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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. A personal disorientation when experiencing an unfamiliar way of life.
career plateauing
defined contribution plan
culture shock
accountability
2. Sexual harassment that is nonthreatening - but causes co-worker discomfort.
repatriation
hygiene factors
inappropriate sexual harassment
factor comparison system
3. Rating based on comparison than a standard.
external locus
human resource information system
mixed-standard rating scale
factor comparison system
4. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.
401(k) savings plan
non-cash compensation
distress
aptitude tests
5. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;
Age Discrimination in Employment Act
employment-at-will
quality circle
cross-functional team
6. Theory Z people - those that have reached the self-actualization phase.
trancenders
Employee assistance programs (EAP)
arbitrator
hostile environment
7. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.
internal locus
Society for Human Resource Management
human resource planning
voluntary reduction
8. Positive stress that makes some strive to accomplish something.
positive reinforcement
esteem needs
core competencies
eustress
9. Unpaid union official that represents the employees when dealing with management.
job classification system
union steward
referent power
Employee Retirement Income Security Act (ERISA)
10. 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.
involuntary reduction
inappropriate sexual harassment
job evaluation
structured interview
11. Groups of employees who meet to resolve problems and improve the organization.
employee involvement (EI) groups
values
transactional leader
Hay profile method
12. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.
preconventional moral development
voluntary reduction
Consolidated Omnibus Budget Reconciliation Act (COBRA)
Age Discrimination in Employment Act
13. Employees that are not from the home or host country.
third-country nationals
Davis-Bacon Act
cash balance pension plan
Civil Rights Act
14. 1978. No discrimination based on pregnancy - childbirth - and related conditions.
compressed workweek
continuous reinforcement
Pregnancy Discrimination Act
401(k) savings plan
15. 1970. A law passed to attempt to reduce workplace injuries and illnesses. It's general area of responsibility are: 1.General Industry 2. Maritime 3. Construction 4. Agriculture
balance sheet approach
Landrum-Griffin Act
Occupational Safety and Health Act (OSHA)
distress
16. Strength of person's convictions. The higher it is - the more likely one will follow what they believe is ethical in lieu of following unethical impulses.
ethnocentrism
tell and sell appraisal interview
ego strength
burnout
17. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.
preconventional moral development
quality circle
Occupational Safety and Health Act (OSHA)
job rotation
18. Leadership based on the control that management has over rewarding subordinates.
fixed-interval reinforcement
Material Safety Data Sheets (MSDS)
fast tracking
reward leadership
19. Listening to understand without judgment.
active listening
variable-interval reinforcement
job analysis
restricted policy
20. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.
functional job analysis (FJA)
legitimate leadership
Railway Labor Act
development assignments
21. Pay is the same each pay period regardless of hours worked.
graphic rating scale
salary pay
variable-interval reinforcement
training
22. Hiring through searching and evaluating internal job postings and existing employee files.
customer appraisal
internal selection
pay secrecy
expert power
23. Leadership based on the control that management has over punishing subordinates.
transactional leader
tell and listen appraisal interview
Older Workers Benefit Protection Act (OWBPA)
coercive leadership
24. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.
coercive sexual harassment
host country nationals
positive reinforcement
culture shock
25. Includes the social environment of the workplace and informal work groups.
salary pay
involuntary reduction
informal factors
inappropriate sexual harassment
26. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.
inappropriate sexual harassment
skill-based pay
productivity
partial reinforcement
27. Teaching long-term skills.
self-directed team
development
equal employment opportunity (EEO) laws
competence based pay
28. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.
Equal Employment Opportunity Act
peer appraisal
functional job analysis (FJA)
Immigration Reform and Control Act
29. Understanding the duties of the job.
job analysis
negative reinforcement
safety needs
preconventional moral development
30. A group of 6-12 that meet regularly to discuss organizational issues.
behavior observation scales (BOS)
reductions-in-force (RIF)
balance sheet approach
quality circle
31. Developed in response to a majority dominating the workforce.
Age Discrimination in Employment Act
Occupational Safety and Health Act (OSHA)
learning organization
affirmative action
32. Compensation useful in advancing organizational goals.
fair representation
value-added compensation
authorization card
self-appraisal
33. Performance appraisal by an employee of their superior. Usually evaluates on leadership - oral communication - delegation of authority - coordination of team efforts - and interest in subordinates.
Uniform Guidelines on Employee Selection Procedures
expatriates
Employee Retirement Income Security Act (ERISA)
subordinate appraisal
34. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.
discipline
separations
generalized sexual harassment
competence based pay
35. A code of moral principles and values that govern organizational behavior.
subordinate appraisal
justice ethical decision
charismatic leader
business ethics
36. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.
justice ethical decision
separations
point system
learning organization
37. A resignation in which an employee chooses to resign without provocation from the employer.
unencouraged resignation
pay for performance standard
tell and sell appraisal interview
human resource information system
38. Hands-off approach over all decision-making without any further involvement unless asked to participate.
results performance appraisal method
laissez-faire leadership type
defined benefit plan
succession planning
39. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.
separations
hygiene factors
Immigration Reform and Control Act
transformational leader
40. Basic individual beliefs about right and wrong.
values
contrast error
salary pay
affirmative action
41. 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.
human resource planning
values
development assignments
recruiting
42. Minorities in the workplace.
manager/supervisor appraisal
Equal Employment Opportunity Act
referent power
protected classes
43. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.
characteristics model
contrast error
hygiene factors
self-appraisal
44. A resignation suggested by the employer to the employee.
equal employment opportunity (EEO) laws
behavioral performance appraisal method
discipline
encouraged resignation
45. Power based on individual expertise.
separations
legitimate leadership
punishment
expert power
46. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.
involuntary reduction
factor comparison system
charge form
essay
47. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.
team appraisal
burnout
telecommuting
taskforce team
48. The number of days in the work week is shortened and the hours per day are longer.
Equal Employment Opportunity Act
compressed workweek
Railway Labor Act
McDonnell Douglas Test
49. Measures what a person is capable of learning.
aptitude tests
Long-term disability (LTD) insurance
esteem needs
project team
50. An early retirement incentive in a form of a cash bonus or increased pension.
silver handshake
error of leniency or strictness
pay equity
behavioral performance appraisal method