WGU C202 Managing Human Capital - Objective Assessment Exam
Updated |Full Questions Answers And Rationales
Wickyaplus stuvia
This Exam Contains
WGU C202
Managing Human Capital
Objective Assessment Exam
Full Questions Answers And Rationales
, 1. What is the goal of affirmative action?
Answer: To seek to remedy past practices that innately caused an adverse effect on
applicants.
Rationale: Affirmative action is a proactive policy designed to address historical and
systemic discrimination by taking positive steps to correct the underrepresentation of
minorities and women in the workplace.
2. 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?
Answer: Adverse impact is unintentional and relates to policies applied to all
employees.
Rationale: The key to adverse impact is that a neutral policy (applied to everyone)
unintentionally excludes a protected group. The employer's intent or personal
demographics are irrelevant to the statistical outcome.
3. Which protected classes must a company set hiring goals for under Executive
Order 11246?
Answer: Minorities and women
Rationale: Executive Order 11246 specifically requires federal contractors to take
affirmative action to ensure equal opportunity without regard to race, color, religion,
sex, sexual orientation, gender identity, or national origin, leading to specific hiring goals
for minorities and women.
4. Which legislation promotes practices that reduce discrimination against a wide
variety of protected classes?
, Answer: Title VII of the Civil Rights Act
Rationale: Title VII is the cornerstone of federal anti-discrimination law. It prohibits
employment discrimination based on race, color, religion, sex, and national origin,
covering a broad range of protected classes.
5. What is the minimum number of employees an organization must have to be
required to follow the Family and Medical Leave Act (FMLA) of 1993?
Answer: 50
Rationale: The FMLA applies only to employers who have 50 or more employees for at
least 20 workweeks in the current or preceding calendar year. This threshold ensures the
requirement is manageable for smaller businesses.
6. Which law guarantees that a woman can take unpaid time off following the
birth of her child without fear of losing her job?
Answer: The Family and Medical Leave Act of 1993
Rationale: The FMLA entitles eligible employees of covered employers to take up to 12
workweeks of unpaid, job-protected leave for specified family and medical reasons,
including the birth and care of a newborn child.
7. What is the goal of the Uniformed Services Employment and Reemployment
Rights Act of 1994?
Answer: To prevent discrimination against employees who may be called into active
military service
Rationale: USERRA protects civilian job rights and benefits for veterans and members of
the Reserve and National Guard. Its primary goal is to ensure they are not
disadvantaged in their civilian careers due to their service.
8. Which situation is an example of a managerial ethical dilemma?
Answer: Being asked to directly supervise a family member
, Rationale: This is an ethical dilemma because it pits the manager's personal
relationships and potential bias against the company's need for objective supervision,
creating a conflict of interest.
9. 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?
Answer: (This is an open-ended question in the original text. The implied answer is
the Rights Standard.)
Rationale: This policy protects an employee's fundamental right to refuse to engage in
unlawful activity. It prioritizes the employee's moral and legal rights over the
supervisor's authority.
10. How does an organization's human resource strategy support the
organization's business strategy?
Answer: By helping it to acquire, develop, and retain the talent needed to fulfill its
strategy
Rationale: HR strategy is a functional strategy that directly supports the overarching
business strategy. It ensures the company has the right people, with the right skills, in
the right places, at the right time to execute its goals.
11. What is a primary function of human resource management?
Answer: Retaining talent
Rationale: While HR has many functions, attracting, developing, and retaining talent are
core operational roles. Retention is critical as it preserves institutional knowledge and
reduces the high costs associated with turnover.
12. Which primary goal is being realized when an organization has a sufficient,
productive workforce to execute a company's mission?
Updated |Full Questions Answers And Rationales
Wickyaplus stuvia
This Exam Contains
WGU C202
Managing Human Capital
Objective Assessment Exam
Full Questions Answers And Rationales
, 1. What is the goal of affirmative action?
Answer: To seek to remedy past practices that innately caused an adverse effect on
applicants.
Rationale: Affirmative action is a proactive policy designed to address historical and
systemic discrimination by taking positive steps to correct the underrepresentation of
minorities and women in the workplace.
2. 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?
Answer: Adverse impact is unintentional and relates to policies applied to all
employees.
Rationale: The key to adverse impact is that a neutral policy (applied to everyone)
unintentionally excludes a protected group. The employer's intent or personal
demographics are irrelevant to the statistical outcome.
3. Which protected classes must a company set hiring goals for under Executive
Order 11246?
Answer: Minorities and women
Rationale: Executive Order 11246 specifically requires federal contractors to take
affirmative action to ensure equal opportunity without regard to race, color, religion,
sex, sexual orientation, gender identity, or national origin, leading to specific hiring goals
for minorities and women.
4. Which legislation promotes practices that reduce discrimination against a wide
variety of protected classes?
, Answer: Title VII of the Civil Rights Act
Rationale: Title VII is the cornerstone of federal anti-discrimination law. It prohibits
employment discrimination based on race, color, religion, sex, and national origin,
covering a broad range of protected classes.
5. What is the minimum number of employees an organization must have to be
required to follow the Family and Medical Leave Act (FMLA) of 1993?
Answer: 50
Rationale: The FMLA applies only to employers who have 50 or more employees for at
least 20 workweeks in the current or preceding calendar year. This threshold ensures the
requirement is manageable for smaller businesses.
6. Which law guarantees that a woman can take unpaid time off following the
birth of her child without fear of losing her job?
Answer: The Family and Medical Leave Act of 1993
Rationale: The FMLA entitles eligible employees of covered employers to take up to 12
workweeks of unpaid, job-protected leave for specified family and medical reasons,
including the birth and care of a newborn child.
7. What is the goal of the Uniformed Services Employment and Reemployment
Rights Act of 1994?
Answer: To prevent discrimination against employees who may be called into active
military service
Rationale: USERRA protects civilian job rights and benefits for veterans and members of
the Reserve and National Guard. Its primary goal is to ensure they are not
disadvantaged in their civilian careers due to their service.
8. Which situation is an example of a managerial ethical dilemma?
Answer: Being asked to directly supervise a family member
, Rationale: This is an ethical dilemma because it pits the manager's personal
relationships and potential bias against the company's need for objective supervision,
creating a conflict of interest.
9. 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?
Answer: (This is an open-ended question in the original text. The implied answer is
the Rights Standard.)
Rationale: This policy protects an employee's fundamental right to refuse to engage in
unlawful activity. It prioritizes the employee's moral and legal rights over the
supervisor's authority.
10. How does an organization's human resource strategy support the
organization's business strategy?
Answer: By helping it to acquire, develop, and retain the talent needed to fulfill its
strategy
Rationale: HR strategy is a functional strategy that directly supports the overarching
business strategy. It ensures the company has the right people, with the right skills, in
the right places, at the right time to execute its goals.
11. What is a primary function of human resource management?
Answer: Retaining talent
Rationale: While HR has many functions, attracting, developing, and retaining talent are
core operational roles. Retention is critical as it preserves institutional knowledge and
reduces the high costs associated with turnover.
12. Which primary goal is being realized when an organization has a sufficient,
productive workforce to execute a company's mission?
