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






2. Test that measure what a person can do right now.






3. Rewards according to a specific time interval. Results in average and irregular performance.






4. 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.






5. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






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






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






9. 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.






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






11. A decision based on the long-term interests of an individual.






12. 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






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






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






15. 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.






16. 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.






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






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






19. Not reporting to work.






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






21. When every desired behavior is reinforced; effective when the behavior is new.






22. 1972. Extended Civil Rights Title VII to government workers.






23. 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.






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






25. Different types of employee complaint resolution procedures.






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






27. Means that people employed in an organization represent different cultural groups and human qualities.






28. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.






29. Power based on individual expertise.






30. Groups of jobs within a class that are paid the same. Used by the federal government.






31. 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






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






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






34. Consists of vertical scales for each dimension of employee's performance.






35. Harassment based on employment decisions; an economic or position consequence for noncompliance.






36. Leadership dependent upon one's position within the company.






37. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.






38. Statement authorizing union to act as their representative.






39. A decision based on total impartiality.






40. Systems that provide data for Human Resource control and decision making.






41. Voluntary or involuntary reductions in labor.






42. 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.






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






44. Documents that contain the main information about hazardous material.






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






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






47. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






48. The number of days in the work week is shortened and the hours per day are longer.






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






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