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






2. Performance appraisal by an employee of their superior. Usually evaluates on leadership - oral communication - delegation of authority - coordination of team efforts - and interest in subordinates.






3. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.






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






5. Pay according to the number of units produced.






6. Traditional approach to appraisal - a review by management one level higher.






7. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.






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






9. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.






10. 1936. Responsible for prevailing minimum wage in a locality. Regular working hours identified as 8 per day and 40 per week; and time and a half for additional; no employment for convicts and children.






11. Listening to understand without judgment.






12. 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.






13. Not reporting to work.






14. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






15. Basic individual beliefs about right and wrong.






16. Rating based on comparison than a standard.






17. Training designed to make people recognize and address their own prejudices.






18. Method that determines the relative worth of jobs.






19. The matching of people with future vacancies.






20. A decision based on total impartiality.






21. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






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






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






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






25. Statement authorizing union to act as their representative.






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






27. An uncomfortable environment that interferes with job performance.






28. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..






29. The knowledge - skills - and abilities required for the job.






30. Removal of something unpleasant for desire behavior.






31. 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






32. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.






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






34. Measures what a person is capable of learning.






35. Compensation system that equals American money to foreign money on terms of purchasing power.






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






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






38. 1972. Extended Civil Rights Title VII to government workers.






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






40. Only suitable defense against discrimination; postulates that age - religion - sex - or nationality is an actual qualification for the job. It does NOT cover race or color.






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






42. Compensation useful in advancing organizational goals.






43. Laws that prevent discrimination in the workplace.






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






45. A group with mix of specialists that are assigned rather than voluntary membership.






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






47. 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.






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






49. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.






50. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.