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WGU C202 Practice Questions with answers
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WGU C202 Practice Questions with answers
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WGU C202 Practice Questions withanswers
What \is \the \goal \of \affirmative \action? \- \ANSWERS✔✔ \To \seek \to \remedy \past \practices \that \innately
\caused \an \adverse \effect \on \applicants
A \female \employer \is \accused \of \having \an \employment \practice \that \negatively \impacts \women. \The
\employer \responds \that \she \has \the \same \requirements \for \male \and \female \applicants \and \wants \to
\hire \other \women. \Why \is \this \case \a \potential \demonstration \of \adverse \impact? \- \ANSWERS✔✔
\Adverse \impact \is \unintentional \and \relates \to \policies \applied \to \all \employees.
Which \protected \classes \must \a \company \set \hiring \goals \for \under \Executive \Order \11246? \-
\ANSWERS✔✔ \Minorities \and \women
An \employer \terminates \an \employee \for \being \unattractive \and \putting \less \effort \in \personal
\appearance. \Why \is \this \permitted \under \an \at-will \employment \relationship? \- \ANSWERS✔✔ \An
\employer \can \terminate \an \employee \for \an \immoral \reason.
Which \law \guarantees \that \a \woman \can \take \unpaid \time \off \following \the \birth \of \her \child \without
\fear \of \losing \her \job? \- \ANSWERS✔✔ \The \Family \and \Medical \Leave \Act \of \1993
What \is \the \goal \of \the \Uniformed \Services \Employment \and \Reemployment \Rights \Act \of \1994? \-
\ANSWERS✔✔ \To \prevent \discrimination \against \employees \who \may \be \called \into \active \military
\service
Which \event \should \be \covered \under \workers' \compensation? \- \ANSWERS✔✔ \Breaking \an \arm \while
\at \work
Which \situation \is \an \example \of \a \managerial \ethical \dilemma? \- \ANSWERS✔✔ \Being \asked \to \directly
\supervise \a \family \member
, A \human \resource \manual \specifies \that \employees \cannot \be \terminated \or \punished \for \refusing \to
\follow \an \illegal \request \made \by \a \supervisor. \Which \standard \is \being \applied \to \resolve \this \ethical
\dilemma? \- \ANSWERS✔✔ \Rights \standard
What \is \the \organization's \formal \system \of \task, \power, \and \reporting \relationships \called? \-
\ANSWERS✔✔ \An \organizational \structure
How \does \human \resource \management \support \organizational \leadership? \- \ANSWERS✔✔ \By
\providing \employees \with \opportunities \for \professional \development \and \growth
Which \decision \can \human \resource \management \assist \with \during \the \combination \stage \of \mergers
\and \acquisitions? \- \ANSWERS✔✔ \Which \employees \to \retain
How \can \human \resource \managers \serve \as \internal \consultants? \- \ANSWERS✔✔ \By \helping \managers
\avoid \common \training \pitfalls
How \does \an \organization's \human \resource \strategy \support \the \organization's \business \strategy? \-
\ANSWERS✔✔ \By \helping \it \to \acquire, \develop, \and \retain \the \talent \needed \to \fulfill \its \strategy
What \is \a \primary \function \of \human \resource \management? \- \ANSWERS✔✔ \Retaining \talent
How \does \effective \human \resource \management \improve \organizational \performance? \-
\ANSWERS✔✔ \It \enhances \a \company's \ability \to \cope \with \growth \and \change.
Which \characteristic \of \an \employee \should \human \resource \management \focus \on \to \enhance
\organizational \culture? \- \ANSWERS✔✔ \Fit \within \an \organization
Which \belief \is \an \example \of \bias \creating \barriers \to \equal \treatment \in \an \organization? \-
\ANSWERS✔✔ \Extroverted \employees \are \the \most \effective.
Which \factor \in \successful \organizational \change \can \be \provided \through \effective \human \resource
\management? \- \ANSWERS✔✔ \Trust
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