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DSST Human Resource Management
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Subjects
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dsst
,
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. A process to make the job more complex to improve the level of boredom of an oversimplified job.
job enlargement
protected classes
employee involvement (EI) groups
salary pay
2. The idea that people with authority are subject to reporting to superiors.
management by objectives (MBO)
accountability
constructive discharge
culture shock
3. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline
hot-stove approach
third-country nationals
progressive discipline
postconventional moral development
4. The act of returning to the country of origin after an international assignement.
broadbanding
expatriates
extinction
repatriation
5. A group of 6-12 that meet regularly to discuss organizational issues.
quality circle
authorization card
job analysis
discipline
6. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.
Consolidated Omnibus Budget Reconciliation Act (COBRA)
productivity
criminal sexual harassment
Railway Labor Act
7. The survey of the wages paid to employees with similar skill sets in a labor market. The Bureau of Labor Statistics publishes a reliable one.
wage and salary survey
fixed-interval reinforcement
whistleblowing
behavioral performance appraisal method
8. The process of screening - interviewing - and hiring individuals.
Walsh-Healy Act
selection
subordinate appraisal
diversity awareness training
9. The knowledge - skills - and abilities required for the job.
coercive leadership
job classification system
job specifications
Norris-La Guardia Act
10. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.
transactional leader
quid pro quo harassment
moral rights ethical decision
host country nationals
11. Understanding the duties of the job.
structured interview
tell and sell appraisal interview
disparate treatment
job analysis
12. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.
self-appraisal
horizontal career path
union steward
strategic planning
13. Rewards according to random times. Results in moderately high and stable performance.
telecommuting
variable-interval reinforcement
subordinate appraisal
preconventional moral development
14. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.
defined benefit plan
Railway Labor Act
job rotation
behavior checklist
15. Purposeful discrimination.
extinction
Material Safety Data Sheets (MSDS)
negative reinforcement
disparate treatment
16. Rating based on having certain characteristics.
Walsh-Healy Act
vertical career path
strategic planning
graphic rating scale
17. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.
position analysis questionnaire (PAQ)
ethnorelativism
pay secrecy
virtual team
18. The rater checks statements on a list that he believes are characteristic of the employee.
behavior checklist
leadership
postconventional moral development
vertical career path
19. Test used by courts to assess merits of prima facie case of disparate treatment when lacking evidence - requires plaintiff to show he: 1. belongs to protected group -2. has applied and is qualified - 3. was rejected despite qualifications - and 4. th
virtual team
Pregnancy Discrimination Act
McDonnell Douglas Test
conventional moral development
20. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.
punishment
conventional moral development
negative reinforcement
ethnocentrism
21. A code of moral principles and values that govern organizational behavior.
business ethics
host country nationals
ethnorelativism
career path
22. An early retirement incentive in a form of a cash bonus or increased pension.
halo effect
leadership
flextime
silver handshake
23. Includes the social environment of the workplace and informal work groups.
Preferred Provider Organization (PPO)
informal factors
Medical savings account (MSA)
authoritarian leadership type
24. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.
whistleblowing
job classification system
taskforce team
wage and salary survey
25. 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)
pay grades
Consolidated Omnibus Budget Reconciliation Act (COBRA)
Worker Adjustment and Restraining Notification (WARN)
positive discipline
26. Long-term(5 years +) planning reserved for the highest levels of management.
strategic planning
cash balance pension plan
Bona Fide Occupational Qualification (BFOQ)
characteristics model
27. Belief that one culture is superior to another.
pay for performance standard
ethnocentrism
characteristics model
management by objectives (MBO)
28. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.
subordinate appraisal
restricted policy
halo effect
contrast error
29. 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.
transactional leader
hygiene factors
job classification system
equal employment opportunity (EEO) laws
30. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.
position analysis questionnaire (PAQ)
aptitude tests
balance sheet approach
charge form
31. 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.
fixed-ratio reinforcement
trancenders
peer appraisal
job sharing
32. The combination of various appraisal systems to give the manager and employee the best view into the performance.
preconventional moral development
voluntary protection program (VPP)
Health Maintenance Organization (HMO)
360-degree appraisal
33. Sexual harassment that uses rewards; potential for criminal prosecution.
solicitation sexual harassment
self-actualization
learning organization
distress
34. A neutral third party that will make the binding decision between both parties.
arbitrator
hostile environment
Older Workers Benefit Protection Act (OWBPA)
factor comparison system
35. Causes loss of productivity - frustration - or depression.
burnout
disparate treatment
flextime
EEO-1 Report
36. Unpaid union official that represents the employees when dealing with management.
defined benefit plan
culture shock
union steward
fixed-ratio reinforcement
37. Voluntary or involuntary reductions in labor.
Wagner Act (National Labor Relations Act)
hourly pay
democratic leadership type
reductions-in-force (RIF)
38. Power derived from the degree in which one is admired and people want to emulate them.
referent power
silver handshake
pay for performance standard
inappropriate sexual harassment
39. Helps manager translate measurement framework from strategic to operational goals.
balanced scorecard (BSC)
graphic rating scale
consumer price index (CPI)
arbitrator
40. An uncomfortable environment that interferes with job performance.
hostile environment
pay equity
third-country nationals
Occupational Safety and Health Act (OSHA)
41. An extremely hard goal - but not impossible to reach.
stretch goal
temporal errors
coercive leadership
cash balance pension plan
42. 1947. Pro-business act created to counter the pro-labor Wagner Act by banning unfair practices of labor unions. Created the Federal Mediation and Conciliation Service (FMCS) to help resolve grievances.
charismatic leader
cross-functional team
physiological needs
Taft-Hartley Act (Labor Management Relations Act)
43. Laws that prevent discrimination in the workplace.
reductions-in-force (RIF)
equal employment opportunity (EEO) laws
consumer price index (CPI)
cash balance pension plan
44. 1978. No discrimination based on pregnancy - childbirth - and related conditions.
expatriates
Pregnancy Discrimination Act
alternative resolution procedure (ARD)
job ranking system
45. Sexual remarks or actions not targeted at a specific individual.
cash compensation
tell and sell appraisal interview
utilitarian ethical decision
generalized sexual harassment
46. Pay by the hour.
silver handshake
balance sheet approach
hourly pay
job classification system
47. Listening to understand without judgment.
distributional errors
active listening
human resource information system
Health Maintenance Organization (HMO)
48. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.
behavior checklist
esteem needs
essay
reductions-in-force (RIF)
49. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.
whistleblowing
Health Maintenance Organization (HMO)
charge form
authorization card
50. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.
Fair Labor Standards Act (FLSA)
competence based pay
Clayton Act
accountability
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