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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. A form in which accidents that cause death - illness - or injury in the workplace are recorded.






2. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.






3. Giving something unpleasant for an undesired behavior.






4. An employer-created fund for laid off employees to draw from on top of unemployment benefits.






5. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






6. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.






7. Group assigned with improving quality.






8. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.






9. A concept Richard Hackman and Greg Oldham formulated after researching job design - focusing on three main parts: core job dimensions - critical psychological states - and employee growth need.






10. A code of moral principles and values that govern organizational behavior.






11. Measures the frequency of observed behavior.






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






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






14. 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.






15. Hands-off approach over all decision-making without any further involvement unless asked to participate.






16. The rater checks statements on a list that he believes are characteristic of the employee.






17. A career path that is hiearchical in nature and consists of interdependent sequential jobs.






18. A pay attached to acquiring new knowledge or skills.






19. 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.






20. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.






21. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.






22. Listening to understand without judgment.






23. Belief that one culture is superior to another.






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






25. A time when the individual stops advancing before reaching the next highest level. It is not necessarily a failed effort because not everyone is promoted to the top position and many common career paths are not designed to lead to the top.






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






27. Reward given for desired behavior.






28. 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.






29. Diversity as a result of acquisitions and mergers - which is a forced diversification of the workplace.






30. A use of motivators to increase satisfaction.






31. Rating based on comparison than a standard.






32. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.






33. Focus on the employee's achievements; less subjective - acceptable for employees and supervisors - link individual performance with organizational goals - encourage goal setting - and are good for reward and promotion decisions. However - time consum






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






35. Belief that things happen due to their own responsibility.






36. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge






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






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






39. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.






40. The on-the-job method of development for new employees. May be formal or informal.






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






42. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.






43. Insurance that pays for nursing homes and medical-related costs to old age and illness.






44. Understanding the duties of the job.






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






46. Power based on individual expertise.






47. Compensation system that equals American money to foreign money on terms of purchasing power.






48. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.






49. Collapses traditional salary grades into a few wide bands and helps eliminate obsession with grades and gives management an enhanced ability to reward on performance.






50. 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.