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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. A career path that is hiearchical in nature and consists of interdependent sequential jobs.






2. 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.






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






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






5. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.






6. 1947. Pro-business act created to counter the pro-labor Wagner Act by banning unfair practices of labor unions. Created the Federal Mediation and Conciliation Service (FMCS) to help resolve grievances.






7. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






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






9. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






10. 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.






11. Purposeful discrimination.






12. Understanding the duties of the job.






13. Identification of future candidates for future anticipated vacancies.






14. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.






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






16. A pension plan in which the amount is specific.






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






18. How an employee perceives his compensation relative to others within the organization.






19. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






20. The on-the-job method of development for new employees. May be formal or informal.






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






22. Long-term(5 years +) planning reserved for the highest levels of management.






23. Evidence suggesting selection precludes members from protected classes.






24. 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.






25. 1959. Specially tailored to make labor officials responsible for the union's financial affairs - to prevent bully-boy tactics - ensure democratic voting practices within unions - outlaw secondary boycotts - and restrict picketing. Also called Labor-M






26. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.






27. Groups of employees who meet to resolve problems and improve the organization.






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






29. A report companies with 100 or more employees must fill out annually to determine workforce composition.






30. Belief that things happen due to their own responsibility.






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






32. Highly trained workers that are a group that perform interdependent tasks.






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






34. A pay attached to acquiring new knowledge or skills.






35. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.






36. Rewards after a specific number of desired behaviors. Results in high or stable performance.






37. Measures the frequency of observed behavior.






38. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






39. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






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






41. A decision that considers humanity's fundamental rights.






42. A process to make the job more complex to improve the level of boredom of an oversimplified job.






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






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






45. Rewards according to a random number of behaviors. Results in very high performance.






46. An early retirement incentive in a form of a cash bonus or increased pension.






47. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.






48. Systems that provide data for Human Resource control and decision making.






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






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