WGU D351 FUNCTIONS OF HUMAN RESOURCE MANAGEMENT ACTUAL EXAM COMPLETE 50 REAL QUESTIONS AND CORRECT VERIFIED SOLUTIONS GUARANTEED PASS.

WGU D351 FUNCTIONS OF HUMAN c c c c




RESOURCE MANAGEMENT TERMS LATEST E c c c c




XAM 2025- c




2026 WITH ACTUAL QUESTIONS AND CORRE
c c c c c




CT VERIFIED ANSWERS c c



Absenteeism

Ans: The failure of an employee to report to the workplace as scheduled
c c c c c c c c c c c




Q: Accountability
c




Ans: The personal duty to someone else (a higher-
c c c c c c c




level manager or the organization itself) for the effective use of resources
c c c c c c c c c c c c




to complete an assignment
c c c




Q: Active listening
c c




Ans:
The intention and ability to listen to others, use the content and c
c c c c c c c c c c c c




ontext of the communication, and respond appropriately
c c c c c c




Q: Adverse employment action
c c c

,Ans:
Any action, such as firings, demotions, schedule reductions, or
c c c c c c c c c




changes, that would harm the individual employee
c c c c c c




Q: Affirmative action
c c




Ans:
A series of policies, programs, and initiatives that have been ins
c c c c c c c c c c




tituted by various entities within both government and the private sec
c c c c c c c c c c




tor that are designed to prefer hiring of individuals from protected gro
c c c c c c c c c c c




ups in certain circumstances in an attempt to mitigate past discriminat
c c c c c c c c c c




ion




Q: Arbitrator
c




Ans:
A neutral third party who resolves a conflict by making a binding
c c c c c c c c c c c c




decision




Q: Assessment center
c c




Ans:
A place where job applicants undergo a series of tests, interviews, a
c c c c c c c c c c c




nd simulated experiences to determine their potential for a particular job
c c c c c c c c c c




Q: Authority
c

,Ans:
The right to give orders, enforce obedience, make decisions, and c
c c c c c c c c c c




ommit resources toward completing organizational goals
c c c c c




Q: Autocratic style of management
c c c c




Ans:
Highly directive and low in supportiveness. Appropriate when i
c c c c c c c c




nteracting with low-capability employees.
c c c




Q: Consultative style of management
c c c c




Ans:
Highly directive and highly supportive behavior, is appropriate
c c c c c c c c




when interacting with moderately capable employees. Give specific in
c c c c c c c c




structions, and oversee performance at all major stages of a task.
c c c c c c c c c c




Q: Participative style of management
c c c c




Ans:
Low directive behavior and high supportive behavior, and it is appr
c c c c c c c c c c




opriate when interacting with employees with high capability. Spend a sm
c c c c c c c c c c




all amount of time giving general directions and a great deal of time giving
c c c c c c c c c c c c c c




encouragement.




Q: Empowering Style of Management
c c c c

, Ans: Provide very little direction or support to employees, appropriate f
c c c c c c c c c c




or outstanding employees. You should let them know what needs to be d
c c c c c c c c c c c c




one and answer their questions, but it is not necessary to oversee their pe
c c c c c c c c c c c c c




rformance.




Q: Behaviorally anchored rating scale (BARS) form
c c c c c c




Ans:
A performance appraisal that provides a description of each
c c c c c c c c c




assessment along a continuum c c c




Q: Behaviors
c




Ans: The actions taken by an individual
c c c c c




Q: Bias
c




Ans: A personality-based tendency, either toward or against something
c c c c c c c




Q: Biological job design
c c c




Ans:
Designing jobs by focusing on minimizing the physical strain on the
c c c c c c c c c c c




worker by structuring the physical work environment around the way the b
c c c c c c c c c c c




ody works c