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WGU Principles of Management at Western Governors University(IAC1) Sample Questions (Q43-Q48):

NEW QUESTION # 43
What is the purpose of the Six Sigma Quality approach? Choose 1 answer

A. To analyze the causes of product defects
B. To improve employee education processes
C. To break down communication barriers
D. To promote the six most common leadership objectives

Answer: A

Explanation:
The purpose of the Six Sigma Quality approach is to analyze the causes of product defects and to reduce variability in manufacturing and business processes. Six Sigma uses statistical methods to identify and eliminate defects, aiming for near perfection in production processes. It involves steps like defining the problem, measuring key aspects, analyzing the data, improving processes, and controlling the future process performance.

NEW QUESTION # 44
Which employee selection instrument would be most appropriate when trying to determine how well an individual can participate in a variety of physical job requirements? Choose 1 answer

A. Cognitive ability test
B. Performance test
C. Personality ambitions test
D. Integrity test

Answer: B

Explanation:
To determine how well an individual can participate in a variety of physical job requirements, a performance test is most appropriate.
* Performance Test(Answer C): This type of test assesses a candidate's ability to perform specific tasks or activities that are part of the job. It is particularly useful for jobs requiring physical abilities and skills.
* Cognitive Ability Test(Answer A),Personality Ambitions Test(Answer B), andIntegrity Test(Answer D): These tests evaluate mental capabilities, personality traits, and honesty, respectively, but do not measure physical job performance.

NEW QUESTION # 45
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 # 46
A manager must choose between two qualified candidates for a promotion and must consider equal employment opportunity law. Which characteristics may the manager use to make the decision? Choose 1 answer

A. Fitness level
B. Disability status
C. Age
D. Religion

Answer: A

Explanation:
When considering equal employment opportunity law for a promotion decision, characteristics such as fitness level can be used, provided they are relevant to the job requirements. Characteristics like religion, disability status, and age are protected under EEO laws and cannot be used as criteria for employment decisions. Fitness level, however, can be considered if it is a bona fide occupational qualification necessary for the performance of the job.

NEW QUESTION # 47
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. Implement employee conflict resolution system
C. Plan to reduce turnover through nonfinancial rewards
D. Establish strategic goals for improvement of manufacturing performance

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 # 48
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