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






2. Requires the rater to choose from statements that best describe the employee's output.






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






4. Belief that one culture is superior to another.






5. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






6. 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.






7. A career path that is hiearchical in nature and consists of interdependent sequential jobs.






8. 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.






9. Group specifically to provide a new product or service.






10. Reward given for desired behavior.






11. Harmful stress that accompanies a feeling of insecurity.






12. Services provided for workers to deal with problems that interfere with how they do their jobs.






13. Includes the social environment of the workplace and informal work groups.






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






15. Voluntary or involuntary reductions in labor.






16. A time when the individual stops advancing before reaching the next highest level. It is not necessarily a failed effort because not everyone is promoted to the top position and many common career paths are not designed to lead to the top.






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






18. Compensation useful in advancing organizational goals.






19. Employment at home while communicating with the workplace by phone or fax or modem






20. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.






21. An appraisal temporal error when the employee is compared to someone previously rated and not independently.






22. Positive stress that makes some strive to accomplish something.






23. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.






24. Withdrawal of a reward.






25. Guarantee of benefits - especially in pension plans.






26. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






27. Different types of employee complaint resolution procedures.






28. Method that determines the relative worth of jobs.






29. Theory Z people - those that have reached the self-actualization phase.






30. How an employee perceives his compensation relative to others within the organization.






31. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






32. 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.






33. Teaching long-term skills.






34. Sexual harassment that uses rewards; potential for criminal prosecution.






35. Highest level of sexual harassment and would result in a punishable act under the law.






36. Improvement of job efficiency by simplifying it.






37. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.






38. Measures the frequency of observed behavior.






39. 1914. No forbidding the existence of a union.






40. 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.






41. A pension plan in which the amount is specific.






42. 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.






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






44. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.






45. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.






46. 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






47. Evidence suggesting selection precludes members from protected classes.






48. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.






49. 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.






50. An appraisal error involving groups of ratings given to employees.