Test your basic knowledge |

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






2. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.






3. Compensation useful in advancing organizational goals.






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






5. Requires the rater to choose from statements that best describe the employee's output.






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






7. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.






8. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






9. Pay by the hour.






10. 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.






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






12. An uncomfortable environment that interferes with job performance.






13. Removal of something unpleasant for desire behavior.






14. Laws that prevent discrimination in the workplace.






15. Idea that all cultures are inherently equal.






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






17. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.






18. Rewards according to random times. Results in moderately high and stable performance.






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






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






21. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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






23. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






24. Guarantee of benefits - especially in pension plans.






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






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






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






28. The curve in the scattergram that identifies the worth of jobs and wages.






29. Improvement of job efficiency by simplifying it.






30. Reporting criminal activity to the government.






31. An intent to resign from a company that is typically expressed in written communication to the employee's manager.






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






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






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






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






36. A method that evaluates based on: 1. Knowledge 2. Accountability 3. Mental Activity (KAMA)






37. 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.






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






39. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.






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






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






42. Advancing to the next level in the minimum time required in the current position.






43. Performance appraisal that seeks evaluation from internal and external customers.






44. Different types of employee complaint resolution procedures.






45. Team formed to solve a major organizational issue.






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






47. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge






48. Statement authorizing union to act as their representative.






49. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.






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