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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. Leadership based on the control that management has over rewarding subordinates.
distress
reward leadership
Hay profile method
fair representation
2. A resignation suggested by the employer to the employee.
job classification system
encouraged resignation
taskforce team
stretch goal
3. Groups of jobs within a class that are paid the same. Used by the federal government.
pay grades
hourly pay
encouraged resignation
voluntary reduction
4. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.
fair representation
partial reinforcement
job rotation
hygiene factors
5. 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.
Fair Labor Standards Act (FLSA)
point system
positive discipline
job enlargement
6. A method that evaluates based on: 1. Knowledge 2. Accountability 3. Mental Activity (KAMA)
variable-interval reinforcement
Preferred Provider Organization (PPO)
tell and listen appraisal interview
Hay profile method
7. Binding document with terms or conditions or rules.
servant leader
variable-ratio reinforcement
labor agreement
strategic planning
8. Compensation system that equals American money to foreign money on terms of purchasing power.
employee involvement (EI) groups
balance sheet approach
quid pro quo harassment
taskforce team
9. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.
job description
recency error
mixed-standard rating scale
continuous reinforcement
10. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.
Age Discrimination in Employment Act
coercive sexual harassment
leadership
partial reinforcement
11. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.
critical incident
job evaluation
transformational leader
culture shock
12. Involves determining the type and number of individuals needed to get the job done.
Hay profile method
coercive sexual harassment
job analysis
Executive Order 11246
13. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.
Health Maintenance Organization (HMO)
silver handshake
culture shock
stretch goal
14. A code of moral principles and values that govern organizational behavior.
business ethics
distress
reductions-in-force (RIF)
virtual team
15. Group assigned with improving quality.
process improvement team
Taft-Hartley Act (Labor Management Relations Act)
employee involvement (EI) groups
eustress
16. Leadership dependent upon one's position within the company.
defined benefit plan
legitimate leadership
involuntary reduction
critical incident method
17. Breeds mistrust in the workplace; fairly excepted practice in private industry.
pay secrecy
human resource planning
balance sheet approach
self-directed team
18. A pension plan in which the employer contributes percentage of employer pay to an account that earns interest. When the employee leaves - the amount is rolled up into an individual retirement account (IRA).
human resource planning
wage curve
development
cash balance pension plan
19. A career path that is hiearchical in nature and consists of interdependent sequential jobs.
authoritarian leadership type
vertical career path
Uniform Guidelines on Employee Selection Procedures
trancenders
20. Traditional approach to appraisal - a review by management one level higher.
consumer price index (CPI)
mixed-standard rating scale
manager/supervisor appraisal
human resource planning
21. The degree in which an individual believes they have control of their fate.
fixed-ratio reinforcement
values
critical incident
locus control
22. Evidence suggesting selection precludes members from protected classes.
solicitation sexual harassment
Pregnancy Discrimination Act
pay grades
restricted policy
23. Separation that is typically planned well in advanced - and are well received - celebratory occasions.
Uniformed Services Employment and Reemployment Act
laissez-faire leadership type
unencouraged resignation
retirement
24. 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.
physiological needs
Pregnancy Discrimination Act
negative reinforcement
hygiene factors
25. When every desired behavior is reinforced; effective when the behavior is new.
separations
continuous reinforcement
Pregnancy Discrimination Act
pay equity
26. An interview that places the applicant in a simulated high stress setting to interview the candidate.
telecommuting
quality circle
stress interview
McDonnell Douglas Test
27. A process to make the job more complex to improve the level of boredom of an oversimplified job.
process improvement team
human resource information system
job enlargement
management by objectives (MBO)
28. The number of days in the work week is shortened and the hours per day are longer.
compressed workweek
Clayton Act
value-added compensation
unstructured interview
29. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.
taskforce team
justice ethical decision
halo effect
360-degree appraisal
30. The curve in the scattergram that identifies the worth of jobs and wages.
error of central tendency
wage curve
trancenders
behavior checklist
31. The different conditions upon which someone leaves a company; may be voluntary or involuntary.
Taft-Hartley Act (Labor Management Relations Act)
salary pay
separations
self-appraisal
32. Belief that things happen due to their own responsibility.
internal locus
human resource information system
Executive Order 11246
social needs
33. A decision that considers humanity's fundamental rights.
reductions-in-force (RIF)
achievement test
moral rights ethical decision
safety needs
34. 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.
preconventional moral development
voluntary protection program (VPP)
employment-at-will
Medical savings account (MSA)
35. 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.
charismatic leader
coercive leadership
contrast effect
job simplification
36. A report companies with 100 or more employees must fill out annually to determine workforce composition.
pay secrecy
EEO-1 Report
reward leadership
voluntary reduction
37. Defining the characteristics that the organization feels would be a good fit for the vacancies. To recruit - an organization must conduct job analysis - provide a job description - and give job specification.
reductions-in-force (RIF)
job enrichment
recruiting
ego strength
38. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.
critical incident method
internal locus
defined contribution plan
strategic diversity management
39. A neutral third party that will make the binding decision between both parties.
error of leniency or strictness
Material Safety Data Sheets (MSDS)
host country nationals
arbitrator
40. The knowledge - skills - and abilities required for the job.
resignation
job specifications
Medical savings account (MSA)
equal employment opportunity (EEO) laws
41. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.
social needs
restricted policy
OSHA form 300
conventional moral development
42. Harmful stress that accompanies a feeling of insecurity.
solicitation sexual harassment
training
distress
Supplemental unemployment benefits (SUBS)
43. Compensation useful in advancing organizational goals.
restricted policy
value-added compensation
Hay profile method
constructive discharge
44. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.
expatriates
flextime
401(k) savings plan
protected classes
45. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.
physiological needs
progressive discipline
Pregnancy Discrimination Act
authoritarian leadership type
46. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.
vertical career path
training
cafeteria plans
external locus
47. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.
pay grades
burnout
cafeteria plans
Equal Pay Act
48. Groups of employees who meet to resolve problems and improve the organization.
employee involvement (EI) groups
expert power
reward leadership
coercive leadership
49. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.
locus control
self-actualization
functional job analysis (FJA)
referent power
50. 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
McDonnell Douglas Test
red circle rates
Consolidated Omnibus Budget Reconciliation Act (COBRA)
stress interview