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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. Developed in response to a majority dominating the workforce.






2. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






3. Includes hourly wages - salaries - and bonuses.






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






5. Leadership based on the control that management has over punishing subordinates.






6. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






7. Groups of jobs within a class that are paid the same. Used by the federal government.






8. Withdrawal of a reward.






9. 1972. Extended Civil Rights Title VII to government workers.






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






11. Compensation useful in advancing organizational goals.






12. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.






13. Rating based on comparison than a standard.






14. 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.






15. 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.






16. An appraisal temporal error when the employee is compared to someone previously rated and not independently.






17. 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.






18. 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.






19. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.






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






21. A resignation suggested by the employer to the employee.






22. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.






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






24. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.






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






26. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






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






28. Various software programs that write job description and specifications based on job analysis.






29. 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.






30. A decision that considers humanity's fundamental rights.






31. Cost of living that measures the average prices of products and services over time.






32. Breeds mistrust in the workplace; fairly excepted practice in private industry.






33. An early retirement incentive in a form of a cash bonus or increased pension.






34. The number of days in the work week is shortened and the hours per day are longer.






35. 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.






36. Defining the characteristics that the organization feels would be a good fit for the vacancies. To recruit - an organization must conduct job analysis - provide a job description - and give job specification.






37. Rewards according to a specific time interval. Results in average and irregular performance.






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






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






40. Harmful stress that accompanies a feeling of insecurity.






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






42. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.






43. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.






44. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






45. The degree in which an individual believes they have control of their fate.






46. Idea that all cultures are inherently equal.






47. 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.






48. Sexual harassment that uses rewards; potential for criminal prosecution.






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






50. A career path that is hiearchical in nature and consists of interdependent sequential jobs.