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DSST Human Resource Management

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. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control






2. An extremely hard goal - but not impossible to reach.






3. Positive stress that makes some strive to accomplish something.






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.






5. The knowledge - skills - and abilities required for the job.






6. Unpaid union official that represents the employees when dealing with management.






7. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.






8. The different conditions upon which someone leaves a company; may be voluntary or involuntary.






9. The number of days in the work week is shortened and the hours per day are longer.






10. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.






11. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.






12. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.






13. 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.






14. Belief that things happen due to luck or chance.






15. Compensation useful in advancing organizational goals.






16. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






17. Causes loss of productivity - frustration - or depression.






18. A decision based on existing norms.






19. Understanding the duties of the job.






20. An appraisal error involving groups of ratings given to employees.






21. Helps manager translate measurement framework from strategic to operational goals.






22. Idea that all cultures are inherently equal.






23. 1970. A law passed to attempt to reduce workplace injuries and illnesses. It's general area of responsibility are: 1.General Industry 2. Maritime 3. Construction 4. Agriculture






24. Rating based on comparison than a standard.






25. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






26. A personal disorientation when experiencing an unfamiliar way of life.






27. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.






28. An uncomfortable environment that interferes with job performance.






29. Sexual remarks or actions not targeted at a specific individual.






30. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.






31. A group of 6-12 that meet regularly to discuss organizational issues.






32. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.






33. Home country nationals that are employees who live and work in a different country than their own.






34. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.






35. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






36. The rater checks statements on a list that he believes are characteristic of the employee.






37. A trait method that requires the rater to describe the employee's performance in a statement.; fairly subjective and reliant on the manager's ability to write effective statements.






38. Cost of living that measures the average prices of products and services over time.






39. Leadership dependent upon one's position within the company.






40. Test that measure what a person can do right now.






41. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.






42. Payment rates above the pay range.






43. Hands-off approach over all decision-making without any further involvement unless asked to participate.






44. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






45. A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs.






46. A decision based on total impartiality.






47. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






48. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






49. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.






50. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.