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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. Power based on individual expertise.






2. 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.






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






4. Test that measure what a person can do right now.






5. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






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






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






8. Pay according to the number of units produced.






9. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.






10. Rating based on having certain characteristics.






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






12. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge






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






14. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.






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






16. 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.






17. 1931. Required federal contracts for construction to specify minimum wage for workers.






18. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.






19. Rewards after a specific number of desired behaviors. Results in high or stable performance.






20. A pension plan in which both employer and employee fund pensions.






21. Reporting criminal activity to the government.






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






23. Threat of power in order to convince someone to engage in sexual activity.






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






25. Accommodation of several cultures.






26. Statement authorizing union to act as their representative.






27. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control






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






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






30. 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.






31. 1972. Extended Civil Rights Title VII to government workers.






32. 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.






33. A use of motivators to increase satisfaction.






34. 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.






35. Includes hourly wages - salaries - and bonuses.






36. 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).






37. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.






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






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






40. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






41. The knowledge - skills - and abilities required for the job.






42. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.






43. Teaching long-term skills.






44. Compensation tied to a reward for effort and performance.






45. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.






46. A neutral third party that will make the binding decision between both parties.






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






48. Minorities in the workplace.






49. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






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