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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. Rewards after a specific number of desired behaviors. Results in high or stable performance.
active listening
strategic diversity management
management by objectives (MBO)
fixed-ratio reinforcement
2. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.
orientation
repatriation
social needs
cafeteria plans
3. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.
Health Maintenance Organization (HMO)
similar to me error
transformational leader
quality circle
4. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.
charismatic leader
disparate treatment
selection
managing workforce diversity
5. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.
authoritarian leadership type
charge form
variable-interval reinforcement
justice ethical decision
6. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..
behavioral performance appraisal method
Health Maintenance Organization (HMO)
skill-based pay
postconventional moral development
7. An organization that is participatory in problem solving - improving - and increasing capabilities.
positive reinforcement
job enlargement
learning organization
physiological needs
8. Evidence suggesting selection precludes members from protected classes.
locus control
restricted policy
contributory pension plan
error of central tendency
9. Pay is the same each pay period regardless of hours worked.
protected classes
Clayton Act
discipline
salary pay
10. 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.
Health Insurance Portability and Accountability Act (HIPAA)
business ethics
Wagner Act (National Labor Relations Act)
broadbanding
11. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.
laissez-faire leadership type
Worker Adjustment and Restraining Notification (WARN)
coercive sexual harassment
Railway Labor Act
12. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.
voluntary reduction
horizontal career path
referent power
job specifications
13. 1936. Responsible for prevailing minimum wage in a locality. Regular working hours identified as 8 per day and 40 per week; and time and a half for additional; no employment for convicts and children.
Age Discrimination in Employment Act
Walsh-Healy Act
stretch goal
vesting
14. 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
core competencies
restricted policy
balance sheet approach
15. Belief that things happen due to their own responsibility.
human resource information system
360-degree appraisal
internal locus
error of central tendency
16. A personal disorientation when experiencing an unfamiliar way of life.
problem solving appraisal interview
restricted policy
balanced scorecard (BSC)
culture shock
17. Means that people employed in an organization represent different cultural groups and human qualities.
forced-choice
workforce diversity
career path
hygiene factors
18. Leadership based on the control that management has over rewarding subordinates.
Society for Human Resource Management
structured interview
reward leadership
external locus
19. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.
restricted policy
Taft-Hartley Act (Labor Management Relations Act)
Civil Rights Act
Equal Pay Act
20. The number of days in the work week is shortened and the hours per day are longer.
Uniform Guidelines on Employee Selection Procedures
skill-based pay
compressed workweek
transactional leader
21. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.
employment-at-will
Age Discrimination in Employment Act
Uniform Guidelines on Employee Selection Procedures
postconventional moral development
22. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.
business ethics
succession planning
Clayton Act
Uniform Guidelines on Employee Selection Procedures
23. Various software programs that write job description and specifications based on job analysis.
Uniform Guidelines on Employee Selection Procedures
unencouraged resignation
computerized job analysis
reward leadership
24. An intent to resign from a company that is typically expressed in written communication to the employee's manager.
job classification system
career path
job specifications
resignation
25. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.
tell and sell appraisal interview
succession planning
virtual team
preconventional moral development
26. Consists of vertical scales for each dimension of employee's performance.
unstructured interview
Health Insurance Portability and Accountability Act (HIPAA)
behaviorally anchored rating scale (BARS)
ethnocentrism
27. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.
solicitation sexual harassment
involuntary reduction
hygiene factors
virtual team
28. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.
selection
human resource information system
cafeteria plans
expatriates
29. Laws that prevent discrimination in the workplace.
computerized job analysis
equal employment opportunity (EEO) laws
partial reinforcement
wage curve
30. The rater checks statements on a list that he believes are characteristic of the employee.
point system
behavior checklist
Wagner Act (National Labor Relations Act)
Equal Employment Opportunity Act
31. Test that measure what a person can do right now.
Consolidated Omnibus Budget Reconciliation Act (COBRA)
achievement test
management by objectives (MBO)
progressive discipline
32. Two part-time employees share one full time position.
job sharing
contrast effect
external locus
esteem needs
33. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.
fast tracking
silver handshake
hostile environment
democratic leadership type
34. Unpaid union official that represents the employees when dealing with management.
union steward
quality circle
compressed workweek
customer appraisal
35. Basic individual beliefs about right and wrong.
transformational leader
criminal sexual harassment
variable-interval reinforcement
values
36. Performance appraisal that seeks evaluation from internal and external customers.
achievement test
customer appraisal
Medical savings account (MSA)
manager/supervisor appraisal
37. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.
functional job analysis (FJA)
mixed-standard rating scale
job simplification
managing workforce diversity
38. Pay by the hour.
hourly pay
pay grades
wage and salary survey
Uniformed Services Employment and Reemployment Act
39. Encourages teamwork and knowledge transfer among employees.
Long-term disability (LTD) insurance
partial reinforcement
development assignments
job sharing
40. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.
achievement test
coercive sexual harassment
job rotation
point system
41. Payment rates above the pay range.
mixed-standard rating scale
aptitude tests
red circle rates
Older Workers Benefit Protection Act (OWBPA)
42. The on-the-job method of development for new employees. May be formal or informal.
continuous reinforcement
orientation
positive discipline
problem solving appraisal interview
43. Involves determining the type and number of individuals needed to get the job done.
Employee Retirement Income Security Act (ERISA)
job analysis
behavioral performance appraisal method
noncontributory pension plan
44. Theory Z people - those that have reached the self-actualization phase.
trancenders
negative reinforcement
fair representation
halo effect
45. Includes hourly wages - salaries - and bonuses.
reductions-in-force (RIF)
productivity
stretch goal
cash compensation
46. A career path that is hiearchical in nature and consists of interdependent sequential jobs.
coercive leadership
vertical career path
Immigration Reform and Control Act
job rotation
47. Minorities in the workplace.
compressed workweek
protected classes
training
job classification system
48. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.
Railway Labor Act
Preferred Provider Organization (PPO)
critical incident
contributory pension plan
49. Rewards according to a random number of behaviors. Results in very high performance.
Occupational Safety and Health Act (OSHA)
management by objectives (MBO)
variable-ratio reinforcement
contrast error
50. 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
esteem needs
stress interview
Norris-La Guardia Act