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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. 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.
continuous reinforcement
stress interview
job classification system
peer appraisal
2. Rewards according to a random number of behaviors. Results in very high performance.
cross-functional team
social needs
hygiene factors
variable-ratio reinforcement
3. 1931. Required federal contracts for construction to specify minimum wage for workers.
Davis-Bacon Act
job analysis
encouraged resignation
360-degree appraisal
4. Groups of jobs within a class that are paid the same. Used by the federal government.
protected classes
coercive leadership
pay grades
social needs
5. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.
characteristics model
equal employment opportunity (EEO) laws
punishment
self-appraisal
6. Insurance that pays for nursing homes and medical-related costs to old age and illness.
Long-term disability (LTD) insurance
fixed-interval reinforcement
hourly pay
strategic planning
7. Rewards according to a specific time interval. Results in average and irregular performance.
project team
fixed-interval reinforcement
peer appraisal
development assignments
8. Threat of power in order to convince someone to engage in sexual activity.
coercive sexual harassment
distributional errors
hostile environment
social needs
9. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.
tell and sell appraisal interview
essay
job ranking system
fixed-interval reinforcement
10. Identification of future candidates for future anticipated vacancies.
recruiting
succession planning
affirmative action
EEO-1 Report
11. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.
Hay profile method
voluntary reduction
defined benefit plan
competence based pay
12. A process to make the job more complex to improve the level of boredom of an oversimplified job.
discipline
physiological needs
job enlargement
graphic rating scale
13. 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
constructive discharge
culture shock
repatriation
14. The curve in the scattergram that identifies the worth of jobs and wages.
wage curve
stretch goal
negative reinforcement
strategic planning
15. An appraisal error involving groups of ratings given to employees.
progressive discipline
distributional errors
structured interview
coercive leadership
16. Home country nationals that are employees who live and work in a different country than their own.
culture shock
temporal errors
similar to me error
expatriates
17. Method that determines the relative worth of jobs.
job evaluation
temporal errors
process improvement team
involuntary reduction
18. Sexual remarks or actions not targeted at a specific individual.
project team
generalized sexual harassment
Equal Pay Act
tell and sell appraisal interview
19. Groups of employees who meet to resolve problems and improve the organization.
essay
learning organization
employee involvement (EI) groups
self-directed team
20. Not reporting to work.
salary pay
social needs
social contract ethical decision
absenteeism
21. An uncomfortable environment that interferes with job performance.
restricted policy
Fair Labor Standards Act (FLSA)
unencouraged resignation
hostile environment
22. The ability to influence people to achieve goals for the organization.
leadership
Railway Labor Act
restricted policy
unencouraged resignation
23. A personal disorientation when experiencing an unfamiliar way of life.
achievement test
culture shock
tell and sell appraisal interview
orientation
24. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.
cross-functional team
Fair Labor Standards Act (FLSA)
results performance appraisal method
four-fifths rule
25. The oldest and simplest job evaluation that is based on grouping the jobs based on their relative worth to one another; can only be used on a small number of jobs.
job ranking system
safety needs
Pregnancy Discrimination Act
leadership
26. Purposeful discrimination.
job rotation
disparate treatment
managing workforce diversity
selection
27. 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.
non-cash compensation
active listening
protected classes
preconventional moral development
28. Highest level of sexual harassment and would result in a punishable act under the law.
Walsh-Healy Act
criminal sexual harassment
self-actualization
McDonnell Douglas Test
29. Causes loss of productivity - frustration - or depression.
succession planning
involuntary reduction
burnout
social contract ethical decision
30. Flexible working hours that allow workers to choose start and end times.
coercive leadership
flextime
variable-ratio reinforcement
informal factors
31. Services provided for workers to deal with problems that interfere with how they do their jobs.
arbitrator
Employee assistance programs (EAP)
development assignments
self-directed team
32. Voluntary or involuntary reductions in labor.
job specifications
constructive discharge
reductions-in-force (RIF)
Material Safety Data Sheets (MSDS)
33. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.
union steward
partial reinforcement
reward leadership
process improvement team
34. A method that evaluates based on: 1. Knowledge 2. Accountability 3. Mental Activity (KAMA)
discipline
Hay profile method
critical incident method
fixed-ratio reinforcement
35. Advancing to the next level in the minimum time required in the current position.
productivity
quality circle
fast tracking
continuous reinforcement
36. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..
vertical career path
solicitation sexual harassment
behavioral performance appraisal method
transactional leader
37. Binding document with terms or conditions or rules.
authoritarian leadership type
labor agreement
Wagner Act (National Labor Relations Act)
Preferred Provider Organization (PPO)
38. A report companies with 100 or more employees must fill out annually to determine workforce composition.
recency error
EEO-1 Report
adverse impact
self-appraisal
39. A career path that is hiearchical in nature and consists of interdependent sequential jobs.
strategic diversity management
charismatic leader
vertical career path
protected classes
40. Developed in response to a majority dominating the workforce.
affirmative action
continuous reinforcement
job simplification
job evaluation
41. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.
strategic planning
generalized sexual harassment
point system
workforce diversity
42. Group assigned with improving quality.
process improvement team
ego strength
distress
negative reinforcement
43. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.
Health Maintenance Organization (HMO)
recency error
self-actualization
skill-based pay
44. A pay attached to acquiring new knowledge or skills.
skill-based pay
error of central tendency
union steward
Long-term disability (LTD) insurance
45. Includes hourly wages - salaries - and bonuses.
strategic planning
critical incident method
cash compensation
red circle rates
46. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.
authoritarian leadership type
adverse impact
internal locus
cash balance pension plan
47. A decision based on existing norms.
critical incident
social contract ethical decision
continuous reinforcement
Civil Rights Act
48. An interview that places the applicant in a simulated high stress setting to interview the candidate.
progressive discipline
behavior observation scales (BOS)
absenteeism
stress interview
49. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.
recency error
critical incident
behavior checklist
expatriates
50. 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.
postconventional moral development
project team
behavioral performance appraisal method
behaviorally anchored rating scale (BARS)