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Test your basic knowledge |
DSST Human Resource Management
Start Test
Study First
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. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.
cash balance pension plan
distributional errors
graphic rating scale
transactional leader
2. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.
motivators
project team
job enrichment
structured interview
3. Leadership based on the control that management has over rewarding subordinates.
Uniform Guidelines on Employee Selection Procedures
reward leadership
Older Workers Benefit Protection Act (OWBPA)
workforce diversity
4. A form in which accidents that cause death - illness - or injury in the workplace are recorded.
Society for Human Resource Management
absenteeism
OSHA form 300
360-degree appraisal
5. An early retirement incentive in a form of a cash bonus or increased pension.
contributory pension plan
silver handshake
trancenders
Fair Labor Standards Act (FLSA)
6. Developed in response to a majority dominating the workforce.
job analysis
generalized sexual harassment
structured interview
affirmative action
7. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.
Americans with Disabilities Act (ADA)
Railway Labor Act
ego strength
Age Discrimination in Employment Act
8. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.
halo effect
external locus
achievement test
balance sheet approach
9. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.
compressed workweek
adverse impact
Clayton Act
point system
10. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.
referent power
legitimate leadership
Pregnancy Discrimination Act
competence based pay
11. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.
transactional leader
noncontributory pension plan
factor comparison system
functional job analysis (FJA)
12. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.
four-fifths rule
flextime
behavior checklist
social needs
13. Employees that are not from the home or host country.
broadbanding
job analysis
third-country nationals
eustress
14. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.
Executive Order 11246
job rotation
four-fifths rule
encouraged resignation
15. Sexual harassment that is nonthreatening - but causes co-worker discomfort.
inappropriate sexual harassment
postconventional moral development
project team
diversity awareness training
16. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.
job description
conventional moral development
strategic planning
physiological needs
17. Guarantee of benefits - especially in pension plans.
computerized job analysis
disparate treatment
taskforce team
vesting
18. Positive stress that makes some strive to accomplish something.
eustress
burnout
Norris-La Guardia Act
physiological needs
19. Belief that one culture is superior to another.
unstructured interview
job specifications
repatriation
ethnocentrism
20. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.
Immigration Reform and Control Act
temporal errors
extinction
wage and salary survey
21. The first level of moral development - in which people make decisions based on selfish reasons; concerned only with external rewards or punishments. A characteristic of managers with authoritarian and coercive styles.
authoritarian leadership type
self-actualization
preconventional moral development
wage and salary survey
22. Payment rates above the pay range.
whistleblowing
red circle rates
informal factors
expert power
23. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.
Long-term disability (LTD) insurance
unstructured interview
noncontributory pension plan
Uniform Guidelines on Employee Selection Procedures
24. An extremely hard goal - but not impossible to reach.
fixed-interval reinforcement
separations
utilitarian ethical decision
stretch goal
25. A resignation suggested by the employer to the employee.
McDonnell Douglas Test
career path
encouraged resignation
equal employment opportunity (EEO) laws
26. Rewards after a specific number of desired behaviors. Results in high or stable performance.
informal factors
360-degree appraisal
locus control
fixed-ratio reinforcement
27. Giving something unpleasant for an undesired behavior.
Norris-La Guardia Act
punishment
employment-at-will
contrast error
28. 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.
Wagner Act (National Labor Relations Act)
charismatic leader
Age Discrimination in Employment Act
informal factors
29. 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)
Long-term disability (LTD) insurance
arbitrator
eustress
positive discipline
30. Listening to understand without judgment.
solicitation sexual harassment
EEO-1 Report
active listening
positive reinforcement
31. An organization that is participatory in problem solving - improving - and increasing capabilities.
achievement test
red circle rates
learning organization
Supplemental unemployment benefits (SUBS)
32. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration
ethnocentrism
productivity
voluntary protection program (VPP)
fixed-interval reinforcement
33. The third level of moral development in which people make decisions based on internalized principles - beliefs - and values. A characteristic of managers that encourage to think for themselves and engage in moral reasoning.
ethnocentrism
postconventional moral development
host country nationals
continuous reinforcement
34. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.
peer appraisal
internal selection
competence based pay
voluntary reduction
35. 1972. Extended Civil Rights Title VII to government workers.
social contract ethical decision
Hay profile method
Equal Employment Opportunity Act
subordinate appraisal
36. Team formed to solve a major organizational issue.
problem solving appraisal interview
third-country nationals
taskforce team
Occupational Safety and Health Act (OSHA)
37. Two part-time employees share one full time position.
job sharing
motivators
authoritarian leadership type
halo effect
38. 1931. Required federal contracts for construction to specify minimum wage for workers.
cash compensation
job classification system
Davis-Bacon Act
voluntary reduction
39. Accommodation of several cultures.
pluralism
external locus
cross-functional team
moral rights ethical decision
40. Systems that provide data for Human Resource control and decision making.
discipline
human resource information system
constructive discharge
hot-stove approach
41. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.
tell and sell appraisal interview
unstructured interview
Family and Medical Leave Act (FMLA)
job analysis
42. Theory Z people - those that have reached the self-actualization phase.
trancenders
Fair Labor Standards Act (FLSA)
silver handshake
job sharing
43. Harassment based on employment decisions; an economic or position consequence for noncompliance.
Employee assistance programs (EAP)
point system
quid pro quo harassment
punishment
44. An organization that has generated a list of recommendation for executing an effective diversity initiative.
Society for Human Resource Management
team appraisal
Family and Medical Leave Act (FMLA)
halo effect
45. The survey of the wages paid to employees with similar skill sets in a labor market. The Bureau of Labor Statistics publishes a reliable one.
Wagner Act (National Labor Relations Act)
affirmative action
wage and salary survey
project team
46. A decision that considers humanity's fundamental rights.
conventional moral development
criminal sexual harassment
moral rights ethical decision
tell and listen appraisal interview
47. 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.
recruiting
internal selection
servant leader
job rotation
48. 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.
Fair Labor Standards Act (FLSA)
ego strength
competence based pay
job specifications
49. The process of screening - interviewing - and hiring individuals.
selection
motivators
Medical savings account (MSA)
laissez-faire leadership type
50. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.
structured interview
transformational leader
vesting
Long-term disability (LTD) insurance