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DSST Human Resource Management
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Subjects
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dsst
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business-skills
Instructions:
Answer 50 questions in 15 minutes.
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study here
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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. Voluntary or involuntary reductions in labor.
reductions-in-force (RIF)
Pregnancy Discrimination Act
temporal errors
Society for Human Resource Management
2. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.
position analysis questionnaire (PAQ)
stretch goal
progressive discipline
self-appraisal
3. 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.
discipline
Hay profile method
behavior checklist
preconventional moral development
4. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.
cash compensation
team appraisal
competence based pay
contrast effect
5. A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs.
retirement
servant leader
equal employment opportunity (EEO) laws
negative reinforcement
6. Helps manager translate measurement framework from strategic to operational goals.
alternative resolution procedure (ARD)
ethnocentrism
balanced scorecard (BSC)
transformational leader
7. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.
401(k) savings plan
inappropriate sexual harassment
productivity
critical incident
8. Measures what a person is capable of learning.
Uniform Guidelines on Employee Selection Procedures
partial reinforcement
tell and sell appraisal interview
aptitude tests
9. 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.
laissez-faire leadership type
charismatic leader
job enlargement
job evaluation
10. Diversity as a result of acquisitions and mergers - which is a forced diversification of the workplace.
democratic leadership type
hygiene factors
job simplification
strategic diversity management
11. Not reporting to work.
Pregnancy Discrimination Act
whistleblowing
absenteeism
piecework pay
12. Requires the rater to choose from statements that best describe the employee's output.
critical incident method
fair representation
forced-choice
expatriates
13. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.
Railway Labor Act
separations
balanced scorecard (BSC)
virtual team
14. Positive stress that makes some strive to accomplish something.
eustress
balanced scorecard (BSC)
project team
fair representation
15. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.
halo effect
ethnocentrism
ego strength
Hay profile method
16. 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.
Health Insurance Portability and Accountability Act (HIPAA)
consumer price index (CPI)
variable-ratio reinforcement
referent power
17. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.
results performance appraisal method
halo effect
Wagner Act (National Labor Relations Act)
servant leader
18. Highest level of sexual harassment and would result in a punishable act under the law.
transactional leader
career path
criminal sexual harassment
encouraged resignation
19. Rewards after a specific number of desired behaviors. Results in high or stable performance.
balance sheet approach
fixed-ratio reinforcement
balanced scorecard (BSC)
Occupational Safety and Health Act (OSHA)
20. A trait method that requires the rater to describe the employee's performance in a statement.; fairly subjective and reliant on the manager's ability to write effective statements.
behaviorally anchored rating scale (BARS)
learning organization
unstructured interview
essay
21. The rater checks statements on a list that he believes are characteristic of the employee.
job classification system
behavior checklist
EEO-1 Report
equal employment opportunity (EEO) laws
22. Groups of employees who meet to resolve problems and improve the organization.
distributional errors
employee involvement (EI) groups
labor agreement
computerized job analysis
23. An appraisal distributional error where the rater is reluctant to give high or low marks.
career plateauing
behavioral performance appraisal method
management by objectives (MBO)
error of central tendency
24. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.
Employee assistance programs (EAP)
recency error
recruiting
self-appraisal
25. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.
Executive Order 11246
functional job analysis (FJA)
conventional moral development
diversity awareness training
26. Compensation useful in advancing organizational goals.
social contract ethical decision
Walsh-Healy Act
value-added compensation
Long-term disability (LTD) insurance
27. The combination of various appraisal systems to give the manager and employee the best view into the performance.
training
strategic diversity management
360-degree appraisal
behavioral performance appraisal method
28. Pay according to the number of units produced.
managing workforce diversity
piecework pay
continuous reinforcement
negative reinforcement
29. A problem in evaluation due to being compared to someone previously evaluated.
encouraged resignation
pay for performance standard
contrast effect
locus control
30. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.
involuntary reduction
progressive discipline
social needs
preconventional moral development
31. A decision that considers humanity's fundamental rights.
expert power
Preferred Provider Organization (PPO)
critical incident method
moral rights ethical decision
32. Threat of power in order to convince someone to engage in sexual activity.
job sharing
unencouraged resignation
job evaluation
coercive sexual harassment
33. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.
pay equity
culture shock
authoritarian leadership type
business ethics
34. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.
unstructured interview
adverse impact
Medical savings account (MSA)
esteem needs
35. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.
voluntary protection program (VPP)
McDonnell Douglas Test
democratic leadership type
locus control
36. Basic individual beliefs about right and wrong.
salary pay
defined benefit plan
partial reinforcement
values
37. Causes loss of productivity - frustration - or depression.
Employee Retirement Income Security Act (ERISA)
pay equity
burnout
functional job analysis (FJA)
38. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.
tell and sell appraisal interview
recruiting
piecework pay
manager/supervisor appraisal
39. 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
Occupational Safety and Health Act (OSHA)
continuous reinforcement
transformational leader
affirmative action
40. Laws that prevent discrimination in the workplace.
discipline
voluntary protection program (VPP)
equal employment opportunity (EEO) laws
partial reinforcement
41. Cost of living that measures the average prices of products and services over time.
consumer price index (CPI)
quid pro quo harassment
business ethics
compressed workweek
42. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;
Age Discrimination in Employment Act
piecework pay
encouraged resignation
individualistic ethical decision
43. Encourages teamwork and knowledge transfer among employees.
coercive leadership
Clayton Act
development assignments
discipline
44. Insurance that pays for nursing homes and medical-related costs to old age and illness.
Long-term disability (LTD) insurance
behavioral performance appraisal method
charismatic leader
Equal Pay Act
45. 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.
strategic planning
retirement
essay
postconventional moral development
46. The curve in the scattergram that identifies the worth of jobs and wages.
diversity awareness training
conventional moral development
arbitrator
wage curve
47. 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.
eustress
management by objectives (MBO)
Equal Employment Opportunity Act
ego strength
48. 1931. Required federal contracts for construction to specify minimum wage for workers.
partial reinforcement
point system
broadbanding
Davis-Bacon Act
49. Teaching long-term skills.
servant leader
disparate treatment
development
self-directed team
50. A form in which accidents that cause death - illness - or injury in the workplace are recorded.
cafeteria plans
esteem needs
OSHA form 300
competence based pay
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