WGU C202 Objective Assessment | Actual Exam
Questions & 100% Correct Answers | Latest Update 2026
| Exam Prep
1. What might make it especially difficult for women or minorities to receive
promotions when the company's managers, especially those in top positions,
are white men?
The salience effect causes people to focus attention on individuals
who are conspicuously different from themselves.
Implicit bias can cause people to see themselves more positively than
others around them.
Implicit bias can lead to unfair treatment of diverse employees
simply because they are different from the managers who are
making decisions that affect their future.
People tend to perceive individuals with disabilities as noncontributors
to society.
Higher social status can cause people to be perceived more positively
than those with a lower position in the social hierarchy.
2. What is a key characteristic to focus on when evaluating applicants to
enhance organizational culture?
Work experience
Technical skills
Educational background
Cultural fit
3. In performance management, coworkers tend to rate each other more
honestly when ratings are used for what purpose?
, pay
development
discipline
promotion
4. If a qualified black person applied for a particular job and was rejected for
that job just because he was black, and the employer kept the position open
and hired an equally qualified white person, it would be a case of which of
the following types of discrimination?
Disparate impact discrimination from a facially neutral rule.
Disparate treatment discrimination.
It would not be illegal discrimination.
Sex discrimination.
Pattern of practice of discrimination.
5. Which of the following is not generally considered a best action for effective
collective bargaining?
Avoid making an end run.
Police leaders should recognize the pressures that exist during a crisis
or controversy.
Management should avoid entering every contract negotiation
fighting to gain control over discipline and working conditions.
Union leadership should attempt to defend all actions by union
members.
6. Organizations sometimes move employees to other parts of the company or
to other jobs the company needs filled to match the workforce with the
organization's talent needs. What is this called?
, replacement planning
workforce redeployment
succession management
employment-at-will
7. In a multinational company, how would implementing cultural competence
training impact team dynamics?
It would improve team dynamics by fostering better communication
and understanding among team members from different cultural
backgrounds.
It would create divisions among team members by highlighting
cultural differences.
It would have no impact on team dynamics as skills are universal.
It would only benefit the HR department, not the teams.
8. What are labor laws?
Laws that regulate the relationship between employees and
customers
Laws that regulate the relationship between employees and their
families
Laws that regulate the relationship between employers and
employees
9. Why is cultural fit considered important when evaluating job applicants for an
organization?
Cultural fit is less important than technical skills in job performance.
Cultural fit ensures that new hires align with the organization's
values and work environment, promoting a positive culture.
, Cultural fit only matters for entry-level positions.
Cultural fit is irrelevant to employee turnover rates.
10. Bob is 54 years old. He is originally from Iceland and has a family history of
mental illness. Based on federal anti-discrimination employment law, what
protected classes could potentially protect Bob?
GINA
Age
National origin
All of the above.
11. ________ turnover is the departure of poor performers.
Obsessive
Avoidable
Functional
Dysfunctional
Unavoidable
12. What is the federal law that prohibits wage discrimination based on sex or
gender for jobs that require equal skill, effort, and responsibility performed
under similar working conditions?
Rehabilitation Act
Americans with Disabilities Act
Civil Rights Act
Equal Pay Act
13. If a manager consistently fails to measure employee performance against
Questions & 100% Correct Answers | Latest Update 2026
| Exam Prep
1. What might make it especially difficult for women or minorities to receive
promotions when the company's managers, especially those in top positions,
are white men?
The salience effect causes people to focus attention on individuals
who are conspicuously different from themselves.
Implicit bias can cause people to see themselves more positively than
others around them.
Implicit bias can lead to unfair treatment of diverse employees
simply because they are different from the managers who are
making decisions that affect their future.
People tend to perceive individuals with disabilities as noncontributors
to society.
Higher social status can cause people to be perceived more positively
than those with a lower position in the social hierarchy.
2. What is a key characteristic to focus on when evaluating applicants to
enhance organizational culture?
Work experience
Technical skills
Educational background
Cultural fit
3. In performance management, coworkers tend to rate each other more
honestly when ratings are used for what purpose?
, pay
development
discipline
promotion
4. If a qualified black person applied for a particular job and was rejected for
that job just because he was black, and the employer kept the position open
and hired an equally qualified white person, it would be a case of which of
the following types of discrimination?
Disparate impact discrimination from a facially neutral rule.
Disparate treatment discrimination.
It would not be illegal discrimination.
Sex discrimination.
Pattern of practice of discrimination.
5. Which of the following is not generally considered a best action for effective
collective bargaining?
Avoid making an end run.
Police leaders should recognize the pressures that exist during a crisis
or controversy.
Management should avoid entering every contract negotiation
fighting to gain control over discipline and working conditions.
Union leadership should attempt to defend all actions by union
members.
6. Organizations sometimes move employees to other parts of the company or
to other jobs the company needs filled to match the workforce with the
organization's talent needs. What is this called?
, replacement planning
workforce redeployment
succession management
employment-at-will
7. In a multinational company, how would implementing cultural competence
training impact team dynamics?
It would improve team dynamics by fostering better communication
and understanding among team members from different cultural
backgrounds.
It would create divisions among team members by highlighting
cultural differences.
It would have no impact on team dynamics as skills are universal.
It would only benefit the HR department, not the teams.
8. What are labor laws?
Laws that regulate the relationship between employees and
customers
Laws that regulate the relationship between employees and their
families
Laws that regulate the relationship between employers and
employees
9. Why is cultural fit considered important when evaluating job applicants for an
organization?
Cultural fit is less important than technical skills in job performance.
Cultural fit ensures that new hires align with the organization's
values and work environment, promoting a positive culture.
, Cultural fit only matters for entry-level positions.
Cultural fit is irrelevant to employee turnover rates.
10. Bob is 54 years old. He is originally from Iceland and has a family history of
mental illness. Based on federal anti-discrimination employment law, what
protected classes could potentially protect Bob?
GINA
Age
National origin
All of the above.
11. ________ turnover is the departure of poor performers.
Obsessive
Avoidable
Functional
Dysfunctional
Unavoidable
12. What is the federal law that prohibits wage discrimination based on sex or
gender for jobs that require equal skill, effort, and responsibility performed
under similar working conditions?
Rehabilitation Act
Americans with Disabilities Act
Civil Rights Act
Equal Pay Act
13. If a manager consistently fails to measure employee performance against
