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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. An uncomfortable environment that interferes with job performance.






2. Developed in response to a majority dominating the workforce.






3. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






5. A resignation suggested by the employer to the employee.






6. Collapses traditional salary grades into a few wide bands and helps eliminate obsession with grades and gives management an enhanced ability to reward on performance.






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






8. An interview that places the applicant in a simulated high stress setting to interview the candidate.






9. Leadership based on the control that management has over punishing subordinates.






10. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.






11. An integrated knowledge within an organization that sets it out from the competition.






12. Leadership based on the control that management has over rewarding subordinates.






13. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






14. A decision based on existing norms.






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






16. Involves determining the type and number of individuals needed to get the job done.






17. A resignation in which an employee chooses to resign without provocation from the employer.






18. Theory Z people - those that have reached the self-actualization phase.






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






20. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.






21. Employees that are not from the home or host country.






22. A group with mix of specialists that are assigned rather than voluntary membership.






23. Consists of vertical scales for each dimension of employee's performance.






24. Power based on individual expertise.






25. Group assigned with improving quality.






26. Idea that all cultures are inherently equal.






27. Improvement of job efficiency by simplifying it.






28. Harassment based on employment decisions; an economic or position consequence for noncompliance.






29. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.






30. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.






31. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.






32. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.






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






34. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.






35. Breeds mistrust in the workplace; fairly excepted practice in private industry.






36. 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






37. The degree in which an individual believes they have control of their fate.






38. The combination of various appraisal systems to give the manager and employee the best view into the performance.






39. Threat of power in order to convince someone to engage in sexual activity.






40. Measures what a person is capable of learning.






41. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.






42. 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.






43. 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.






44. Includes the social environment of the workplace and informal work groups.






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






46. A pension plan in which only the employer funds pensions.






47. Insurance that pays for nursing homes and medical-related costs to old age and illness.






48. Sexual harassment that is nonthreatening - but causes co-worker discomfort.






49. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






50. Pay is the same each pay period regardless of hours worked.