WGU c200 Objective Assessment Exam 2025–
2026 Accurate Real Exam Questions and
Verified Correct Answers JUST RELEASED
What are two of the most important management problems businesses face today? -
answer>>>Training and recruitment
How long does the normal employee get off under FMLA guidelines? - answer>>>(12
work weeks)
How long does a military employee get off under FMLA guidelines? - answer>>>(26 work
weeks)
____________________ Ensures that members of the uniformed services are entitled to
return to their civilian employment after their service. - answer>>>(The Uniformed
Services Employment and Reemployment Rights Act (USERRA) of 1994)
_______________ Prohibits employers from discriminating against individuals based on
the results of genetic testing when making hiring, firing, job placement, or promotion
decisions - answer>>>(Genetic Information Nondiscrimination Act of 2008)
__________________ A characteristic that is essential to the successful performance of a
relevant job function. - answer>>>( bona fide occupational qualification)
______________ refers to proactive efforts to eliminate discrimination and its past
effects. - answer>>>(Affirmative action)
The goal of _______________ is to provide employment opportunities to protected
classes - answer>>>(affirmative action)
_________ Groups underrepresented in employment. - answer>>>(protected classes)
,_____________ describes in detail the actions to be taken, procedures to be followed,
and standards to be met when establishing an affirmative action program. - answer>>>(
affirmative action plan )
___________ Employment preference given to a member of a protected group. -
answer>>>(Preferential treatment )
Affirmative Action plans should do what 4 things? - answer>>>- Be Remedial
- Include nonminorities
- Be temporary
- Be formalized and in writing
_____________ An individual or business that provides services to another individual or
business that controls or directs only the result of the work. - answer>>>(Independent
Contractor)
___________ Unwelcome sexual advances, requests for favors, and other verbal or
physical conduct of a sexual nature. - answer>>>(Sexual harassment)
____________ Unwanted verbal or physical conduct of a sexual nature made as a term or
condition of employment or as a basis for employment and/or advancement decisions. -
answer>>>(quid pro quo harassment )
______________ Unwanted verbal or physical conduct of a sexual nature that creates a
hostile, intimidating, or otherwise offensive working environment. - answer>>>(hostile
environment harassment )
The _________ is always responsible for harassment by supervisor that culminates in a
tangible employment action - answer>>>(Employer)
What three things should a sexual harassment policy do? - answer>>>- Clearly define
what will not be tolerated.
- Describe how to report incidents.
- Describe how a subsequent investigation will be performed.
,____________ Intentional discrimination based on a person's protected characteristic. -
answer>>>(Disparate treatment )
_____________ An employment practice has a disproportionate effect on a protected
group, regardless of its intent. - answer>>>(Adverse impact)
The seminal adverse impact case is the supreme Court's 1971 decision in what case? -
answer>>>Griggs v. Duke Power Co.
______________ Comparing an applicant's scores only to members of his or her own
racial subgroup and setting separate passing or cutoff scores for each subgroup. -
answer>>>(race norming)
__________ Misrepresenting the job or organization to a recruit; also known as "truth in
hiring." - answer>>>(Fraudulent recruitment)
____________ A company is considered responsible for the damaging actions of its
employees if it failed to exercise reasonable care in hiring the employee who caused the
harm. - answer>>>(Negligent hiring)
What are the 4 human biases that create obstacles to Equal Employment Opportunity? -
answer>>>-Stereotypes
-Prejudice
-Perception of possible personal loss
-Ignorance
__________: Believing that everyone in a particular group shares certain characteristics or
abilities or will behave in the same way. - answer>>>(Stereotypes)
___________: Outright bigotry. - answer>>>(Prejudice)
___________: Believing one will "lose out" on future employment opportunities by hiring
more diverse people. - answer>>>(Perception of possible personal loss)
, __________: Being unaware of all requirements of employment law. -
answer>>>(Ignorance)
_____________ is often inaccurate and harmful, and can lead to a variety of employment
law violations - answer>>>Stereotypes
One of Rebecca's primary responsibilities as HR Director is to align the organization's
talent to effectively and efficiently accomplish strategic goals. A piece of this alignment is
anticipating and making provision for the movement of people into, within, and out of an
organization as it relates to the work that must be done; this attention to alignment and
labor supply and demand is known as ________. - answer>>>(Human Resources Planning)
Next, Rebecca directs her assistant, Jasmine, to conduct a job analysis by researching
information about several front-line jobs. What is the primary outcome of this process? -
answer>>>(A detailed job description for new or existing positions)
Each quarter Lisa's company asks her to name three people in her department who would
make goo managers in the future. This is an example of what? - answer>>>Succession
Management
Step to training and development - answer>>>Needs assessment
Develop learning objectives
Design Training
Implement training
Evaluate training
________ training involves role playing, action learning, and other techniques designed to
give learners the experience of the task and the correlated desired behaviors -
answer>>>(Experiential)
A sensory modality preference for learning by doing is called ___________ Learning. -
answer>>>Kinesthetic
2026 Accurate Real Exam Questions and
Verified Correct Answers JUST RELEASED
What are two of the most important management problems businesses face today? -
answer>>>Training and recruitment
How long does the normal employee get off under FMLA guidelines? - answer>>>(12
work weeks)
How long does a military employee get off under FMLA guidelines? - answer>>>(26 work
weeks)
____________________ Ensures that members of the uniformed services are entitled to
return to their civilian employment after their service. - answer>>>(The Uniformed
Services Employment and Reemployment Rights Act (USERRA) of 1994)
_______________ Prohibits employers from discriminating against individuals based on
the results of genetic testing when making hiring, firing, job placement, or promotion
decisions - answer>>>(Genetic Information Nondiscrimination Act of 2008)
__________________ A characteristic that is essential to the successful performance of a
relevant job function. - answer>>>( bona fide occupational qualification)
______________ refers to proactive efforts to eliminate discrimination and its past
effects. - answer>>>(Affirmative action)
The goal of _______________ is to provide employment opportunities to protected
classes - answer>>>(affirmative action)
_________ Groups underrepresented in employment. - answer>>>(protected classes)
,_____________ describes in detail the actions to be taken, procedures to be followed,
and standards to be met when establishing an affirmative action program. - answer>>>(
affirmative action plan )
___________ Employment preference given to a member of a protected group. -
answer>>>(Preferential treatment )
Affirmative Action plans should do what 4 things? - answer>>>- Be Remedial
- Include nonminorities
- Be temporary
- Be formalized and in writing
_____________ An individual or business that provides services to another individual or
business that controls or directs only the result of the work. - answer>>>(Independent
Contractor)
___________ Unwelcome sexual advances, requests for favors, and other verbal or
physical conduct of a sexual nature. - answer>>>(Sexual harassment)
____________ Unwanted verbal or physical conduct of a sexual nature made as a term or
condition of employment or as a basis for employment and/or advancement decisions. -
answer>>>(quid pro quo harassment )
______________ Unwanted verbal or physical conduct of a sexual nature that creates a
hostile, intimidating, or otherwise offensive working environment. - answer>>>(hostile
environment harassment )
The _________ is always responsible for harassment by supervisor that culminates in a
tangible employment action - answer>>>(Employer)
What three things should a sexual harassment policy do? - answer>>>- Clearly define
what will not be tolerated.
- Describe how to report incidents.
- Describe how a subsequent investigation will be performed.
,____________ Intentional discrimination based on a person's protected characteristic. -
answer>>>(Disparate treatment )
_____________ An employment practice has a disproportionate effect on a protected
group, regardless of its intent. - answer>>>(Adverse impact)
The seminal adverse impact case is the supreme Court's 1971 decision in what case? -
answer>>>Griggs v. Duke Power Co.
______________ Comparing an applicant's scores only to members of his or her own
racial subgroup and setting separate passing or cutoff scores for each subgroup. -
answer>>>(race norming)
__________ Misrepresenting the job or organization to a recruit; also known as "truth in
hiring." - answer>>>(Fraudulent recruitment)
____________ A company is considered responsible for the damaging actions of its
employees if it failed to exercise reasonable care in hiring the employee who caused the
harm. - answer>>>(Negligent hiring)
What are the 4 human biases that create obstacles to Equal Employment Opportunity? -
answer>>>-Stereotypes
-Prejudice
-Perception of possible personal loss
-Ignorance
__________: Believing that everyone in a particular group shares certain characteristics or
abilities or will behave in the same way. - answer>>>(Stereotypes)
___________: Outright bigotry. - answer>>>(Prejudice)
___________: Believing one will "lose out" on future employment opportunities by hiring
more diverse people. - answer>>>(Perception of possible personal loss)
, __________: Being unaware of all requirements of employment law. -
answer>>>(Ignorance)
_____________ is often inaccurate and harmful, and can lead to a variety of employment
law violations - answer>>>Stereotypes
One of Rebecca's primary responsibilities as HR Director is to align the organization's
talent to effectively and efficiently accomplish strategic goals. A piece of this alignment is
anticipating and making provision for the movement of people into, within, and out of an
organization as it relates to the work that must be done; this attention to alignment and
labor supply and demand is known as ________. - answer>>>(Human Resources Planning)
Next, Rebecca directs her assistant, Jasmine, to conduct a job analysis by researching
information about several front-line jobs. What is the primary outcome of this process? -
answer>>>(A detailed job description for new or existing positions)
Each quarter Lisa's company asks her to name three people in her department who would
make goo managers in the future. This is an example of what? - answer>>>Succession
Management
Step to training and development - answer>>>Needs assessment
Develop learning objectives
Design Training
Implement training
Evaluate training
________ training involves role playing, action learning, and other techniques designed to
give learners the experience of the task and the correlated desired behaviors -
answer>>>(Experiential)
A sensory modality preference for learning by doing is called ___________ Learning. -
answer>>>Kinesthetic
