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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. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.






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






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






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






5. Purposeful discrimination.






6. 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.






7. The combination of various appraisal systems to give the manager and employee the best view into the performance.






8. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






9. 1931. Required federal contracts for construction to specify minimum wage for workers.






10. 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.






11. A use of motivators to increase satisfaction.






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






13. Group assigned with improving quality.






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






15. The knowledge - skills - and abilities required for the job.






16. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.






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






18. Involves determining the type and number of individuals needed to get the job done.






19. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.






20. Removal of something unpleasant for desire behavior.






21. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.






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






23. 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).






24. Harmful stress that accompanies a feeling of insecurity.






25. 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.






26. 1972. Extended Civil Rights Title VII to government workers.






27. Belief that one culture is superior to another.






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






29. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.






30. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.






31. Measures what a person is capable of learning.






32. A group with mix of specialists that are assigned rather than voluntary membership.






33. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.






34. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration






35. Minorities in the workplace.






36. Rates performance of employee achievement of goals set by manager and the employee.






37. Helps manager translate measurement framework from strategic to operational goals.






38. Understanding the duties of the job.






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






40. 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






41. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.






42. Compensation useful in advancing organizational goals.






43. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.






44. The ability to influence people to achieve goals for the organization.






45. Reporting criminal activity to the government.






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






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






48. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control






49. A personal disorientation when experiencing an unfamiliar way of life.






50. Training designed to make people recognize and address their own prejudices.