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Test your basic knowledge |
DSST Human Resource Management
Start Test
Study First
Subjects
:
dsst
,
business-skills
Instructions:
Answer 50 questions in 15 minutes.
If you are not ready to take this test, you can
study here
.
Match each statement with the correct term.
Don't refresh. All questions and answers are randomly picked and ordered every time you load a test.
This is a study tool. The 3 wrong answers for each question are randomly chosen from answers to other questions. So, you might find at times the answers obvious, but you will see it re-enforces your understanding as you take the test each time.
1. Leadership based on the control that management has over rewarding subordinates.
reward leadership
Consolidated Omnibus Budget Reconciliation Act (COBRA)
cash balance pension plan
negative reinforcement
2. Performance appraisal by an employee of their superior. Usually evaluates on leadership - oral communication - delegation of authority - coordination of team efforts - and interest in subordinates.
subordinate appraisal
position analysis questionnaire (PAQ)
locus control
external locus
3. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.
charge form
noncontributory pension plan
wage curve
generalized sexual harassment
4. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.
self-appraisal
continuous reinforcement
essay
computerized job analysis
5. Pay according to the number of units produced.
self-directed team
problem solving appraisal interview
job evaluation
piecework pay
6. Traditional approach to appraisal - a review by management one level higher.
involuntary reduction
locus control
hygiene factors
manager/supervisor appraisal
7. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.
project team
mixed-standard rating scale
trancenders
career path
8. The on-the-job method of development for new employees. May be formal or informal.
eustress
orientation
contrast error
reward leadership
9. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.
job ranking system
fair representation
job description
variable-ratio reinforcement
10. 1936. Responsible for prevailing minimum wage in a locality. Regular working hours identified as 8 per day and 40 per week; and time and a half for additional; no employment for convicts and children.
manager/supervisor appraisal
cross-functional team
Norris-La Guardia Act
Walsh-Healy Act
11. Listening to understand without judgment.
job enlargement
self-directed team
non-cash compensation
active listening
12. A leader that has an ability to motivate employees to go beyond expectations; less predictable than transactional and embrace new ideas. Charismatic leaders are visionaries; they try to get others to see a better future and their participation in it.
job specifications
charismatic leader
human resource planning
computerized job analysis
13. Not reporting to work.
Health Insurance Portability and Accountability Act (HIPAA)
voluntary reduction
Walsh-Healy Act
absenteeism
14. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.
trancenders
Family and Medical Leave Act (FMLA)
job description
management by objectives (MBO)
15. Basic individual beliefs about right and wrong.
consumer price index (CPI)
salary pay
values
tell and sell appraisal interview
16. Rating based on comparison than a standard.
peer appraisal
informal factors
mixed-standard rating scale
retirement
17. Training designed to make people recognize and address their own prejudices.
laissez-faire leadership type
project team
diversity awareness training
behavioral performance appraisal method
18. Method that determines the relative worth of jobs.
job evaluation
job enrichment
piecework pay
four-fifths rule
19. The matching of people with future vacancies.
error of central tendency
positive discipline
human resource planning
servant leader
20. A decision based on total impartiality.
quality circle
resignation
justice ethical decision
career path
21. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.
unstructured interview
Equal Pay Act
postconventional moral development
Employee Retirement Income Security Act (ERISA)
22. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.
point system
locus control
postconventional moral development
contributory pension plan
23. A process to make the job more complex to improve the level of boredom of an oversimplified job.
social contract ethical decision
unstructured interview
partial reinforcement
job enlargement
24. Groups of employees who meet to resolve problems and improve the organization.
structured interview
charge form
employee involvement (EI) groups
Health Maintenance Organization (HMO)
25. Statement authorizing union to act as their representative.
arbitrator
progressive discipline
authorization card
position analysis questionnaire (PAQ)
26. Highest level of sexual harassment and would result in a punishable act under the law.
criminal sexual harassment
internal locus
quid pro quo harassment
360-degree appraisal
27. An uncomfortable environment that interferes with job performance.
hostile environment
reward leadership
position analysis questionnaire (PAQ)
critical incident
28. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..
burnout
behavioral performance appraisal method
value-added compensation
recruiting
29. The knowledge - skills - and abilities required for the job.
job specifications
Landrum-Griffin Act
Long-term disability (LTD) insurance
expert power
30. Removal of something unpleasant for desire behavior.
job analysis
culture shock
negative reinforcement
pay grades
31. Focus on the employee's achievements; less subjective - acceptable for employees and supervisors - link individual performance with organizational goals - encourage goal setting - and are good for reward and promotion decisions. However - time consum
protected classes
cafeteria plans
results performance appraisal method
job classification system
32. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.
Health Insurance Portability and Accountability Act (HIPAA)
noncontributory pension plan
encouraged resignation
aptitude tests
33. Sexual remarks or actions not targeted at a specific individual.
career plateauing
values
generalized sexual harassment
human resource information system
34. Measures what a person is capable of learning.
culture shock
aptitude tests
virtual team
Wagner Act (National Labor Relations Act)
35. Compensation system that equals American money to foreign money on terms of purchasing power.
balance sheet approach
pay secrecy
expert power
informal factors
36. The rater checks statements on a list that he believes are characteristic of the employee.
behavior checklist
Long-term disability (LTD) insurance
Supplemental unemployment benefits (SUBS)
hourly pay
37. A neutral third party that will make the binding decision between both parties.
silver handshake
voluntary protection program (VPP)
arbitrator
pay secrecy
38. 1972. Extended Civil Rights Title VII to government workers.
Supplemental unemployment benefits (SUBS)
Equal Employment Opportunity Act
quid pro quo harassment
Norris-La Guardia Act
39. An organization that is participatory in problem solving - improving - and increasing capabilities.
learning organization
Fair Labor Standards Act (FLSA)
individualistic ethical decision
fast tracking
40. Only suitable defense against discrimination; postulates that age - religion - sex - or nationality is an actual qualification for the job. It does NOT cover race or color.
punishment
Walsh-Healy Act
development assignments
Bona Fide Occupational Qualification (BFOQ)
41. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.
job enlargement
problem solving appraisal interview
transactional leader
involuntary reduction
42. Compensation useful in advancing organizational goals.
preconventional moral development
legitimate leadership
retirement
value-added compensation
43. Laws that prevent discrimination in the workplace.
non-cash compensation
similar to me error
equal employment opportunity (EEO) laws
disparate treatment
44. When every desired behavior is reinforced; effective when the behavior is new.
noncontributory pension plan
behavior checklist
continuous reinforcement
Executive Order 11246
45. A group with mix of specialists that are assigned rather than voluntary membership.
involuntary reduction
social needs
Americans with Disabilities Act (ADA)
cross-functional team
46. Belief that things happen due to luck or chance.
external locus
recency error
ethnocentrism
equal employment opportunity (EEO) laws
47. A concept Richard Hackman and Greg Oldham formulated after researching job design - focusing on three main parts: core job dimensions - critical psychological states - and employee growth need.
behaviorally anchored rating scale (BARS)
characteristics model
Family and Medical Leave Act (FMLA)
stress interview
48. The different conditions upon which someone leaves a company; may be voluntary or involuntary.
protected classes
separations
360-degree appraisal
non-cash compensation
49. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.
essay
authoritarian leadership type
internal locus
managing workforce diversity
50. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.
Preferred Provider Organization (PPO)
individualistic ethical decision
discipline
problem solving appraisal interview