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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. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.






2. An organization that has generated a list of recommendation for executing an effective diversity initiative.






3. Evidence suggesting selection precludes members from protected classes.






4. Insurance that pays for nursing homes and medical-related costs to old age and illness.






5. Purposeful discrimination.






6. Highly trained workers that are a group that perform interdependent tasks.






7. Long-term(5 years +) planning reserved for the highest levels of management.






8. Basic individual beliefs about right and wrong.






9. Belief that one culture is superior to another.






10. A code of moral principles and values that govern organizational behavior.






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






12. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






14. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






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






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






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






18. A pension plan in which the employer contributes percentage of employer pay to an account that earns interest. When the employee leaves - the amount is rolled up into an individual retirement account (IRA).






19. Removal of something unpleasant for desire behavior.






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






21. Discipline focused on early correcion of employee misconduct. 1. Conference between employee and supervisor. 2. Second conference when solution did not work 3. Decision-making leave (paid leave)






22. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.






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






24. Withdrawal of a reward.






25. Method that determines the relative worth of jobs.






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






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






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






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






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






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






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






33. Test used by courts to assess merits of prima facie case of disparate treatment when lacking evidence - requires plaintiff to show he: 1. belongs to protected group -2. has applied and is qualified - 3. was rejected despite qualifications - and 4. th






34. Binding document with terms or conditions or rules.






35. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






36. 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.






37. 1959. Specially tailored to make labor officials responsible for the union's financial affairs - to prevent bully-boy tactics - ensure democratic voting practices within unions - outlaw secondary boycotts - and restrict picketing. Also called Labor-M






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






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






40. Group specifically to provide a new product or service.






41. 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.






42. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






43. A pay attached to acquiring new knowledge or skills.






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






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






46. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.






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






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






49. 1931. Required federal contracts for construction to specify minimum wage for workers.






50. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.