WGU Managing-Human-Capital Exam Dumps

Healthy Work Environment: Providing a healthy and safe work environment helps prevent workplace injuries and illnesses, promoting overall well-being.

Absenteeism Reduction: When employees are healthy, they are less likely to take time off due to illness or injury, leading to decreased absenteeism.

Productivity and Morale: A safe work environment enhances employee morale and productivity, as employees feel valued and protected.

Cost Savings: Reduced absenteeism also translates into cost savings for the employer, as fewer resources are spent on temporary replacements and overtime for covering absent employees.

Occupational Safety and Health Administration (OSHA) guidelines

Studies on workplace safety and productivity by the National Institute for Occupational Safety and Health (NIOSH)

When employees are motivated by finding fulfillment in their work, they are experiencing intrinsic motivation. Intrinsic motivation comes from within the individual and is driven by personal satisfaction, the enjoyment of the task itself, and a sense of accomplishment. Unlike extrinsic motivation, which relies on external rewards such as money or recognition, intrinsic motivation is rooted in the inherent interest or pleasure in the activity.

Reference

Managing Human Capital Textbook

'Drive: The Surprising Truth About What Motivates Us' by Daniel H. Pink

SHRM (Society for Human Resource Management) guidelines on employee motivation

Disparate Treatment: This involves deliberate discrimination where an individual is treated differently based on a protected characteristic (e.g., race, gender, age).

Intentionality: The key aspect of disparate treatment is the intent to discriminate.

Adverse Impact: Also known as disparate impact, this occurs when a policy or practice that appears neutral results in a disproportionate negative effect on a protected group.

Unintentional Discrimination: Adverse impact does not require intent to discriminate, only that the outcome of a practice is discriminatory.

Legal Standards: Both concepts are critical in employment law and are evaluated under different standards of proof and remediation.

Civil Rights Act of 1964, Title VII

Uniform Guidelines on Employee Selection Procedures (1978)

A procedure is a series of steps or actions that need to be followed in order to achieve a specific outcome. Option D specifies that the store manager requires all employees to clean their workstations at the end of each shift, indicating a clear, consistent, and repeatable set of actions (steps) that employees must follow, which is the essence of a procedure.

Managing Human Capital Textbook

SHRM (Society for Human Resource Management) guidelines on procedures

The Genetic Information Nondiscrimination Act (GINA) of 2008 prohibits employers from requesting, requiring, or purchasing genetic information about an applicant or an employee, which includes family medical history. The act aims to prevent discrimination based on genetic information in both health insurance and employment. The recruiter's request for information about the applicant's medical conditions and those of their family members directly violates GINA.

Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website