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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. Pay is the same each pay period regardless of hours worked.
salary pay
Taft-Hartley Act (Labor Management Relations Act)
preconventional moral development
third-country nationals
2. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.
peer appraisal
Hay profile method
variable-interval reinforcement
fixed-interval reinforcement
3. 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)
behavioral performance appraisal method
positive discipline
manager/supervisor appraisal
laissez-faire leadership type
4. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.
vertical career path
point system
social needs
training
5. Documents that contain the main information about hazardous material.
resignation
Material Safety Data Sheets (MSDS)
quid pro quo harassment
hostile environment
6. 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.
trait performance appraisal method
401(k) savings plan
Uniform Guidelines on Employee Selection Procedures
servant leader
7. Method that determines the relative worth of jobs.
job evaluation
Landrum-Griffin Act
team appraisal
strategic diversity management
8. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.
competence based pay
vertical career path
factor comparison system
value-added compensation
9. Includes the social environment of the workplace and informal work groups.
job simplification
cross-functional team
job classification system
informal factors
10. An extremely hard goal - but not impossible to reach.
value-added compensation
tell and sell appraisal interview
stretch goal
competence based pay
11. The different conditions upon which someone leaves a company; may be voluntary or involuntary.
pay for performance standard
peer appraisal
contrast effect
separations
12. Not reporting to work.
variable-interval reinforcement
absenteeism
four-fifths rule
project team
13. Groups of employees who meet to resolve problems and improve the organization.
employee involvement (EI) groups
unencouraged resignation
flextime
utilitarian ethical decision
14. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.
factor comparison system
solicitation sexual harassment
behavioral performance appraisal method
transformational leader
15. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.
Family and Medical Leave Act (FMLA)
pay equity
preconventional moral development
functional job analysis (FJA)
16. A group with mix of specialists that are assigned rather than voluntary membership.
expatriates
cross-functional team
360-degree appraisal
job enlargement
17. An employer-created fund for laid off employees to draw from on top of unemployment benefits.
esteem needs
Consolidated Omnibus Budget Reconciliation Act (COBRA)
vesting
Supplemental unemployment benefits (SUBS)
18. Withdrawal of a reward.
extinction
Fair Labor Standards Act (FLSA)
Civil Rights Act
functional job analysis (FJA)
19. Only suitable defense against discrimination; postulates that age - religion - sex - or nationality is an actual qualification for the job. It does NOT cover race or color.
training
preconventional moral development
Occupational Safety and Health Act (OSHA)
Bona Fide Occupational Qualification (BFOQ)
20. Employees that are not from the home or host country.
third-country nationals
Medical savings account (MSA)
social contract ethical decision
negative reinforcement
21. The degree in which an individual believes they have control of their fate.
retirement
distress
stress interview
locus control
22. Causes loss of productivity - frustration - or depression.
recency error
stress interview
cross-functional team
burnout
23. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.
Equal Pay Act
positive discipline
voluntary reduction
human resource planning
24. A personal disorientation when experiencing an unfamiliar way of life.
culture shock
negative reinforcement
social needs
eustress
25. Voluntary or involuntary reductions in labor.
Family and Medical Leave Act (FMLA)
reductions-in-force (RIF)
absenteeism
selection
26. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.
Americans with Disabilities Act (ADA)
consumer price index (CPI)
involuntary reduction
charismatic leader
27. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.
OSHA form 300
competence based pay
fixed-interval reinforcement
defined contribution plan
28. Includes hourly wages - salaries - and bonuses.
job evaluation
cash compensation
401(k) savings plan
absenteeism
29. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.
job enlargement
employment-at-will
error of leniency or strictness
critical incident method
30. Pay according to the number of units produced.
core competencies
subordinate appraisal
voluntary reduction
piecework pay
31. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.
defined contribution plan
Society for Human Resource Management
self-appraisal
constructive discharge
32. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.
charge form
job analysis
voluntary reduction
leadership
33. Highly trained workers that are a group that perform interdependent tasks.
Civil Rights Act
social contract ethical decision
self-directed team
laissez-faire leadership type
34. Purposeful discrimination.
tell and listen appraisal interview
disparate treatment
criminal sexual harassment
inappropriate sexual harassment
35. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.
OSHA form 300
four-fifths rule
negative reinforcement
error of central tendency
36. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.
defined contribution plan
consumer price index (CPI)
similar to me error
encouraged resignation
37. Leadership dependent upon one's position within the company.
workforce diversity
legitimate leadership
Health Maintenance Organization (HMO)
referent power
38. Rewards according to random times. Results in moderately high and stable performance.
variable-interval reinforcement
Material Safety Data Sheets (MSDS)
absenteeism
quality circle
39. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.
accountability
similar to me error
pay grades
Wagner Act (National Labor Relations Act)
40. A group of 6-12 that meet regularly to discuss organizational issues.
active listening
repatriation
quality circle
variable-ratio reinforcement
41. Removal of something unpleasant for desire behavior.
job enrichment
negative reinforcement
process improvement team
fixed-ratio reinforcement
42. 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).
utilitarian ethical decision
cash balance pension plan
temporal errors
stretch goal
43. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge
peer appraisal
tell and listen appraisal interview
progressive discipline
third-country nationals
44. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.
graphic rating scale
point system
defined benefit plan
trait performance appraisal method
45. Belief that one culture is superior to another.
separations
core competencies
results performance appraisal method
ethnocentrism
46. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;
compressed workweek
Age Discrimination in Employment Act
Uniformed Services Employment and Reemployment Act
charismatic leader
47. Guarantee of benefits - especially in pension plans.
fair representation
vesting
cafeteria plans
horizontal career path
48. A pension plan in which both employer and employee fund pensions.
disparate treatment
horizontal career path
pluralism
contributory pension plan
49. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.
ethnorelativism
partial reinforcement
broadbanding
flextime
50. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.
safety needs
reward leadership
progressive discipline
Wagner Act (National Labor Relations Act)