Test your basic knowledge |

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 uncomfortable environment that interferes with job performance.






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






3. The process of screening - interviewing - and hiring individuals.






4. Groups of employees who meet to resolve problems and improve the organization.






5. Statement authorizing union to act as their representative.






6. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.






7. 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)






8. Accommodation of several cultures.






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






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






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






12. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.






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






14. Rating based on having certain characteristics.






15. Harmful stress that accompanies a feeling of insecurity.






16. Power based on individual expertise.






17. A career path that is not sequentially interdependent but each of the jobs in the arrangement must be completed before one can advance to the next higher level.






18. 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.






19. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






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






22. 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.






23. Act that amended age discrimination in employment to include all employee benefits; also provided terminated employees with time to consider group termination or retirement programs and consult an attorney.






24. Improvement of job efficiency by simplifying it.






25. Binding document with terms or conditions or rules.






26. Consists of vertical scales for each dimension of employee's performance.






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






28. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.






29. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.






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






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






33. Purposeful discrimination.






34. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.






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






36. Different types of employee complaint resolution procedures.






37. 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.






38. 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.






39. Training designed to make people recognize and address their own prejudices.






40. 1914. No forbidding the existence of a union.






41. 1938. Provided basic pay structure for workers. Those that have to be paid are non-exempt and must be paid at least the minimum wage. Those who hold executive or managerial positions are exempt.






42. 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.






43. A decision based on total impartiality.






44. Insurance that pays for nursing homes and medical-related costs to old age and illness.






45. Developed in response to a majority dominating the workforce.






46. A decision based on the long-term interests of an individual.






47. Union must represent union and nonunion members equally.






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






49. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.






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