1
WGU D351 FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
TERMS OA & PA EXAM LATEST UPDATES -2025/2026- ACTUAL
QUESTIONS WITH VERIFIED ANSWERS ALREADY GRADED A+
GUARANTEED SUCCESS
Behaviors
The actions taken by an individual
Bias
A personality-based tendency, either toward or against something
Biological job design
Designing jobs by focusing on minimizing the physical strain on the worker by
structuring the physical work environment around the way the body works
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
, 2
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 (BARS) form
A performance appraisal that provides a description of each assessment along a
continuum
Bona fide occupational qualification (BFOQ)
, 3
A qualification that is absolutely required in order for an individual to be able to
successfully do a particular job
Bonus
A lump sum payment, typically given to an individual at the end of a time period
Broadbanding
Combining multiple pay levels into one
Burnout
Constant lack of interest and motivation to perform one's job
Business necessity
When a particular practice is necessary for the safe and efficient operation of the
business and when there is a specific business purpose for applying a particular
standard that may, in fact, be discriminatory
Business skills
The analytical and quantitative skills—including in-depth knowledge of how the
business works and its budgeting and strategic-planning processes—that are
necessary for a manager to understand and contribute to the profitability of the
organization
Career
The individually perceived sequence of attitudes and behaviors associated with
work-related experiences and activities over the span of a person's life
Career plateau
When an individual feels unchallenged in their current job and has little or no
chance of advancement
Centralization
Degree to which decision making is concentrated within the organization
Coaching
, 4
The process of giving motivational feedback to maintain and improve
performance
COBRA
A law that requires employers to offer to maintain health insurance on individuals
who leave their employment (for a period of time)
Cognitive ability test
An assessment of general intelligence or of some type of aptitude for a particular
job
Cohesiveness
An intent and desire for group members to stick together in their actions
Collective bargaining
The negotiation process resulting in a contract between union employees and
management that covers employment conditions
Commission
A payment typically provided to a salesperson for selling an item to a customer
Communication
The process of transmitting information and meaning
Compensation
The total of an employee's pay and benefits
Compensation system
Anything that an employee may value and desire and that the employer is willing
and able to offer in exchange
Compensatory damages
Monetary damages awarded by the court that compensate the injured person for
losses
Compensatory selection model
WGU D351 FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
TERMS OA & PA EXAM LATEST UPDATES -2025/2026- ACTUAL
QUESTIONS WITH VERIFIED ANSWERS ALREADY GRADED A+
GUARANTEED SUCCESS
Behaviors
The actions taken by an individual
Bias
A personality-based tendency, either toward or against something
Biological job design
Designing jobs by focusing on minimizing the physical strain on the worker by
structuring the physical work environment around the way the body works
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
, 2
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 (BARS) form
A performance appraisal that provides a description of each assessment along a
continuum
Bona fide occupational qualification (BFOQ)
, 3
A qualification that is absolutely required in order for an individual to be able to
successfully do a particular job
Bonus
A lump sum payment, typically given to an individual at the end of a time period
Broadbanding
Combining multiple pay levels into one
Burnout
Constant lack of interest and motivation to perform one's job
Business necessity
When a particular practice is necessary for the safe and efficient operation of the
business and when there is a specific business purpose for applying a particular
standard that may, in fact, be discriminatory
Business skills
The analytical and quantitative skills—including in-depth knowledge of how the
business works and its budgeting and strategic-planning processes—that are
necessary for a manager to understand and contribute to the profitability of the
organization
Career
The individually perceived sequence of attitudes and behaviors associated with
work-related experiences and activities over the span of a person's life
Career plateau
When an individual feels unchallenged in their current job and has little or no
chance of advancement
Centralization
Degree to which decision making is concentrated within the organization
Coaching
, 4
The process of giving motivational feedback to maintain and improve
performance
COBRA
A law that requires employers to offer to maintain health insurance on individuals
who leave their employment (for a period of time)
Cognitive ability test
An assessment of general intelligence or of some type of aptitude for a particular
job
Cohesiveness
An intent and desire for group members to stick together in their actions
Collective bargaining
The negotiation process resulting in a contract between union employees and
management that covers employment conditions
Commission
A payment typically provided to a salesperson for selling an item to a customer
Communication
The process of transmitting information and meaning
Compensation
The total of an employee's pay and benefits
Compensation system
Anything that an employee may value and desire and that the employer is willing
and able to offer in exchange
Compensatory damages
Monetary damages awarded by the court that compensate the injured person for
losses
Compensatory selection model
