WGU C202 (Managing Human Capital) Final Exam Questions With Verified Answers Latest 2023/2024 | 100% Correct

WGU C202 (Managing Human Capital) Final Exam Questions With Verified Answers Latest 2023/2024 | 100% Correct. virtue standard - ANSWER the ethical action is consistent with certain ideal virtues including civility, compassion, benevolence, etc. "Is this action consistent with my best behavior?" e.g. companies recalling a product quickly after they find out it is dangerous three types of systemic errors - ANSWER 1. Omission errors 2. Remission errors 3. Commission errors omission errors - ANSWER a lack of written rules remission errors - ANSWER pressure to make unethical choices commission errors - ANSWER a failure to follow sound, established operational and ethical practices common ethical issues in HRM - ANSWER 1. Privacy Issues 2. Staffing 3.Layoffs and Downsizings 4. Rewards 5. Safety 6. Performance Appraisal 7. Labor Practices privacy issues - ANSWER Keeping employees' and applicants' personal and medical information private; deciding on the appropriate use of employee surveillance (including via email and video cameras); maintaining confidentiality labor practices - ANSWER using child labor; limiting working hours; exploiting workers; respecting human rights performance appraisal - ANSWER Ensuring objectivity and fairness; avoiding the use of nonperformance factors in the performance evaluation safety - ANSWER Deciding how to handle bullying; creating and enforcing safety and health policies; managing work stress and employee wellness rewards - ANSWER Responding to pressure to classify a person into a job grade higher than they deserve in order to give them a raise; responding to pressure to give executives more generous incentives or benefits than is necessary; paying fair wages layoffs and downsizings - ANSWER Managing employee separations fairly and equitably staffing - ANSWER Handling pressure to hire a friend or family member; dealing with employees found to have faked their credentials during the hiring process; avoiding illegal discrimination code of conduct - ANSWER specify expected and prohibited actions in the workplace and give examples of appropriate behavior code of ethics - ANSWER decision-making guide that describes the highest values to which an organization aspires. corporate social responsibility - ANSWER happens when businesses show concern for the common good and value human dignity. stakeholder perspective - ANSWER considers the interests and opinions of all people, groups, organizations, or systems that affect or could be affected by the organization's actions supports social responsibility. organizational culture - ANSWER the norms, values, and assumptions of organizational members that guide members' attitudes and behaviors performance culture - ANSWER focuses on hiring, retaining, developing, motivating, and making work assignments based on performance data and results high performance work systems - ANSWER high involvement or high commitment organizations ethics - ANSWER the standards of moral behavior that define socially accepted behaviors that are right as opposed to wrong bona fide occupational qualification - ANSWER is a characteristic that is essential to the successful performance of a relevant job function disparate treatment - ANSWER intentional discrimination based on a protected characteristic adverse impact - ANSWER occurs when an employment practice results in unintentional discrimination. four common biases to equal employment - ANSWER 1. stereotyping 2. prejudice 3. perception of possible personal loss if a member of a previously advantaged group feels that diversity initiatives will hurt their own career prospects. 4. ignorance. stereotyping - ANSWER generalizing that everyone in a certain group shares certain characteristics or behaves in the same way. prejudice - ANSWER outright bigotry unfair discrimination - ANSWER when employment decisions and actions are not job-related, objective, or merit-based fair discrimination - ANSWER when only objective, merit-based, and job-related characteristics are used to determine employment-related decisions unlawful employment practices - ANSWER violations of federal, state, or local employment laws equal employment opportunity - ANSWER a firm's employment practices must be designed and used in a manner that treats employees and applicants consistently regardless of their protected characteristics, such as their sex and race inclusion - ANSWER everyone feels respected and listened to, and everyone contributes to his or her fullest potential common law - ANSWER the body of case-by-case court decisions that determines what is legal and what remedies are appropriate workplace tort - ANSWER a civil wrong in which an employer violates a duty owed to its customers or employees reasonable accommodation - ANSWER an employer is required to take reasonable steps to accommodate a disability unless it would cause the employer undue hardship affirmative action - ANSWER proactive efforts to eliminate discrimination and its past effects protected classes - ANSWER groups underrepresented in employment affirmative action plan - ANSWER describes in detail the actions to be taken, procedures to be followed, and standards to be met when establishing an affirmative action program independent contractor - ANSWER an individual or business that provides services to another individual or business that controls or directs only the result of the work sexual harassment - ANSWER unwelcome sexual advances, requests for favors, and other verbal or physical conduct of a sexual nature quid pro quo harassment - ANSWER 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 hostile environment harassment - ANSWER unwanted verbal or physical conduct of a sexual nature creates a hostile, intimidating, or otherwise offensive working environment