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WGU Managing Human Capital C202 Sample Questions:

1. Which legislation was established for federal contractors to take proactive steps in affirmative action within their workforces?

A) Fair Labor Standards Act
B) Executive Order 11246
C) Civil Rights Act
D) Worker Adjustment and Retraining Notification Act

2. Which factor do unions prefer when negotiating with employers over criteria for job opportunities, such as promotions and job security?

A) Experience
B) Seniority
C) Age
D) Education

3. Which scenario illustrates how a human resources (HR) department serves as an internal consultant for managers?

A) A manager wants to address repeated employee tardiness and gets advice from the HR department about protocol before addressing the situation.
B) An HR department selects applicants who will receive job offers without seeking a manager's approval.
C) A manager informs the HR department that an employee has been late numerous times, and the HR department tells the manager to refer to the organization's policy.
D) An HR department conducts background checks on newly hired employees before they report for their first day with their manager.

4. Employee A and Employee B are unable to reach an agreement on how to approach a project. Their manager instructs them to sit down and quickly reach a solution that will make both employees partially happy.
Which type of conflict management strategy has the manager instructed these employees to use?

A) Competing
B) Compromising
C) Accommodating
D) Avoiding

5. What is an example of the perception of personal loss leading to bias?

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

Solutions: