Pass the WGU Courses and Certificates Managing-Human-Capital Questions and answers with Dumpstech

Progressive discipline is a structured and systematic approach used by managers to address employee misconduct or performance issues by applying increasingly severe penalties for repeated offenses. According toHuman Resource Management, 16th Editionby Gary Dessler, progressive discipline is designed to give employees clear notice of unacceptable behavior and a fair opportunity to correct it before more serious action is taken.

The typical sequence of progressive discipline begins with averbal warning, followed by awritten warning, thensuspension, and finallyterminationif the behavior continues. In this case, the employee has already received a verbal warning for tardiness. When the employee arrives late again the following week, the manager must move to the next formal step in the disciplinary process. That step is issuing awritten warning, which formally documents the problem, specifies expectations for improvement, and warns the employee of possible future consequences if the behavior persists.

Skipping directly to harsher penalties such as suspension, demotion, or termination would violate the principles of fairness and due process emphasized in effective human resource management. Progressive discipline ensures consistency, legal defensibility, and transparency, while reinforcing organizational standards. Thus, based on established HRM practices, the correct next step after a verbal warning is awritten warning.

Source:

Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Discipline and Employee Relations

Job analysis is a systematic process that involves identifying and documenting the essential tasks, responsibilities, and behaviors required for a job. It also assesses the qualifications, skills, and knowledge needed to perform those tasks effectively. The outcome of a job analysis includes detailed job descriptions and specifications, which are used for various HR functions such as recruitment, selection, training, performance appraisal, and compensation.

"Job and Work Analysis: Methods, Research, and Applications for Human Resource Management" by Michael T. Brannick, Edward L. Levine, and Frederick P. Morgeson

Society for Human Resource Management (SHRM) guidelines on job analysis

Reducing voluntary turnover requires organizations to understand why employees leave and what factors influence their decision to stay. According toHuman Resource Management, 16th Editionby Gary Dessler, an effectiveretention strategyis toconduct employee satisfaction surveys. These surveys help management identify issues related to pay, supervision, workload, career development, and work environment before dissatisfaction leads to resignation.

Dessler explains that voluntary turnover is often avoidable when organizations proactively listen to employees and address concerns early. Satisfaction surveys provide actionable data that enable HR managers to implement targeted interventions such as improving leadership practices, adjusting compensation, or enhancing work–life balance initiatives.

In contrast, sourcing internal or external candidates focuses on staffing and replacement rather than retention. Monitoring performance trends for merit pay relates to compensation management but does not directly uncover reasons employees may leave. Therefore, the most effective retention-focused strategy listed isconducting employee satisfaction surveys.

Source:

Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Retention and Turnover Management

Healthy Work Environment:Providing a healthy and safe work environment helps prevent workplace injuries and illnesses, promoting overall well-being.

Absenteeism Reduction:When employees are healthy, they are less likely to take time off due to illness or injury, leading to decreased absenteeism.

Productivity and Morale:A safe work environment enhances employee morale and productivity, as employees feel valued and protected.

Cost Savings:Reduced absenteeism also translates into cost savings for the employer, as fewer resources are spent on temporary replacements and overtime for covering absent employees.

Unionized workers typically enjoy more secure benefits compared to nonunionized workers, with guaranteed pensions being one of the most secure. Unions negotiate defined benefit pension plans that promise a specified monthly benefit at retirement, which is often based on factors such as salary history and years of service. These plans provide financial security for employees upon retirement and are less common in nonunionized workplaces, where defined contribution plans like 401(k)s are more prevalent.

The manager implemented the technique of positive feedback by praising the employee for achieving monthly sales goals. Positive feedback involves recognizing and affirming good performance, which helps to reinforce desirable behaviors and motivate employees. It is a critical component of effective performance management because it not only acknowledges the employee’s efforts and achievements but also encourages them to maintain or improve their performance.

References

Managing Human Capital Textbook

"The Power of Feedback: Giving, Seeking, and Using Feedback for Performance Improvement" by Manuel London

SHRM (Society for Human Resource Management) guidelines on performance feedback

The primary purpose of progressive discipline is to address performance issues by making employees aware of problems in a structured manner, starting with the least severe actions. The goal is to provide employees with opportunities to correct their behavior before more severe measures are taken. This approach helps to maintain a fair and supportive work environment while ensuring that employees understand the consequences of continued poor performance. Progressive discipline typically involves a series of steps, such as verbal warnings, written warnings, and, if necessary, termination.

References

Managing Human Capital Textbook

"Progressive Discipline Handbook" by Paul Falcone

SHRM (Society for Human Resource Management) guidelines on progressive discipline

Organizational design involves configuring the structure of an organization to effectively achieve its goals. This includes determining the best ways to allocate resources, coordinate activities, and supervise tasks. The aim is to create an optimal organizational framework that enhances communication, improves efficiency, and supports the achievement of strategic objectives. It includes decisions about hierarchy, departmentalization, span of control, and formalization.

"Organization Design: A Guide to Building Effective Organizations" by Naomi Stanford

Harvard Business Review articles on organizational design

A bully-free work environment requires clear organizational commitment, consistent standards, and firm enforcement. According toHuman Resource Management, 16th Editionby Gary Dessler, one of the most effective ways to prevent workplace bullying is toestablish and enforce zero-tolerance antibullying policies. These policies clearly define unacceptable behaviors, outline reporting procedures, and specify consequences for violations.

Dessler emphasizes that antibullying efforts must be organization-wide rather than left to individual managers’ discretion. Allowing managers to create their own standards can lead to inconsistency, unfair treatment, and legal risk. Similarly, addressing bullying only after it occurs or doing so privately without formal policy enforcement fails to address the broader organizational culture.

A zero-tolerance policy signals that bullying behaviors—such as intimidation, harassment, or persistent mistreatment—are unacceptable regardless of position or performance level. When consistently enforced, such policies help build trust, protect employee well-being, and reduce legal exposure. While stress management training can be beneficial, it does not directly address bullying behavior. Therefore, the correct answer isestablishing and enforcing zero-tolerance antibullying policies.

Source:

Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Safety, Health, and Fair Treatment

Human resource planning is a critical function of human resource management that involves forecasting an organization’s future human resource needs and planning for how to meet those needs. This includes designing jobs and workspaces for optimal efficiency, ensuring the right number of employees with the right skills are in place, and aligning human resources with the organization's strategic goals. This planning ensures the organization can meet its future demands and remain competitive.

Human Resource Planning, Society for Human Resource Management (SHRM) website