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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. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






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






3. 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.






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






5. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.






6. 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.






7. Giving something unpleasant for an undesired behavior.






8. Two part-time employees share one full time position.






9. Performance appraisal that seeks evaluation from internal and external customers.






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






11. An organization that has generated a list of recommendation for executing an effective diversity initiative.






12. Groups of employees who meet to resolve problems and improve the organization.






13. 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.






14. Separation that is typically planned well in advanced - and are well received - celebratory occasions.






15. Reward given for desired behavior.






16. Unpaid union official that represents the employees when dealing with management.






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






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






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






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






21. Power based on individual expertise.






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






23. Only suitable defense against discrimination; postulates that age - religion - sex - or nationality is an actual qualification for the job. It does NOT cover race or color.






24. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.






25. Evidence suggesting selection precludes members from protected classes.






26. The matching of people with future vacancies.






27. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.






28. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.






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






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






31. A group of 6-12 that meet regularly to discuss organizational issues.






32. Sexual harassment that uses rewards; potential for criminal prosecution.






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






34. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






35. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






36. Traditional approach to appraisal - a review by management one level higher.






37. The third level of moral development in which people make decisions based on internalized principles - beliefs - and values. A characteristic of managers that encourage to think for themselves and engage in moral reasoning.






38. 1972. Extended Civil Rights Title VII to government workers.






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






40. Harmful stress that accompanies a feeling of insecurity.






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






42. 1936. Responsible for prevailing minimum wage in a locality. Regular working hours identified as 8 per day and 40 per week; and time and a half for additional; no employment for convicts and children.






43. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.






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






45. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.






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






47. 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).






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






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






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






Can you answer 50 questions in 15 minutes?



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