WGU C202; Managing Human Capital
Test Questions with 100% Correct
Answers
Investiture Socialization - Answer-Builds newcomers' self-confidence and reflects senior
employees' valuing of newcomer's knowledge and personal characteristics.
Formal Socialization - Answer-Structured socialization using specifically designed
activities and materials away from the work setting.
Reinforcers - Answer-Anything that makes a behavior more likely to happen again.
Closed Skills - Answer-Skills performed similarly or exactly like they are taught in
training.
Aptitude-treatment Interaction - Answer-The concept that some training strategies are
more or less effective depending on a learner's particular abilities, personality traits, and
other characteristics.
Divestiture Socialization - Answer-Tries to deny and strip away certain personal
characteristics.
Learning Style - Answer-How people differ in how we process information when
problem solving or learning.
Horns Effect - Answer-Letting one negative factor influence assessments of other areas
of behavior or performance.
Paired Comparison Method - Answer-Every employee in a work group is compared to
the other members.
Checklist Method - Answer-The assessor uses a checklist of prescaled descriptions of
behavior to evaluate the employee.
Forced Distribution Method - Answer-The rater distributes performance ratings into a
pre-specific performance distribution.
Multi-source Assessments - Answer-Performance feedback from the employees's
supervisor as well as other sources who are familiar with an employee's job
performance.
,Performance Improvement Plan - Answer-A tool to monitor and measure an employee's
deficient work products, processes, and/or behaviors to improve performance or modify
behavior.
Upward Reviews - Answer-The target employee is reviewed by one or more
subordinates.
Results - Answer-The specific subgoals for each unit that will be the focus of the
performance management process.
Leniency Error - Answer-All employees are given high ratings regardless of
performance.
Behaviorally Anchored Rating Scales - Answer-Use a set of behavioral statements
relating to qualities important for performance.
Performance Rating Methods - Answer-Compares employees performance to a set of
standards to identify a number or letter rating that represents the employee's
performance level.
Forced-Choice Rating Method - Answer-Forces the assessor to choose the statement
that best fits the target employee from a provided set of statements that are scored and
weighted in advance.
Accountability - Answer-An individual is expected to provide a regular accounting to a
superior about the results of what she or he is doing and will be held responsible for the
outcome.
Critical Incident Appraisal Method - Answer-An assessor discusses specific examples of
the target employee's positive and negative behaviors with the employee.
Standards - Answer-Specify the level of results considered acceptable.
Performance Plan - Answer-Describes desired goals and results, how results will be
measured and weighted, and what standards will be used to evaluate results.
Similar-to-me- Effect - Answer-Giving high rating to someone because she or he is
perceived as being similar to the rater.
Continuous Performance Appraisal - Answer-An ongoing performance appraisal
process that involves the employee in evaluating his or her performance and setting
performance goals and provides continuous coaching and feedback.
First Impression Bias - Answer-Initial judgments influence later assessments.
, Forced Ranking Method - Answer-Employees are ranked in order of best to worst
performance.
Essay Appraisal Method - Answer-The assessor writes a brief essay providing an
assessment of the strengths, weaknesses, and potential of the target employee.
Work Standards - Answer-Comparing an employee's performance to output targets that
reflect different levels of performance.
Recency Effect - Answer-Allowing recent events and performance to have a
disproportionately large influence on the rating.
Balanced Scorecard - Answer-A performance measurement system that translates the
organization's strategy into financial, business process, learning and growth, and
customer outcomes.
Graphic Rating Scale - Answer-Uses ratings of unsatisfactory, average, above average,
and outstanding to evaluate either work quality or personal traits.
Progressive Discipline - Answer-Using increasingly severe measures when an
employee fails to correct a deficiency after being given a reasonable opportunity to do
so.
Opportunity Bias - Answer-Ignoring factors beyond the employee's control that influence
his or her performance.
Management by objectives - Answer-The rater evaluates the target employee against
mutually set goals.
Contrast Effect - Answer-Over-or underrating someone based on a comparison with
someone else.
High Potential Erro - Answer-Confusing potential with performance.
Halo Effect - Answer-Letting one positive factor influence assessments of the other
areas of behavior or performance.
Behavioral Observation Scales - Answer-Measure the frequency of desired behaviors.
Performance Ranking Methods - Answer-Compares employees to each other in some
way.
Central Tendency - Answer-Rating all employees in the middle of the scale regardless
of performance .
Test Questions with 100% Correct
Answers
Investiture Socialization - Answer-Builds newcomers' self-confidence and reflects senior
employees' valuing of newcomer's knowledge and personal characteristics.
Formal Socialization - Answer-Structured socialization using specifically designed
activities and materials away from the work setting.
Reinforcers - Answer-Anything that makes a behavior more likely to happen again.
Closed Skills - Answer-Skills performed similarly or exactly like they are taught in
training.
Aptitude-treatment Interaction - Answer-The concept that some training strategies are
more or less effective depending on a learner's particular abilities, personality traits, and
other characteristics.
Divestiture Socialization - Answer-Tries to deny and strip away certain personal
characteristics.
Learning Style - Answer-How people differ in how we process information when
problem solving or learning.
Horns Effect - Answer-Letting one negative factor influence assessments of other areas
of behavior or performance.
Paired Comparison Method - Answer-Every employee in a work group is compared to
the other members.
Checklist Method - Answer-The assessor uses a checklist of prescaled descriptions of
behavior to evaluate the employee.
Forced Distribution Method - Answer-The rater distributes performance ratings into a
pre-specific performance distribution.
Multi-source Assessments - Answer-Performance feedback from the employees's
supervisor as well as other sources who are familiar with an employee's job
performance.
,Performance Improvement Plan - Answer-A tool to monitor and measure an employee's
deficient work products, processes, and/or behaviors to improve performance or modify
behavior.
Upward Reviews - Answer-The target employee is reviewed by one or more
subordinates.
Results - Answer-The specific subgoals for each unit that will be the focus of the
performance management process.
Leniency Error - Answer-All employees are given high ratings regardless of
performance.
Behaviorally Anchored Rating Scales - Answer-Use a set of behavioral statements
relating to qualities important for performance.
Performance Rating Methods - Answer-Compares employees performance to a set of
standards to identify a number or letter rating that represents the employee's
performance level.
Forced-Choice Rating Method - Answer-Forces the assessor to choose the statement
that best fits the target employee from a provided set of statements that are scored and
weighted in advance.
Accountability - Answer-An individual is expected to provide a regular accounting to a
superior about the results of what she or he is doing and will be held responsible for the
outcome.
Critical Incident Appraisal Method - Answer-An assessor discusses specific examples of
the target employee's positive and negative behaviors with the employee.
Standards - Answer-Specify the level of results considered acceptable.
Performance Plan - Answer-Describes desired goals and results, how results will be
measured and weighted, and what standards will be used to evaluate results.
Similar-to-me- Effect - Answer-Giving high rating to someone because she or he is
perceived as being similar to the rater.
Continuous Performance Appraisal - Answer-An ongoing performance appraisal
process that involves the employee in evaluating his or her performance and setting
performance goals and provides continuous coaching and feedback.
First Impression Bias - Answer-Initial judgments influence later assessments.
, Forced Ranking Method - Answer-Employees are ranked in order of best to worst
performance.
Essay Appraisal Method - Answer-The assessor writes a brief essay providing an
assessment of the strengths, weaknesses, and potential of the target employee.
Work Standards - Answer-Comparing an employee's performance to output targets that
reflect different levels of performance.
Recency Effect - Answer-Allowing recent events and performance to have a
disproportionately large influence on the rating.
Balanced Scorecard - Answer-A performance measurement system that translates the
organization's strategy into financial, business process, learning and growth, and
customer outcomes.
Graphic Rating Scale - Answer-Uses ratings of unsatisfactory, average, above average,
and outstanding to evaluate either work quality or personal traits.
Progressive Discipline - Answer-Using increasingly severe measures when an
employee fails to correct a deficiency after being given a reasonable opportunity to do
so.
Opportunity Bias - Answer-Ignoring factors beyond the employee's control that influence
his or her performance.
Management by objectives - Answer-The rater evaluates the target employee against
mutually set goals.
Contrast Effect - Answer-Over-or underrating someone based on a comparison with
someone else.
High Potential Erro - Answer-Confusing potential with performance.
Halo Effect - Answer-Letting one positive factor influence assessments of the other
areas of behavior or performance.
Behavioral Observation Scales - Answer-Measure the frequency of desired behaviors.
Performance Ranking Methods - Answer-Compares employees to each other in some
way.
Central Tendency - Answer-Rating all employees in the middle of the scale regardless
of performance .
