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. A problem in evaluation due to being compared to someone previously evaluated.






2. A use of motivators to increase satisfaction.






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






4. Leadership based on the control that management has over rewarding subordinates.






5. Threat of power in order to convince someone to engage in sexual activity.






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






7. Rewards according to a random number of behaviors. Results in very high performance.






8. An interview that places the applicant in a simulated high stress setting to interview the candidate.






9. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.






10. An integrated knowledge within an organization that sets it out from the competition.






11. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.






12. The working conditions - pay - company policies - and interpersonal relationships; they help eliminate job satisfaction - but do not motivate the employee according to the two-factor theory.






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






14. An uncomfortable environment that interferes with job performance.






15. Method that determines the relative worth of jobs.






16. Advancing to the next level in the minimum time required in the current position.






17. Rating based on having certain characteristics.






18. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.






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






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






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






22. The different conditions upon which someone leaves a company; may be voluntary or involuntary.






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






24. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.






25. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.






26. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.






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.






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






29. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






30. Purposeful discrimination.






31. Cost of living that measures the average prices of products and services over time.






32. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






33. Rewards after a specific number of desired behaviors. Results in high or stable performance.






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






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






36. 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






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






38. Highly trained workers that are a group that perform interdependent tasks.






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






40. Belief that one culture is superior to another.






41. Hiring through searching and evaluating internal job postings and existing employee files.






42. Evidence suggesting selection precludes members from protected classes.






43. The survey of the wages paid to employees with similar skill sets in a labor market. The Bureau of Labor Statistics publishes a reliable one.






44. 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.






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






46. Separation that is typically planned well in advanced - and are well received - celebratory occasions.






47. Leadership dependent upon one's position within the company.






48. A pension plan in which only the employer funds pensions.






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






50. 1994. Jobs are protected for those that go on short military service.