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






2. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






3. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.






4. The ability to influence people to achieve goals for the organization.






5. An intent to resign from a company that is typically expressed in written communication to the employee's manager.






6. Withdrawal of a reward.






7. Rewards according to a random number of behaviors. Results in very high performance.






8. 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






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






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






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






12. 1970. A law passed to attempt to reduce workplace injuries and illnesses. It's general area of responsibility are: 1.General Industry 2. Maritime 3. Construction 4. Agriculture






13. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.






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






15. 1931. Required federal contracts for construction to specify minimum wage for workers.






16. 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.






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






18. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






19. Removal of something unpleasant for desire behavior.






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






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






22. Systems that provide data for Human Resource control and decision making.






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






24. Understanding the duties of the job.






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






26. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.






27. An appraisal error involving groups of ratings given to employees.






28. Basic individual beliefs about right and wrong.






29. 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.






30. The curve in the scattergram that identifies the worth of jobs and wages.






31. Positive stress that makes some strive to accomplish something.






32. The working conditions - pay - company policies - and interpersonal relationships; they help eliminate job satisfaction - but do not motivate the employee according to the two-factor theory.






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






34. A form in which accidents that cause death - illness - or injury in the workplace are recorded.






35. Rating based on comparison than a standard.






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






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






38. Rates performance of employee achievement of goals set by manager and the employee.






39. 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.






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






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






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






43. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






45. 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.






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






47. A resignation in which an employee chooses to resign without provocation from the employer.






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






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






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