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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. 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.
servant leader
active listening
leadership
self-directed team
2. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;
human resource information system
self-directed team
job description
Age Discrimination in Employment Act
3. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.
four-fifths rule
reward leadership
learning organization
protected classes
4. The combination of various appraisal systems to give the manager and employee the best view into the performance.
pay grades
solicitation sexual harassment
360-degree appraisal
aptitude tests
5. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.
conventional moral development
extinction
democratic leadership type
laissez-faire leadership type
6. Team formed to solve a major organizational issue.
taskforce team
Age Discrimination in Employment Act
noncontributory pension plan
Hay profile method
7. An integrated knowledge within an organization that sets it out from the competition.
management by objectives (MBO)
characteristics model
core competencies
critical incident
8. Threat of power in order to convince someone to engage in sexual activity.
job analysis
coercive sexual harassment
managing workforce diversity
Employee assistance programs (EAP)
9. Rewards according to a random number of behaviors. Results in very high performance.
variable-ratio reinforcement
critical incident
Executive Order 11246
career plateauing
10. The process of screening - interviewing - and hiring individuals.
safety needs
wage and salary survey
selection
retirement
11. Breeds mistrust in the workplace; fairly excepted practice in private industry.
wage curve
hourly pay
external locus
pay secrecy
12. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.
balanced scorecard (BSC)
extinction
democratic leadership type
variable-ratio reinforcement
13. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.
managing workforce diversity
constructive discharge
position analysis questionnaire (PAQ)
Equal Employment Opportunity Act
14. Removal of something unpleasant for desire behavior.
piecework pay
contributory pension plan
trancenders
negative reinforcement
15. Diversity as a result of acquisitions and mergers - which is a forced diversification of the workplace.
strategic diversity management
contributory pension plan
coercive leadership
Wagner Act (National Labor Relations Act)
16. Measures what a person is capable of learning.
expert power
core competencies
stress interview
aptitude tests
17. Power derived from the degree in which one is admired and people want to emulate them.
cash compensation
referent power
diversity awareness training
Society for Human Resource Management
18. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.
managing workforce diversity
fair representation
values
Hay profile method
19. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.
social needs
fair representation
Norris-La Guardia Act
job classification system
20. The oldest and simplest job evaluation that is based on grouping the jobs based on their relative worth to one another; can only be used on a small number of jobs.
job description
job ranking system
development
stress interview
21. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.
positive discipline
pay equity
eustress
career path
22. Evidence suggesting selection precludes members from protected classes.
Employee assistance programs (EAP)
restricted policy
error of leniency or strictness
pay secrecy
23. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.
non-cash compensation
career plateauing
social needs
safety needs
24. Theory Z people - those that have reached the self-actualization phase.
pay for performance standard
trancenders
generalized sexual harassment
esteem needs
25. The degree in which an individual believes they have control of their fate.
cash balance pension plan
360-degree appraisal
locus control
broadbanding
26. 1914. No forbidding the existence of a union.
training
critical incident method
Clayton Act
problem solving appraisal interview
27. 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.
results performance appraisal method
value-added compensation
essay
flextime
28. The number of days in the work week is shortened and the hours per day are longer.
compressed workweek
constructive discharge
partial reinforcement
employee involvement (EI) groups
29. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.
Executive Order 11246
Equal Pay Act
Immigration Reform and Control Act
internal locus
30. Consists of vertical scales for each dimension of employee's performance.
project team
behaviorally anchored rating scale (BARS)
behavioral performance appraisal method
critical incident
31. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.
coercive leadership
voluntary reduction
critical incident
constructive discharge
32. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.
values
customer appraisal
safety needs
critical incident
33. A group of 6-12 that meet regularly to discuss organizational issues.
servant leader
quality circle
four-fifths rule
noncontributory pension plan
34. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.
point system
cash compensation
contrast effect
taskforce team
35. A process to make the job more complex to improve the level of boredom of an oversimplified job.
non-cash compensation
job enlargement
progressive discipline
productivity
36. Training designed to make people recognize and address their own prejudices.
diversity awareness training
Walsh-Healy Act
employment-at-will
charismatic leader
37. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control
Age Discrimination in Employment Act
computerized job analysis
discipline
job analysis
38. Leadership based on the control that management has over rewarding subordinates.
authoritarian leadership type
reward leadership
protected classes
charge form
39. An early retirement incentive in a form of a cash bonus or increased pension.
unstructured interview
informal factors
silver handshake
accountability
40. Various software programs that write job description and specifications based on job analysis.
forced-choice
computerized job analysis
vesting
business ethics
41. Act that amended age discrimination in employment to include all employee benefits; also provided terminated employees with time to consider group termination or retirement programs and consult an attorney.
Equal Pay Act
restricted policy
Older Workers Benefit Protection Act (OWBPA)
Hay profile method
42. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.
involuntary reduction
absenteeism
contributory pension plan
job evaluation
43. Flexible working hours that allow workers to choose start and end times.
informal factors
flextime
whistleblowing
punishment
44. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.
results performance appraisal method
cafeteria plans
separations
human resource information system
45. 1978. No discrimination based on pregnancy - childbirth - and related conditions.
behavior checklist
pay for performance standard
criminal sexual harassment
Pregnancy Discrimination Act
46. Groups of jobs within a class that are paid the same. Used by the federal government.
wage curve
pay grades
EEO-1 Report
Norris-La Guardia Act
47. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.
human resource planning
critical incident
reward leadership
employment-at-will
48. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.
servant leader
recency error
utilitarian ethical decision
training
49. The survey of the wages paid to employees with similar skill sets in a labor market. The Bureau of Labor Statistics publishes a reliable one.
Norris-La Guardia Act
wage and salary survey
noncontributory pension plan
retirement
50. Systems that provide data for Human Resource control and decision making.
human resource information system
management by objectives (MBO)
Employee Retirement Income Security Act (ERISA)
error of central tendency