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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. Belief that one culture is superior to another.






2. 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.






3. 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.






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






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






6. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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






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






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






10. Different types of employee complaint resolution procedures.






11. A decision based on the long-term interests of an individual.






12. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.






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






14. Reward given for desired behavior.






15. Sexual remarks or actions not targeted at a specific individual.






16. Withdrawal of a reward.






17. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






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






19. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






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






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






22. Team formed to solve a major organizational issue.






23. Means that people employed in an organization represent different cultural groups and human qualities.






24. 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.






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






26. 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.






27. Power based on individual expertise.






28. 1914. No forbidding the existence of a union.






29. 1931. Required federal contracts for construction to specify minimum wage for workers.






30. A problem in evaluation due to being compared to someone previously evaluated.






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






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






33. 1972. Extended Civil Rights Title VII to government workers.






34. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






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






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. Causes loss of productivity - frustration - or depression.






38. An appraisal distributional error where the rater is reluctant to give high or low marks.






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






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






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






42. The idea that people with authority are subject to reporting to superiors.






43. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.






44. 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.






45. Method that determines the relative worth of jobs.






46. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.






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






48. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.






49. Teaching long-term skills.






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