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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. 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.






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






3. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.






4. The knowledge - skills - and abilities required for the job.






5. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.






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






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






8. 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






9. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.






10. 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.






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






12. A neutral third party that will make the binding decision between both parties.






13. 1972. Extended Civil Rights Title VII to government workers.






14. Laws that prevent discrimination in the workplace.






15. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






16. A pension plan in which both employer and employee fund pensions.






17. A form in which accidents that cause death - illness - or injury in the workplace are recorded.






18. The degree in which an individual believes they have control of their fate.






19. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.






20. Performance appraisal by an employee of their superior. Usually evaluates on leadership - oral communication - delegation of authority - coordination of team efforts - and interest in subordinates.






21. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.






22. Sexual remarks or actions not targeted at a specific individual.






23. An organization that is participatory in problem solving - improving - and increasing capabilities.






24. Binding document with terms or conditions or rules.






25. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






26. Two part-time employees share one full time position.






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






28. Causes loss of productivity - frustration - or depression.






29. 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.






30. Includes other employee benefits - such as health insurance - pension contributions - tuition reimbursement - and legal assistance programs.






31. Not reporting to work.






32. Power derived from the degree in which one is admired and people want to emulate them.






33. Reporting criminal activity to the government.






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






35. Listening to understand without judgment.






36. The idea that people with authority are subject to reporting to superiors.






37. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.






38. Means that people employed in an organization represent different cultural groups and human qualities.






39. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






40. 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.






41. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.






42. Focus on the employee's achievements; less subjective - acceptable for employees and supervisors - link individual performance with organizational goals - encourage goal setting - and are good for reward and promotion decisions. However - time consum






43. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..






44. Home country nationals that are employees who live and work in a different country than their own.






45. 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.






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






47. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.






48. 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.






49. A process to make the job more complex to improve the level of boredom of an oversimplified job.






50. Compensation system that equals American money to foreign money on terms of purchasing power.