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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. The rater checks statements on a list that he believes are characteristic of the employee.
active listening
moral rights ethical decision
constructive discharge
behavior checklist
2. Insurance that pays for nursing homes and medical-related costs to old age and illness.
Long-term disability (LTD) insurance
Americans with Disabilities Act (ADA)
orientation
strategic planning
3. Power based on individual expertise.
expert power
restricted policy
graphic rating scale
burnout
4. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.
productivity
McDonnell Douglas Test
team appraisal
Older Workers Benefit Protection Act (OWBPA)
5. A code of moral principles and values that govern organizational behavior.
fast tracking
job rotation
protected classes
business ethics
6. Performance appraisal that seeks evaluation from internal and external customers.
subordinate appraisal
customer appraisal
Norris-La Guardia Act
vesting
7. Sexual remarks or actions not targeted at a specific individual.
cash compensation
generalized sexual harassment
Older Workers Benefit Protection Act (OWBPA)
charge form
8. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.
managing workforce diversity
wage curve
career plateauing
legitimate leadership
9. How an employee perceives his compensation relative to others within the organization.
partial reinforcement
Health Maintenance Organization (HMO)
trancenders
pay equity
10. A process to make the job more complex to improve the level of boredom of an oversimplified job.
stretch goal
behaviorally anchored rating scale (BARS)
job classification system
job enlargement
11. Pay according to the number of units produced.
postconventional moral development
skill-based pay
piecework pay
social needs
12. Traditional approach to appraisal - a review by management one level higher.
manager/supervisor appraisal
Norris-La Guardia Act
workforce diversity
quality circle
13. Rating based on comparison than a standard.
mixed-standard rating scale
flextime
extinction
unencouraged resignation
14. A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs.
behavioral performance appraisal method
servant leader
Railway Labor Act
internal locus
15. 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.
fair representation
Health Insurance Portability and Accountability Act (HIPAA)
consumer price index (CPI)
locus control
16. A pension plan in which only the employer funds pensions.
Older Workers Benefit Protection Act (OWBPA)
Occupational Safety and Health Act (OSHA)
voluntary reduction
noncontributory pension plan
17. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.
Wagner Act (National Labor Relations Act)
balanced scorecard (BSC)
hourly pay
Health Maintenance Organization (HMO)
18. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.
strategic planning
ego strength
job specifications
virtual team
19. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.
balance sheet approach
taskforce team
defined contribution plan
pluralism
20. A trait method that requires the rater to describe the employee's performance in a statement.; fairly subjective and reliant on the manager's ability to write effective statements.
essay
protected classes
cafeteria plans
aptitude tests
21. Voluntary or involuntary reductions in labor.
non-cash compensation
reductions-in-force (RIF)
Age Discrimination in Employment Act
referent power
22. Removal of something unpleasant for desire behavior.
individualistic ethical decision
negative reinforcement
Long-term disability (LTD) insurance
safety needs
23. The combination of various appraisal systems to give the manager and employee the best view into the performance.
360-degree appraisal
characteristics model
variable-interval reinforcement
mixed-standard rating scale
24. Laws that prevent discrimination in the workplace.
Age Discrimination in Employment Act
pay grades
equal employment opportunity (EEO) laws
telecommuting
25. Home country nationals that are employees who live and work in a different country than their own.
expatriates
external locus
pluralism
active listening
26. 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.
moral rights ethical decision
cash balance pension plan
job description
Bona Fide Occupational Qualification (BFOQ)
27. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.
social contract ethical decision
position analysis questionnaire (PAQ)
physiological needs
taskforce team
28. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.
absenteeism
job analysis
partial reinforcement
wage curve
29. Leadership based on the control that management has over punishing subordinates.
Wagner Act (National Labor Relations Act)
cash balance pension plan
problem solving appraisal interview
coercive leadership
30. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.
utilitarian ethical decision
Wagner Act (National Labor Relations Act)
Taft-Hartley Act (Labor Management Relations Act)
contrast effect
31. Rewards according to a specific time interval. Results in average and irregular performance.
fixed-interval reinforcement
behaviorally anchored rating scale (BARS)
hot-stove approach
external locus
32. 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.
distress
Taft-Hartley Act (Labor Management Relations Act)
process improvement team
defined benefit plan
33. A resignation in which an employee chooses to resign without provocation from the employer.
positive discipline
ethnorelativism
arbitrator
unencouraged resignation
34. A report companies with 100 or more employees must fill out annually to determine workforce composition.
EEO-1 Report
temporal errors
OSHA form 300
protected classes
35. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.
fixed-ratio reinforcement
career path
Uniform Guidelines on Employee Selection Procedures
360-degree appraisal
36. Rating based on having certain characteristics.
Age Discrimination in Employment Act
graphic rating scale
job ranking system
Taft-Hartley Act (Labor Management Relations Act)
37. When every desired behavior is reinforced; effective when the behavior is new.
external locus
tell and listen appraisal interview
authorization card
continuous reinforcement
38. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.
pay equity
involuntary reduction
postconventional moral development
absenteeism
39. Hiring through searching and evaluating internal job postings and existing employee files.
point system
job specifications
internal selection
results performance appraisal method
40. Rates performance of employee achievement of goals set by manager and the employee.
management by objectives (MBO)
leadership
error of central tendency
diversity awareness training
41. A career path that is hiearchical in nature and consists of interdependent sequential jobs.
constructive discharge
vertical career path
wage and salary survey
value-added compensation
42. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.
progressive discipline
reward leadership
separations
Civil Rights Act
43. Services provided for workers to deal with problems that interfere with how they do their jobs.
Employee assistance programs (EAP)
pay secrecy
training
ego strength
44. Rewards according to a random number of behaviors. Results in very high performance.
variable-ratio reinforcement
positive reinforcement
job rotation
adverse impact
45. Reporting criminal activity to the government.
motivators
whistleblowing
halo effect
core competencies
46. Positive stress that makes some strive to accomplish something.
eustress
critical incident method
expatriates
distress
47. Separation that is typically planned well in advanced - and are well received - celebratory occasions.
authoritarian leadership type
recruiting
retirement
orientation
48. Different types of employee complaint resolution procedures.
temporal errors
alternative resolution procedure (ARD)
development
adverse impact
49. An early retirement incentive in a form of a cash bonus or increased pension.
constructive discharge
Fair Labor Standards Act (FLSA)
silver handshake
conventional moral development
50. A pay attached to acquiring new knowledge or skills.
balanced scorecard (BSC)
job enrichment
skill-based pay
employee involvement (EI) groups