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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. Evidence suggesting selection precludes members from protected classes.
contrast effect
restricted policy
quality circle
Preferred Provider Organization (PPO)
2. Measures the frequency of observed behavior.
behavior observation scales (BOS)
job analysis
error of leniency or strictness
skill-based pay
3. Power derived from the degree in which one is admired and people want to emulate them.
referent power
manager/supervisor appraisal
pay equity
taskforce team
4. Documents that contain the main information about hazardous material.
moral rights ethical decision
Material Safety Data Sheets (MSDS)
distress
Supplemental unemployment benefits (SUBS)
5. 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.
telecommuting
ego strength
recruiting
Employee Retirement Income Security Act (ERISA)
6. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.
Bona Fide Occupational Qualification (BFOQ)
inappropriate sexual harassment
Executive Order 11246
balanced scorecard (BSC)
7. The ability to influence people to achieve goals for the organization.
inappropriate sexual harassment
equal employment opportunity (EEO) laws
safety needs
leadership
8. A personal disorientation when experiencing an unfamiliar way of life.
legitimate leadership
project team
recency error
culture shock
9. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;
authoritarian leadership type
values
job classification system
Age Discrimination in Employment Act
10. Insurance that pays for nursing homes and medical-related costs to old age and illness.
balanced scorecard (BSC)
succession planning
cash compensation
Long-term disability (LTD) insurance
11. Includes the social environment of the workplace and informal work groups.
informal factors
Pregnancy Discrimination Act
adverse impact
job specifications
12. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.
customer appraisal
point system
retirement
competence based pay
13. Compensation useful in advancing organizational goals.
pay for performance standard
eustress
value-added compensation
flextime
14. Systems that provide data for Human Resource control and decision making.
laissez-faire leadership type
Fair Labor Standards Act (FLSA)
human resource information system
repatriation
15. Services provided for workers to deal with problems that interfere with how they do their jobs.
legitimate leadership
Employee assistance programs (EAP)
Wagner Act (National Labor Relations Act)
Davis-Bacon Act
16. Harmful stress that accompanies a feeling of insecurity.
job classification system
informal factors
distress
contrast effect
17. 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.
managing workforce diversity
employment-at-will
internal selection
host country nationals
18. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.
balance sheet approach
ethnorelativism
job enrichment
partial reinforcement
19. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.
coercive leadership
problem solving appraisal interview
constructive discharge
pay secrecy
20. 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
human resource planning
error of leniency or strictness
values
21. A neutral third party that will make the binding decision between both parties.
project team
mixed-standard rating scale
ethnorelativism
arbitrator
22. Reward given for desired behavior.
positive reinforcement
positive discipline
cash balance pension plan
OSHA form 300
23. Payment rates above the pay range.
red circle rates
salary pay
variable-ratio reinforcement
mixed-standard rating scale
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.
safety needs
Preferred Provider Organization (PPO)
hygiene factors
cash compensation
25. An uncomfortable environment that interferes with job performance.
hostile environment
error of leniency or strictness
postconventional moral development
job ranking system
26. Theory Z people - those that have reached the self-actualization phase.
positive discipline
workforce diversity
external locus
trancenders
27. The idea that people with authority are subject to reporting to superiors.
accountability
solicitation sexual harassment
self-directed team
trancenders
28. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline
hot-stove approach
partial reinforcement
behavior observation scales (BOS)
culture shock
29. Consists of vertical scales for each dimension of employee's performance.
safety needs
behaviorally anchored rating scale (BARS)
negative reinforcement
temporal errors
30. A group with mix of specialists that are assigned rather than voluntary membership.
cross-functional team
discipline
error of leniency or strictness
job evaluation
31. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.
physiological needs
self-appraisal
hot-stove approach
trancenders
32. Binding document with terms or conditions or rules.
labor agreement
cash balance pension plan
achievement test
self-actualization
33. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.
unstructured interview
Wagner Act (National Labor Relations Act)
Health Maintenance Organization (HMO)
balanced scorecard (BSC)
34. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.
Equal Pay Act
non-cash compensation
core competencies
behaviorally anchored rating scale (BARS)
35. Belief that one culture is superior to another.
affirmative action
ethnocentrism
internal selection
Railway Labor Act
36. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration
punishment
Worker Adjustment and Restraining Notification (WARN)
trancenders
voluntary protection program (VPP)
37. Group assigned with improving quality.
Uniformed Services Employment and Reemployment Act
contrast error
process improvement team
quality circle
38. Voluntary or involuntary reductions in labor.
reductions-in-force (RIF)
wage and salary survey
expert power
Walsh-Healy Act
39. Listening to understand without judgment.
computerized job analysis
Walsh-Healy Act
active listening
skill-based pay
40. The act of returning to the country of origin after an international assignement.
business ethics
repatriation
360-degree appraisal
variable-interval reinforcement
41. Rewards according to a random number of behaviors. Results in very high performance.
expert power
expatriates
job rotation
variable-ratio reinforcement
42. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.
resignation
esteem needs
wage and salary survey
position analysis questionnaire (PAQ)
43. 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.
job description
tell and listen appraisal interview
fast tracking
similar to me error
44. Basic individual beliefs about right and wrong.
broadbanding
cash balance pension plan
values
internal locus
45. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.
Equal Employment Opportunity Act
characteristics model
contrast error
transformational leader
46. 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)
hygiene factors
labor agreement
defined contribution plan
47. 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
Employee assistance programs (EAP)
hygiene factors
voluntary reduction
48. Identification of future candidates for future anticipated vacancies.
contrast error
behavior checklist
hourly pay
succession planning
49. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.
vesting
partial reinforcement
safety needs
Civil Rights Act
50. Leadership based on the control that management has over rewarding subordinates.
utilitarian ethical decision
succession planning
fair representation
reward leadership