directly to the courts with the complaint
Sexual harassment
As defined by the EEOC , " unwelcome sexual advances , requests for sexual favors , and other verbal or
physical conduct of a sexual nature .... when submission to or rejection of this conduct explicitly or
implicitly affects an individual's employment , unreasonably interferes with an individuals work
performance or creates an intimidating , hostile or offensive work environment .
Serious misconduct
intentional behavior that has the potential to cause great harm to another or to the company
Stereotyping
, Mentally classifying a person into an affinity group and then identifying the person as having the same
assumed characteristics as th egroup
Strike
A collective work stoppage by members of a union that is intended to put pressure on an employer
Uniform Guidelines on Employee Selection Procedures ( UGESP )
Guidelines that provide information that can be used to avoid discriminatory hiring practices , as well as
discrimination in other employment decisions
Whistle - blower
An individual who tells an authoritative organization ( such as a TV station or a government agency )
outside the individual's own company about actions within the company that the individual believes to
be illegal
Wrongful discharge
terminating an individual employee for an illegal reason , either due to a violation of a contract or state /
federal law .
Punitive Damages
Monetary damages awarded by the court, that are designed to punish an injuring party that has
intentionally inflicted harm on others
Construct Validity
An assessment that measures a theoretical concept or trait that is not directly observable
Content validity
an assessment of whether a test measures knowledge or understanding of the items it is supposed to
measure
Criterion related validity
an assessment of the ability of a test to measure some other factor related to the test
HR Forecasting
Identifying the estimated supply and demand for the different types of human resources in the
organization over some future period , based on analysis of past and present demand
Interest test
A test measuring a person's intellectual curiosity and motivation in a particular field
Qualitative foreccasting
The use of nonquantitative methods to forecast the future , usually based on the knowledge of a pool of
experts in a subject or an industry
ALREADY VERIFIED AS A+
Race norming
when different groups of people have different scores designated as " passing " grades on a test for
employment
Reasonable person
the " average person who would look at the situation and its intensity to determine whether the
accused person was wrong in their actions
Remediation
the correction of a deficiency or failure in a process or procedure
Retaliation
a situation where the organization takes an adverse employment action against an employee because
the employee brought discrimination charges against the organization or supported someone who
brought discrimination charges against the company
Reverse discrimination
Discrimination against the majority employee group based on a legally protected factor , such as race or
religion
Rights
Things a person in a society is allowed to do without any permission required from an authority
Right - to - sue
a notice from the EEOC , issued if it elects not to prosecute an individual discrimination complaint within
the agency , that gives the recipient the right to go directly to the courts with the complaint
Sexual harassment
As defined by the EEOC , " unwelcome sexual advances , requests for sexual favors , and other verbal or
physical conduct of a sexual nature .... when submission to or rejection of this conduct explicitly or
implicitly affects an individual's employment , unreasonably interferes with an individuals work
performance or creates an intimidating , hostile or offensive work environment .
Serious misconduct
intentional behavior that has the potential to cause great harm to another or to the company
Stereotyping
, Mentally classifying a person into an affinity group and then identifying the person as having the same
assumed characteristics as th egroup
Strike
A collective work stoppage by members of a union that is intended to put pressure on an employer
Uniform Guidelines on Employee Selection Procedures ( UGESP )
Guidelines that provide information that can be used to avoid discriminatory hiring practices , as well as
discrimination in other employment decisions
Whistle - blower
An individual who tells an authoritative organization ( such as a TV station or a government agency )
outside the individual's own company about actions within the company that the individual believes to
be illegal
Wrongful discharge
terminating an individual employee for an illegal reason , either due to a violation of a contract or state /
federal law .
Punitive Damages
Monetary damages awarded by the court, that are designed to punish an injuring party that has
intentionally inflicted harm on others
Construct Validity
An assessment that measures a theoretical concept or trait that is not directly observable
Content validity
an assessment of whether a test measures knowledge or understanding of the items it is supposed to
measure
Criterion related validity
an assessment of the ability of a test to measure some other factor related to the test
HR Forecasting
Identifying the estimated supply and demand for the different types of human resources in the
organization over some future period , based on analysis of past and present demand
Interest test
A test measuring a person's intellectual curiosity and motivation in a particular field
Qualitative foreccasting
The use of nonquantitative methods to forecast the future , usually based on the knowledge of a pool of
experts in a subject or an industry
