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






2. 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.






3. 1994. Jobs are protected for those that go on short military service.






4. Basic individual beliefs about right and wrong.






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






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






7. Listening to understand without judgment.






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






9. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






10. Traditional approach to appraisal - a review by management one level higher.






11. Pay according to the number of units produced.






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






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






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






15. Removal of something unpleasant for desire behavior.






16. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.






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






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






19. Discipline focused on early correcion of employee misconduct. 1. Conference between employee and supervisor. 2. Second conference when solution did not work 3. Decision-making leave (paid leave)






20. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






21. Groups of jobs within a class that are paid the same. Used by the federal government.






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






23. 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.






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






25. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.






26. Advancing to the next level in the minimum time required in the current position.






27. An appraisal error based on biases of how the information is selected - evaluated - or organized.






28. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.






29. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






30. 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.






31. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






32. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.






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






34. A group of 6-12 that meet regularly to discuss organizational issues.






35. Power based on individual expertise.






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






37. 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.






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






39. The combination of various appraisal systems to give the manager and employee the best view into the performance.






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






41. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






42. Statement authorizing union to act as their representative.






43. Various software programs that write job description and specifications based on job analysis.






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






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






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






47. Withdrawal of a reward.






48. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.






49. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration






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