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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. Power based on individual expertise.






2. 1931. Required federal contracts for construction to specify minimum wage for workers.






3. 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.






4. Listening to understand without judgment.






5. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.






6. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.






7. Method that determines the relative worth of jobs.






8. 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.






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






10. Test that measure what a person can do right now.






11. Measures what a person is capable of learning.






12. Belief that one culture is superior to another.






13. Group assigned with improving quality.






14. A career path that is not sequentially interdependent but each of the jobs in the arrangement must be completed before one can advance to the next higher level.






15. Payment rates above the pay range.






16. When every desired behavior is reinforced; effective when the behavior is new.






17. 1938. Provided basic pay structure for workers. Those that have to be paid are non-exempt and must be paid at least the minimum wage. Those who hold executive or managerial positions are exempt.






18. Union must represent union and nonunion members equally.






19. 1972. Extended Civil Rights Title VII to government workers.






20. Measures the frequency of observed behavior.






21. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






22. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.






23. Voluntary or involuntary reductions in labor.






24. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.






25. Highest level of sexual harassment and would result in a punishable act under the law.






26. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.






27. Removal of something unpleasant for desire behavior.






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






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






30. An organization that is participatory in problem solving - improving - and increasing capabilities.






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






32. An appraisal error based on biases of how the information is selected - evaluated - or organized.






33. A group of 6-12 that meet regularly to discuss organizational issues.






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






35. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






36. Includes hourly wages - salaries - and bonuses.






37. A neutral third party that will make the binding decision between both parties.






38. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.






39. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






40. 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






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






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






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






44. Purposeful discrimination.






45. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration






46. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.






47. 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.






48. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






49. Positive stress that makes some strive to accomplish something.






50. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.