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






2. Rewards according to a random number of behaviors. Results in very high performance.






3. 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.






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






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






6. 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.






7. Compensation system that equals American money to foreign money on terms of purchasing power.






8. Reward given for desired behavior.






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






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






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






12. 1931. Required federal contracts for construction to specify minimum wage for workers.






13. Pay according to the number of units produced.






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






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






16. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






17. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.






18. 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.






19. Advancing to the next level in the minimum time required in the current position.






20. Various software programs that write job description and specifications based on job analysis.






21. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.






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






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






24. An extremely hard goal - but not impossible to reach.






25. Payment rates above the pay range.






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






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






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






29. Includes other employee benefits - such as health insurance - pension contributions - tuition reimbursement - and legal assistance programs.






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






31. An appraisal error involving groups of ratings given to employees.






32. Threat of power in order to convince someone to engage in sexual activity.






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






34. Guarantee of benefits - especially in pension plans.






35. Hiring through searching and evaluating internal job postings and existing employee files.






36. 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.






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






38. 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).






39. Evidence suggesting selection precludes members from protected classes.






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






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






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






44. Belief that one culture is superior to another.






45. Removal of something unpleasant for desire behavior.






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






47. An appraisal temporal error when the employee is compared to someone previously rated and not independently.






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






49. Highly trained workers that are a group that perform interdependent tasks.






50. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.