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






2. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






3. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline






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






5. Rewards according to random times. Results in moderately high and stable performance.






6. Group specifically to provide a new product or service.






7. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.






8. A leader that has an ability to motivate employees to go beyond expectations; less predictable than transactional and embrace new ideas. Charismatic leaders are visionaries; they try to get others to see a better future and their participation in it.






9. Not reporting to work.






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






11. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.






12. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.






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






14. A report companies with 100 or more employees must fill out annually to determine workforce composition.






15. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.






16. Binding document with terms or conditions or rules.






17. Rating based on having certain characteristics.






18. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.






19. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.






20. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.






21. An appraisal distributional error where the rater is reluctant to give high or low marks.






22. Identification of future candidates for future anticipated vacancies.






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






24. A group of 6-12 that meet regularly to discuss organizational issues.






25. Voluntary or involuntary reductions in labor.






26. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.






27. The idea that people with authority are subject to reporting to superiors.






28. An appraisal temporal error when the employee is compared to someone previously rated and not independently.






29. An organization that has generated a list of recommendation for executing an effective diversity initiative.






30. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






31. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.






32. Employment at home while communicating with the workplace by phone or fax or modem






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






34. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






35. An organization that is participatory in problem solving - improving - and increasing capabilities.






36. Belief that one culture is superior to another.






37. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






38. Long-term(5 years +) planning reserved for the highest levels of management.






39. 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.






40. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.






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






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






43. Power based on individual expertise.






44. A use of motivators to increase satisfaction.






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






46. 1959. Specially tailored to make labor officials responsible for the union's financial affairs - to prevent bully-boy tactics - ensure democratic voting practices within unions - outlaw secondary boycotts - and restrict picketing. Also called Labor-M






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






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






49. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.






50. 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.