What's more, part of that Dumpkiller Managing-Human-Capital dumps now are free: https://drive.google.com/open?id=1_sjW8eVgcBXtK8kp5mKCxbH7cDPxfIfT
Our company committed all versions of Managing-Human-Capital practice materials attached with free update service. When Managing-Human-Capital exam preparation has new updates, the customer services staff will send you the latest version. So we never stop the pace of offering the best services and Managing-Human-Capital practice materials for you. Tens of thousands of candidates have fostered learning abilities by using our Managing-Human-Capital Learning materials you can be one of them definitely.
| Topic | Details |
|---|---|
| Topic 1 |
|
| Topic 2 |
|
| Topic 3 |
|
| Topic 4 |
|
| Topic 5 |
|
>> Reliable Managing-Human-Capital Exam Braindumps <<
To solve all these problems, Dumpkiller offers actual Managing-Human-Capital Questions to help candidates overcome all the obstacles and difficulties they face during Managing-Human-Capital examination preparation. With vast experience in this field, Dumpkiller always comes forward to provide its valued customers with authentic, actual, and genuine Managing-Human-Capital Exam Dumps at an affordable cost. All the WGU Managing Human Capital C202 (Managing-Human-Capital) questions given in the product are based on actual examination topics.
NEW QUESTION # 50
An employee was surprised to receive low rankings from a manager on a performance evaluation. The employee was unaware that some of the goals that caused the low rankings were job expectations because the manager had never discussed the goals with the employee.
Which obstacle to effective performance management is illustrated in this example?
Answer: A
Explanation:
Effective performance management requires clear communication of job expectations, performance standards, and goals before evaluating employee performance. According toHuman Resource Management, 16th Editionby Gary Dessler, one of the most critical steps in performance management isjointly developing a performance planthat specifies what the employee is expected to accomplish and how performance will be measured. When this step is skipped, performance appraisals often appear unfair and unexpected to employees.
In this scenario, the employee received low ratings based on goals that were never discussed or clarified. This reflects a failure in the planning phase of performance management, not a rating error such as leniency or bias. Dessler emphasizes that employees must clearly understand expectations at the start of the appraisal period; otherwise, evaluations lose credibility and can damage trust, motivation, and engagement.
Performance planning aligns employee efforts with organizational objectives and provides a standard against which performance can be fairly assessed. When managers fail to develop and communicate a performance plan, employees cannot reasonably be held accountable for unmet goals. Therefore, the obstacle illustrated here isfailing to develop a performance plan with the employee.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Performance Management and Appraisal
NEW QUESTION # 51
How can organizations create a bully-free work environment?
Answer: D
Explanation:
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
NEW QUESTION # 52
Employees are allowed to have flexible work schedules.
Which form of compensation is represented in this example?
Answer: B
Explanation:
Flexible work schedules are considered a form of nonfinancial compensation because they do not directly increase an employee's monetary earnings. Instead, they offer value through improved work-life balance, increased autonomy, and greater job satisfaction. Nonfinancial compensation can include various perks and benefits that enhance an employee's quality of life, contributing to their overall well-being and job satisfaction without direct financial incentives.
References
* Managing Human Capital Textbook
* "Strategic Compensation: A Human Resource Management Approach" by Joseph J. Martocchio
* SHRM (Society for Human Resource Management) guidelines on nonfinancial compensation
NEW QUESTION # 53
What makes an organization a closed union shop?
Answer: A
Explanation:
Aclosed union shopis a workplace in which employers agree to hire and employonly workers who are already members of a union. According toHuman Resource Management, 16th Editionby Gary Dessler, this arrangement gives unions significant control over workforce entry by restricting employment exclusively to union members.
Dessler explains that closed shops were once common but are now illegal in the United States under the Taft- Hartley Act. However, understanding the concept remains important for distinguishing it from other union arrangements, such as union shops and agency shops. In contrast, a union shop allows nonunion employees to be hired but requires them to join the union after a certain period.
Options involving voluntary union membership or nonunion-only policies do not define a closed shop.
Therefore, the defining feature of a closed union shop is that ithires and employs current union members exclusively.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Labor Relations and Union Structures
NEW QUESTION # 54
A hiring manager researched a job applicant s social media history and discovered a post from the applicant about a family member being diagnosed with Parkinson disease. The hiring manager decided not to hire the applicant based on this discovery.
Which law did the hiring manager violate?
Answer: B
Explanation:
The Genetic Information Nondiscrimination Act (GINA) of 2008 also covers situations where genetic information is inadvertently obtained, such as through social media. It prohibits employers from using genetic information in making employment decisions, including hiring, firing, job assignments, and promotions. The hiring manager's decision not to hire the applicant based on a social media post about a family member's diagnosis with Parkinson's disease constitutes a violation of GINA.
References:
* Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website
NEW QUESTION # 55
......
We provide WGU Managing-Human-Capital Exam Dumps that are 100% updated and valid, so you can be confident that you're using the best study materials to pass your WGU Managing-Human-Capital exam. Dumpkiller is committed to offering the easiest and simplest way for WGU Managing-Human-Capital Exam Preparation. The WGU Managing-Human-Capital PDF dumps file and both practice test software are ready for download and assist you in WGU Managing-Human-Capital exam preparation.
Latest Braindumps Managing-Human-Capital Ebook: https://www.dumpkiller.com/Managing-Human-Capital_braindumps.html
BONUS!!! Download part of Dumpkiller Managing-Human-Capital dumps for free: https://drive.google.com/open?id=1_sjW8eVgcBXtK8kp5mKCxbH7cDPxfIfT