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Test your basic knowledge |
DSST Human Resource Management
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Subjects
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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. The combination of various appraisal systems to give the manager and employee the best view into the performance.
physiological needs
fixed-interval reinforcement
360-degree appraisal
succession planning
2. Idea that all cultures are inherently equal.
disparate treatment
recency error
ethnorelativism
trancenders
3. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.
disparate treatment
solicitation sexual harassment
trait performance appraisal method
behaviorally anchored rating scale (BARS)
4. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.
problem solving appraisal interview
democratic leadership type
social needs
Immigration Reform and Control Act
5. 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.
workforce diversity
Occupational Safety and Health Act (OSHA)
job ranking system
variable-ratio reinforcement
6. Removal of something unpleasant for desire behavior.
human resource planning
job specifications
balanced scorecard (BSC)
negative reinforcement
7. Breeds mistrust in the workplace; fairly excepted practice in private industry.
red circle rates
labor agreement
separations
pay secrecy
8. Training designed to make people recognize and address their own prejudices.
diversity awareness training
positive discipline
legitimate leadership
tell and listen appraisal interview
9. Consists of vertical scales for each dimension of employee's performance.
justice ethical decision
Landrum-Griffin Act
locus control
behaviorally anchored rating scale (BARS)
10. Documents that contain the main information about hazardous material.
third-country nationals
Material Safety Data Sheets (MSDS)
variable-interval reinforcement
management by objectives (MBO)
11. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.
charge form
Long-term disability (LTD) insurance
manager/supervisor appraisal
job analysis
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.
contributory pension plan
silver handshake
punishment
democratic leadership type
13. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.
contrast error
tell and sell appraisal interview
job simplification
conventional moral development
14. 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.
hygiene factors
behavioral performance appraisal method
positive discipline
inappropriate sexual harassment
15. Teaching long-term skills.
separations
development
active listening
critical incident method
16. Binding document with terms or conditions or rules.
burnout
noncontributory pension plan
behavior observation scales (BOS)
labor agreement
17. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.
external locus
critical incident
Uniform Guidelines on Employee Selection Procedures
Clayton Act
18. Compensation useful in advancing organizational goals.
value-added compensation
protected classes
transformational leader
trancenders
19. Withdrawal of a reward.
extinction
virtual team
job description
strategic diversity management
20. Method that determines the relative worth of jobs.
job evaluation
pay for performance standard
reward leadership
OSHA form 300
21. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration
Older Workers Benefit Protection Act (OWBPA)
Employee Retirement Income Security Act (ERISA)
voluntary protection program (VPP)
authoritarian leadership type
22. An uncomfortable environment that interferes with job performance.
hostile environment
external locus
Society for Human Resource Management
authoritarian leadership type
23. Team formed to solve a major organizational issue.
taskforce team
transactional leader
results performance appraisal method
job sharing
24. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.
Railway Labor Act
hostile environment
mixed-standard rating scale
learning organization
25. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.
trancenders
democratic leadership type
peer appraisal
competence based pay
26. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.
similar to me error
expatriates
partial reinforcement
job enrichment
27. The process of screening - interviewing - and hiring individuals.
selection
Fair Labor Standards Act (FLSA)
quality circle
safety needs
28. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.
employment-at-will
McDonnell Douglas Test
job enrichment
hot-stove approach
29. Groups of employees who meet to resolve problems and improve the organization.
employee involvement (EI) groups
computerized job analysis
job description
Older Workers Benefit Protection Act (OWBPA)
30. 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.
characteristics model
progressive discipline
transactional leader
ego strength
31. 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
partial reinforcement
Occupational Safety and Health Act (OSHA)
transactional leader
OSHA form 300
32. A problem in evaluation due to being compared to someone previously evaluated.
pay grades
Fair Labor Standards Act (FLSA)
voluntary protection program (VPP)
contrast effect
33. Hiring through searching and evaluating internal job postings and existing employee files.
job sharing
servant leader
internal selection
retirement
34. Strength of person's convictions. The higher it is - the more likely one will follow what they believe is ethical in lieu of following unethical impulses.
reductions-in-force (RIF)
pay secrecy
ego strength
ethnocentrism
35. A pension plan in which the employer contributes percentage of employer pay to an account that earns interest. When the employee leaves - the amount is rolled up into an individual retirement account (IRA).
Landrum-Griffin Act
cash balance pension plan
job classification system
critical incident
36. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.
moral rights ethical decision
Consolidated Omnibus Budget Reconciliation Act (COBRA)
Supplemental unemployment benefits (SUBS)
Equal Pay Act
37. Includes the social environment of the workplace and informal work groups.
informal factors
democratic leadership type
subordinate appraisal
error of leniency or strictness
38. 1978. No discrimination based on pregnancy - childbirth - and related conditions.
diversity awareness training
Uniform Guidelines on Employee Selection Procedures
constructive discharge
Pregnancy Discrimination Act
39. Leadership dependent upon one's position within the company.
salary pay
legitimate leadership
Older Workers Benefit Protection Act (OWBPA)
job rotation
40. Hands-off approach over all decision-making without any further involvement unless asked to participate.
balanced scorecard (BSC)
job sharing
development assignments
laissez-faire leadership type
41. Compensation tied to a reward for effort and performance.
Health Maintenance Organization (HMO)
pay for performance standard
contrast effect
competence based pay
42. Test used by courts to assess merits of prima facie case of disparate treatment when lacking evidence - requires plaintiff to show he: 1. belongs to protected group -2. has applied and is qualified - 3. was rejected despite qualifications - and 4. th
positive discipline
peer appraisal
referent power
McDonnell Douglas Test
43. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.
Americans with Disabilities Act (ADA)
halo effect
internal locus
Hay profile method
44. Services provided for workers to deal with problems that interfere with how they do their jobs.
halo effect
Employee assistance programs (EAP)
safety needs
recency error
45. A leader that has an ability to motivate employees to go beyond expectations; less predictable than transactional and embrace new ideas. Charismatic leaders are visionaries; they try to get others to see a better future and their participation in it.
charismatic leader
voluntary reduction
hot-stove approach
value-added compensation
46. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.
job rotation
productivity
affirmative action
transformational leader
47. Harmful stress that accompanies a feeling of insecurity.
pay secrecy
resignation
learning organization
distress
48. The third level of moral development in which people make decisions based on internalized principles - beliefs - and values. A characteristic of managers that encourage to think for themselves and engage in moral reasoning.
criminal sexual harassment
forced-choice
Age Discrimination in Employment Act
postconventional moral development
49. An employer-created fund for laid off employees to draw from on top of unemployment benefits.
essay
reward leadership
Health Maintenance Organization (HMO)
Supplemental unemployment benefits (SUBS)
50. Rating based on having certain characteristics.
Americans with Disabilities Act (ADA)
401(k) savings plan
self-directed team
graphic rating scale