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WGU Principles of Management at Western Governors University(IAC1) Sample Questions (Q28-Q33):

NEW QUESTION # 28
In which situation does religious preference inappropriately affect decision making? Choose 1 answer

• A. A company allows two days off per year for religious celebrations to all employees regardless of religious affiliation.
• B. A real estate agent uses her religious background as a basis for accepting bids on property that is for sale.
• C. An individual follows religious dietary restrictions while at work regardless of the religious beliefs of others.
• D. A manager refuses to participate in an event that conflicts with the manager's personal religious beliefs.

Answer: B

Explanation:
Religious preference inappropriately affects decision making when a real estate agent uses her religious background as a basis for accepting bids on property that is for sale. This situation reflects discrimination and bias, as decisions are being influenced by personal religious beliefs rather than objective criteria. Such actions can lead to unethical practices and violate principles of fair treatment and equality.

NEW QUESTION # 29
What is a common element of an effective diversity training program? Choose 1 answer

• A. Identifying informal networks
• B. Building awareness
• C. Analyzing feedback
• D. Completing a skills inventory

Answer: B

Explanation:
An effective diversity training program commonly includes building awareness among employees. This involves educating employees about the importance of diversity, the benefits it brings to the workplace, and how to recognize and appreciate differences among colleagues. Awareness-building helps in creating a more inclusive and respectful work environment, which is essential for the success of diversity initiatives.
* Building Awareness(Answer A): Effective diversity training programs focus on increasing cultural competencies, valuing differences, and understanding how diversity enhances business decisions.
* Completing a Skills Inventory(Answer B),Analyzing Feedback(Answer C), andIdentifying Informal Networks(Answer D): While these activities may support diversity efforts, they are not core elements of diversity training programs as described in the textbook.

NEW QUESTION # 30
At a university, older tenured faculty cannot be terminated regardless of their competence. This has caused conflict with younger, nontenured faculty. What is the source of conflict between older and younger faculty members? Choose 1 answer

• A. Communication
• B. Structure
• C. Differing ideals
• D. Personal variables

Answer: B

Explanation:
The source of conflict between older tenured faculty and younger, nontenured faculty members at the university is structure. Structural conflicts arise due to hierarchical or organizational arrangements that create differences in status, power, or access to resources. In this scenario, the inability to terminate older tenured faculty regardless of their competence creates a structural conflict with the younger nontenured faculty who may feel disadvantaged or undervalued.

NEW QUESTION # 31
Which conflict-resolution technique would be most effective in helping create a shared goal that cannot be attained without the cooperation of each of the conflicting parties? Choose 1 answer

• A. Authoritative command
• B. Communication
• C. Superordinate goals
• D. Avoidance

Answer: C

Explanation:
The most effective conflict-resolution technique for creating a shared goal that cannot be attained without the cooperation of each of the conflicting parties is the establishment of superordinate goals.
* Superordinate Goals(Answer B): Superordinate goals are overarching goals that are important to both parties in a conflict and require their cooperation to be achieved. These goals help conflicting parties to focus on common objectives and work together to achieve them, thereby reducing conflict and promoting collaboration.
* Communication(Answer A): While communication is crucial in conflict resolution, it alone may not create a shared goal that necessitates cooperation.
* Avoidance(Answer C): Avoidance is a passive approach that generally postpones the conflict rather than resolving it.
* Authoritative Command(Answer D): This involves using authority to resolve the conflict, which may not create cooperation or shared goals among the parties.

NEW QUESTION # 32
The director of human resources for a start-up company is reviewing staffing needs and has discovered a labor deficit. How can the director use strategic human resource planning in this situation? Choose 1 answer

• A. Reconcile employee supply and demand
• B. Establish strategic goals for improvement of manufacturing performance
• C. Plan to reduce turnover through nonfinancial rewards
• D. Implement employee conflict resolution system

Answer: A

Explanation:
In strategic human resource planning, reconciling employee supply and demand is crucial when addressing a labor deficit. This involves analyzing the current workforce, predicting future staffing needs, and developing plans to ensure the organization has the right number of employees with the appropriate skills.
* Reconcile Employee Supply and Demand(Answer C): This process involves assessing the current workforce, forecasting future needs, and developing strategies to meet those needs. It ensures that the organization can meet its strategic goals by having the right people in the right places at the right times.
* Plan to Reduce Turnover Through Nonfinancial Rewards(Answer A) andImplement Employee Conflict Resolution System(Answer B): While important for employee retention and workplace harmony, these do not directly address the immediate issue of a labor deficit.
* Establish Strategic Goals for Improvement of Manufacturing Performance(Answer D): This is relevant to overall strategic planning but not specific to addressing a labor deficit.

NEW QUESTION # 33
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