SUBJECTS
|
BROWSE
|
CAREER CENTER
|
POPULAR
|
JOIN
|
LOGIN
Business Skills
|
Soft Skills
|
Basic Literacy
|
Certifications
About
|
Help
|
Privacy
|
Terms
|
Email
Search
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. Belief that one culture is superior to another.
ethnocentrism
orientation
cash compensation
wage and salary survey
2. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.
trait performance appraisal method
charge form
leadership
extinction
3. An extremely hard goal - but not impossible to reach.
stretch goal
contributory pension plan
401(k) savings plan
repatriation
4. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.
individualistic ethical decision
competence based pay
401(k) savings plan
job analysis
5. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.
compressed workweek
factor comparison system
generalized sexual harassment
Consolidated Omnibus Budget Reconciliation Act (COBRA)
6. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.
red circle rates
unstructured interview
taskforce team
stretch goal
7. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.
quality circle
Employee assistance programs (EAP)
training
self-actualization
8. Insurance that pays for nursing homes and medical-related costs to old age and illness.
whistleblowing
career plateauing
job specifications
Long-term disability (LTD) insurance
9. Highly trained workers that are a group that perform interdependent tasks.
cash balance pension plan
cafeteria plans
Equal Pay Act
self-directed team
10. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control
discipline
Immigration Reform and Control Act
physiological needs
transactional leader
11. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.
tell and listen appraisal interview
fixed-ratio reinforcement
non-cash compensation
employee involvement (EI) groups
12. A use of motivators to increase satisfaction.
job enrichment
continuous reinforcement
charge form
union steward
13. Test that measure what a person can do right now.
balance sheet approach
Age Discrimination in Employment Act
career plateauing
achievement test
14. 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.
human resource planning
distributional errors
recruiting
constructive discharge
15. 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.
job description
Family and Medical Leave Act (FMLA)
halo effect
servant leader
16. Breeds mistrust in the workplace; fairly excepted practice in private industry.
development
repatriation
pay secrecy
constructive discharge
17. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.
Worker Adjustment and Restraining Notification (WARN)
functional job analysis (FJA)
manager/supervisor appraisal
pay for performance standard
18. Belief that things happen due to luck or chance.
computerized job analysis
Pregnancy Discrimination Act
internal selection
external locus
19. 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.
results performance appraisal method
defined contribution plan
aptitude tests
Older Workers Benefit Protection Act (OWBPA)
20. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.
telecommuting
authoritarian leadership type
protected classes
forced-choice
21. Includes the social environment of the workplace and informal work groups.
self-directed team
Preferred Provider Organization (PPO)
development assignments
informal factors
22. 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.
behavior checklist
balance sheet approach
Wagner Act (National Labor Relations Act)
broadbanding
23. When every desired behavior is reinforced; effective when the behavior is new.
postconventional moral development
Immigration Reform and Control Act
continuous reinforcement
balanced scorecard (BSC)
24. Power derived from the degree in which one is admired and people want to emulate them.
referent power
charge form
job classification system
accountability
25. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.
human resource planning
democratic leadership type
Uniformed Services Employment and Reemployment Act
Society for Human Resource Management
26. A resignation suggested by the employer to the employee.
voluntary protection program (VPP)
encouraged resignation
core competencies
stress interview
27. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.
job enlargement
adverse impact
360-degree appraisal
charismatic leader
28. 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.
hygiene factors
Employee assistance programs (EAP)
skill-based pay
characteristics model
29. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.
wage curve
job simplification
pay equity
job rotation
30. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.
involuntary reduction
partial reinforcement
voluntary reduction
quid pro quo harassment
31. Withdrawal of a reward.
error of central tendency
repatriation
extinction
involuntary reduction
32. The process of screening - interviewing - and hiring individuals.
selection
whistleblowing
Medical savings account (MSA)
protected classes
33. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.
factor comparison system
job classification system
generalized sexual harassment
disparate treatment
34. 1931. Required federal contracts for construction to specify minimum wage for workers.
physiological needs
social contract ethical decision
absenteeism
Davis-Bacon Act
35. Involves determining the type and number of individuals needed to get the job done.
partial reinforcement
job analysis
training
esteem needs
36. Reporting criminal activity to the government.
job analysis
Civil Rights Act
whistleblowing
employment-at-will
37. Power based on individual expertise.
telecommuting
active listening
stretch goal
expert power
38. Rates performance of employee achievement of goals set by manager and the employee.
hot-stove approach
management by objectives (MBO)
host country nationals
charismatic leader
39. 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
repatriation
Landrum-Griffin Act
structured interview
critical incident method
40. Harassment based on employment decisions; an economic or position consequence for noncompliance.
diversity awareness training
consumer price index (CPI)
quid pro quo harassment
Long-term disability (LTD) insurance
41. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;
pay equity
extinction
Age Discrimination in Employment Act
vesting
42. Giving something unpleasant for an undesired behavior.
Uniform Guidelines on Employee Selection Procedures
broadbanding
absenteeism
punishment
43. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration
voluntary protection program (VPP)
discipline
critical incident method
behavior observation scales (BOS)
44. Rewards according to a random number of behaviors. Results in very high performance.
variable-ratio reinforcement
transformational leader
reward leadership
job enrichment
45. A personal disorientation when experiencing an unfamiliar way of life.
development assignments
culture shock
salary pay
results performance appraisal method
46. A decision based on total impartiality.
achievement test
mixed-standard rating scale
job specifications
justice ethical decision
47. An integrated knowledge within an organization that sets it out from the competition.
job description
democratic leadership type
wage and salary survey
core competencies
48. A decision based on the long-term interests of an individual.
individualistic ethical decision
360-degree appraisal
diversity awareness training
preconventional moral development
49. Leadership based on the control that management has over punishing subordinates.
coercive leadership
skill-based pay
moral rights ethical decision
process improvement team
50. The matching of people with future vacancies.
esteem needs
human resource planning
leadership
wage curve