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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 resignation in which an employee chooses to resign without provocation from the employer.






2. Giving something unpleasant for an undesired behavior.






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






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






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






6. 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.






7. Measures the frequency of observed behavior.






8. Rating based on comparison than a standard.






9. The survey of the wages paid to employees with similar skill sets in a labor market. The Bureau of Labor Statistics publishes a reliable one.






10. Encourages teamwork and knowledge transfer among employees.






11. Power derived from the degree in which one is admired and people want to emulate them.






12. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.






13. Group assigned with improving quality.






14. 1947. Pro-business act created to counter the pro-labor Wagner Act by banning unfair practices of labor unions. Created the Federal Mediation and Conciliation Service (FMCS) to help resolve grievances.






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






16. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






17. Withdrawal of a reward.






18. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.






19. 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.






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






21. Helps manager translate measurement framework from strategic to operational goals.






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






23. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.






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






25. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.






26. Pay by the hour.






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






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






29. Reward given for desired behavior.






30. Power based on individual expertise.






31. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






32. 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






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






34. 1914. No forbidding the existence of a union.






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






36. Sexual harassment that is nonthreatening - but causes co-worker discomfort.






37. A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs.






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






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






40. Reporting criminal activity to the government.






41. An interview that places the applicant in a simulated high stress setting to interview the candidate.






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






43. Leadership based on the control that management has over punishing subordinates.






44. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






45. 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.






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






47. Discipline focused on early correcion of employee misconduct. 1. Conference between employee and supervisor. 2. Second conference when solution did not work 3. Decision-making leave (paid leave)






48. Evidence suggesting selection precludes members from protected classes.






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






50. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..