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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. Includes other employee benefits - such as health insurance - pension contributions - tuition reimbursement - and legal assistance programs.






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






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






4. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.






5. The oldest and simplest job evaluation that is based on grouping the jobs based on their relative worth to one another; can only be used on a small number of jobs.






6. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.






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






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






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






10. Power derived from the degree in which one is admired and people want to emulate them.






11. Understanding the duties of the job.






12. 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.






13. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.






14. Group assigned with improving quality.






15. Reward given for desired behavior.






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






17. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






18. An integrated knowledge within an organization that sets it out from the competition.






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






20. Identification of future candidates for future anticipated vacancies.






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






22. An extremely hard goal - but not impossible to reach.






23. 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






24. Developed in response to a majority dominating the workforce.






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






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






27. Employees that are not from the home or host country.






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






29. Rating based on having certain characteristics.






30. Idea that all cultures are inherently equal.






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






32. An uncomfortable environment that interferes with job performance.






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






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






35. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






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






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






38. Helps manager translate measurement framework from strategic to operational goals.






39. 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.






40. Method that determines the relative worth of jobs.






41. Removal of something unpleasant for desire behavior.






42. 1931. Required federal contracts for construction to specify minimum wage for workers.






43. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.






44. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.






45. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.






46. Minorities in the workplace.






47. Two part-time employees share one full time position.






48. Union must represent union and nonunion members equally.






49. Voluntary or involuntary reductions in labor.






50. Evidence suggesting selection precludes members from protected classes.