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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. The curve in the scattergram that identifies the worth of jobs and wages.






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






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






4. 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






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






6. Positive stress that makes some strive to accomplish something.






7. Not reporting to work.






8. A problem in evaluation due to being compared to someone previously evaluated.






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






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






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






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






13. 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.






14. How an employee perceives his compensation relative to others within the organization.






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






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






17. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.






18. Guarantee of benefits - especially in pension plans.






19. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.






20. Identification of future candidates for future anticipated vacancies.






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






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






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






24. An early retirement incentive in a form of a cash bonus or increased pension.






25. An intent to resign from a company that is typically expressed in written communication to the employee's manager.






26. Payment rates above the pay range.






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






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






29. Laws that prevent discrimination in the workplace.






30. Employees that are not from the home or host country.






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






32. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline






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






34. Accommodation of several cultures.






35. Removal of something unpleasant for desire behavior.






36. A use of motivators to increase satisfaction.






37. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






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






39. Pay according to the number of units produced.






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






41. Pay is the same each pay period regardless of hours worked.






42. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.






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






44. 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.






45. The oldest and simplest job evaluation that is based on grouping the jobs based on their relative worth to one another; can only be used on a small number of jobs.






46. A resignation suggested by the employer to the employee.






47. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






48. 1994. Jobs are protected for those that go on short military service.






49. 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.






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