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WGU Managing-Human-Capital Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Relations and Labor Law
Topic 2: Diversity, Equity, and Inclusion in the Workplace
Topic 3: Human Resource Metrics and Analytics
Topic 4: Strategic Human Resource Management
Topic 5: Workforce Planning and Talent Acquisition
Topic 6: Performance Management
Topic 7: Compensation and Benefits
Topic 8: Employee Training and Development

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WGU Managing Human Capital C202 Sample Questions (Q38-Q43):

NEW QUESTION # 38
What is an example of the perception of personal loss leading to bias?

A. A manager believing all employees should celebrate Christian holidays instead of other holidays
B. A manager not knowing if a hiring practice violates federal law
C. A manager believing hiring a diverse workforce will limit future employment opportunities
D. A manager believing all female employees like to gossip

Answer: C

Explanation:
* Definition of Perception of Personal Loss: This refers to the feeling that one's own opportunities or status within the organization may be threatened by certain changes or policies.
* Bias Formation: When a manager believes that hiring a diverse workforce will limit future employment opportunities, this belief stems from a perception of personal loss. The manager might feel that their own prospects or advantages are at risk due to increased competition or changes in organizational priorities.
* Impact on Diversity and Inclusion: Such a bias can negatively impact the organization's diversity and inclusion efforts. It can lead to resistance against hiring diverse candidates and maintaining a homogenous workforce, which can limit the benefits that come from a diverse team.
* Addressing the Bias: It is important to educate and train managers to understand the value of diversity, which includes improved problem-solving, creativity, and performance. Overcoming this bias helps create a more inclusive environment that benefits everyone in the organization.
References:
* SHRM: Understanding and Managing Bias in the Workplace
* Diversity and Inclusion Best Practices by the Human Resources Professional Association (HRPA)
* Studies on the impact of diversity on organizational performance by McKinsey & Company

NEW QUESTION # 39
What is a characteristic of psychological contracts in the workplace?

A. They consist of the unwritten expectations of the employment relationship.
B. They include formal agreements made during voluntary counseling sessions.
C. They are based on shared core values between employees and their managers.
D. They are formed to encourage positive workplace environments.

Answer: A

Explanation:
Psychological contracts in the workplace refer to the unspoken, informal agreements and mutual expectations between employees and employers. These contracts encompass beliefs about the reciprocal obligations between both parties, such as job security, advancement opportunities, and support from the employer, while employees are expected to demonstrate loyalty, productivity, and commitment. Psychological contracts are critical because they influence employee behavior, satisfaction, and engagement. Violations of these unwritten expectations can lead to decreased trust, job dissatisfaction, and increased turnover.References:
* Rousseau, D. M. (1995). Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements. Sage Publications.
* Armstrong, M., & Taylor, S. (2020). Armstrong's Handbook of Human Resource Management Practice.
Kogan Page.

NEW QUESTION # 40
What is a benefit of internal recruiting?

A. Increased new insights and ability to lead change efforts
B. Increased staff diversity in management roles
C. Reduced employee anxiety from improved workloads
D. Enhanced engagement by promoting from within

Answer: D

Explanation:
Internal recruiting involves filling job vacancies with current employees from within the organization. One significant benefit of this approach is that it enhances employee engagement and morale. When employees see that the organization values their growth and offers opportunities for advancement, they are more likely to be motivated, committed, and loyal. This practice also reduces the time and cost associated with onboarding and training new hires, as internal candidates are already familiar with the company's culture and processes.
References:
Dessler, G. (2020).Human Resource Management. Pearson.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2019).Human Resource Management: Gaining a Competitive Advantage. McGraw-Hill Education.

NEW QUESTION # 41
How does diversity awareness improve an organization's performance?

A. Enables companies to hire, retain, and motivate the best talent
B. Enables companies to give managers flexibility in their hiring practices
C. Enables companies to have better reputations
D. Enables companies to earn more profit

Answer: A

Explanation:
Inclusion in the workplace refers to creating an environment where all employees feel valued, respected, and have equal access to opportunities and resources. An inclusive scenario is one where team members collaborate, and everyone's ideas and contributions are considered. This encourages a sense of belonging and leverages the diverse perspectives of the entire team, leading to enhanced innovation and team performance.
The given example demonstrates this by showing a department where collaboration and open sharing of ideas are practiced.References:
* Roberson, Q. M. (2006). Disentangling the meanings of diversity and inclusion in organizations. Group
& Organization Management.
* Dessler, G. (2020). Human Resource Management. Pearson.

NEW QUESTION # 42
A manager and an employee go on a lunch break together. The manager tells the employee about another coworker that received discipline. The manager discloses to the employee that the coworker was reprimanded for poor performance.
Which part of this scenario involves an ethical dilemma?

A. The employee listening to what the manager shared
B. The employee going on a lunch break with the manager
C. The manager having an unofficial one-on-one conversation with the employee
D. The manager disclosing the discipline of the coworker to the employee

Answer: D

NEW QUESTION # 43
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