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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. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.
Equal Pay Act
burnout
job sharing
distress
2. 1978. No discrimination based on pregnancy - childbirth - and related conditions.
Pregnancy Discrimination Act
Norris-La Guardia Act
forced-choice
training
3. 1938. Provided basic pay structure for workers. Those that have to be paid are non-exempt and must be paid at least the minimum wage. Those who hold executive or managerial positions are exempt.
ego strength
Fair Labor Standards Act (FLSA)
authoritarian leadership type
McDonnell Douglas Test
4. The first level of moral development - in which people make decisions based on selfish reasons; concerned only with external rewards or punishments. A characteristic of managers with authoritarian and coercive styles.
pay secrecy
achievement test
Older Workers Benefit Protection Act (OWBPA)
preconventional moral development
5. Rates performance of employee achievement of goals set by manager and the employee.
positive reinforcement
management by objectives (MBO)
arbitrator
process improvement team
6. An appraisal error based on biases of how the information is selected - evaluated - or organized.
competence based pay
temporal errors
job evaluation
self-directed team
7. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.
encouraged resignation
development assignments
tell and sell appraisal interview
structured interview
8. 1972. Extended Civil Rights Title VII to government workers.
Civil Rights Act
retirement
burnout
Equal Employment Opportunity Act
9. 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
cash balance pension plan
consumer price index (CPI)
retirement
10. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.
discipline
self-directed team
characteristics model
social needs
11. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.
internal selection
Family and Medical Leave Act (FMLA)
expatriates
extinction
12. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.
silver handshake
social contract ethical decision
functional job analysis (FJA)
similar to me error
13. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline
employment-at-will
partial reinforcement
fixed-interval reinforcement
hot-stove approach
14. Documents that contain the main information about hazardous material.
trancenders
Material Safety Data Sheets (MSDS)
reductions-in-force (RIF)
vertical career path
15. Different types of employee complaint resolution procedures.
McDonnell Douglas Test
Davis-Bacon Act
alternative resolution procedure (ARD)
legitimate leadership
16. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.
McDonnell Douglas Test
error of central tendency
partial reinforcement
Worker Adjustment and Restraining Notification (WARN)
17. 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.
physiological needs
error of central tendency
reductions-in-force (RIF)
Bona Fide Occupational Qualification (BFOQ)
18. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.
Norris-La Guardia Act
job enrichment
value-added compensation
defined contribution plan
19. Guarantee of benefits - especially in pension plans.
vesting
Norris-La Guardia Act
temporal errors
reward leadership
20. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.
reward leadership
critical incident method
voluntary reduction
charismatic leader
21. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;
Age Discrimination in Employment Act
development
hourly pay
third-country nationals
22. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.
pay secrecy
career path
postconventional moral development
virtual team
23. How an employee perceives his compensation relative to others within the organization.
team appraisal
McDonnell Douglas Test
wage curve
pay equity
24. Method that determines the relative worth of jobs.
salary pay
Society for Human Resource Management
continuous reinforcement
job evaluation
25. An integrated knowledge within an organization that sets it out from the competition.
balanced scorecard (BSC)
core competencies
behavioral performance appraisal method
Fair Labor Standards Act (FLSA)
26. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.
contributory pension plan
similar to me error
job description
self-appraisal
27. Improvement of job efficiency by simplifying it.
job simplification
employee involvement (EI) groups
equal employment opportunity (EEO) laws
Americans with Disabilities Act (ADA)
28. Separation that is typically planned well in advanced - and are well received - celebratory occasions.
piecework pay
reward leadership
retirement
arbitrator
29. Rating based on comparison than a standard.
mixed-standard rating scale
social contract ethical decision
business ethics
eustress
30. An interview that places the applicant in a simulated high stress setting to interview the candidate.
stress interview
taskforce team
recruiting
positive discipline
31. Rewards according to random times. Results in moderately high and stable performance.
variable-interval reinforcement
managing workforce diversity
fixed-ratio reinforcement
hot-stove approach
32. Belief that things happen due to their own responsibility.
workforce diversity
internal locus
strategic diversity management
halo effect
33. Home country nationals that are employees who live and work in a different country than their own.
expatriates
contrast error
disparate treatment
point system
34. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.
tell and listen appraisal interview
behaviorally anchored rating scale (BARS)
cafeteria plans
self-actualization
35. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge
fixed-ratio reinforcement
career path
progressive discipline
Health Insurance Portability and Accountability Act (HIPAA)
36. Rewards after a specific number of desired behaviors. Results in high or stable performance.
fixed-ratio reinforcement
consumer price index (CPI)
Equal Pay Act
hostile environment
37. The working conditions - pay - company policies - and interpersonal relationships; they help eliminate job satisfaction - but do not motivate the employee according to the two-factor theory.
reward leadership
external locus
Consolidated Omnibus Budget Reconciliation Act (COBRA)
hygiene factors
38. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.
critical incident method
characteristics model
hot-stove approach
alternative resolution procedure (ARD)
39. Union must represent union and nonunion members equally.
Health Maintenance Organization (HMO)
fair representation
ethnocentrism
transactional leader
40. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.
host country nationals
hygiene factors
culture shock
transactional leader
41. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.
Consolidated Omnibus Budget Reconciliation Act (COBRA)
defined benefit plan
tell and listen appraisal interview
internal selection
42. Highest level of sexual harassment and would result in a punishable act under the law.
workforce diversity
legitimate leadership
separations
criminal sexual harassment
43. Traditional approach to appraisal - a review by management one level higher.
project team
job analysis
diversity awareness training
manager/supervisor appraisal
44. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.
team appraisal
social needs
coercive leadership
motivators
45. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.
Long-term disability (LTD) insurance
Preferred Provider Organization (PPO)
union steward
external locus
46. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.
contributory pension plan
constructive discharge
social needs
physiological needs
47. Power based on individual expertise.
job evaluation
partial reinforcement
expert power
mixed-standard rating scale
48. A problem in evaluation due to being compared to someone previously evaluated.
contrast effect
motivators
customer appraisal
fast tracking
49. Groups of employees who meet to resolve problems and improve the organization.
behavior observation scales (BOS)
recency error
employee involvement (EI) groups
Occupational Safety and Health Act (OSHA)
50. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.
democratic leadership type
internal selection
behavioral performance appraisal method
coercive leadership