SUBJECTS
|
BROWSE
|
CAREER CENTER
|
POPULAR
|
JOIN
|
LOGIN
Business Skills
|
Soft Skills
|
Basic Literacy
|
Certifications
About
|
Help
|
Privacy
|
Terms
|
Email
Search
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. Rewards after a specific number of desired behaviors. Results in high or stable performance.
peer appraisal
tell and sell appraisal interview
Executive Order 11246
fixed-ratio reinforcement
2. Rewards according to a random number of behaviors. Results in very high performance.
OSHA form 300
variable-ratio reinforcement
social contract ethical decision
hostile environment
3. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.
Equal Pay Act
job description
Preferred Provider Organization (PPO)
fixed-interval reinforcement
4. Compensation system that equals American money to foreign money on terms of purchasing power.
Employee Retirement Income Security Act (ERISA)
compressed workweek
balance sheet approach
accountability
5. The matching of people with future vacancies.
employee involvement (EI) groups
protected classes
human resource planning
recency error
6. Binding document with terms or conditions or rules.
labor agreement
subordinate appraisal
quid pro quo harassment
Age Discrimination in Employment Act
7. Belief that things happen due to their own responsibility.
internal selection
human resource information system
fair representation
internal locus
8. 1978. No discrimination based on pregnancy - childbirth - and related conditions.
safety needs
Immigration Reform and Control Act
human resource planning
Pregnancy Discrimination Act
9. Reward given for desired behavior.
discipline
positive reinforcement
Uniformed Services Employment and Reemployment Act
OSHA form 300
10. An appraisal distributional error where the rater is reluctant to give high or low marks.
fast tracking
cafeteria plans
job sharing
error of central tendency
11. Diversity as a result of acquisitions and mergers - which is a forced diversification of the workplace.
strategic diversity management
problem solving appraisal interview
job analysis
adverse impact
12. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.
eustress
factor comparison system
functional job analysis (FJA)
servant leader
13. An intent to resign from a company that is typically expressed in written communication to the employee's manager.
coercive sexual harassment
resignation
McDonnell Douglas Test
hot-stove approach
14. Compensation useful in advancing organizational goals.
value-added compensation
referent power
Norris-La Guardia Act
restricted policy
15. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.
critical incident
equal employment opportunity (EEO) laws
problem solving appraisal interview
Fair Labor Standards Act (FLSA)
16. The idea that people with authority are subject to reporting to superiors.
locus control
Equal Employment Opportunity Act
accountability
charge form
17. Means that people employed in an organization represent different cultural groups and human qualities.
workforce diversity
behavior observation scales (BOS)
job analysis
human resource planning
18. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.
balance sheet approach
self-appraisal
constructive discharge
Landrum-Griffin Act
19. 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.
job evaluation
orientation
Walsh-Healy Act
referent power
20. Rating based on having certain characteristics.
graphic rating scale
job analysis
separations
management by objectives (MBO)
21. 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.
Worker Adjustment and Restraining Notification (WARN)
human resource planning
hourly pay
ethnorelativism
22. Documents that contain the main information about hazardous material.
job sharing
position analysis questionnaire (PAQ)
ethnorelativism
Material Safety Data Sheets (MSDS)
23. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.
self-appraisal
Americans with Disabilities Act (ADA)
four-fifths rule
job enrichment
24. Harassment based on employment decisions; an economic or position consequence for noncompliance.
legitimate leadership
equal employment opportunity (EEO) laws
broadbanding
quid pro quo harassment
25. Union must represent union and nonunion members equally.
fair representation
accountability
critical incident method
pay secrecy
26. Rates performance of employee achievement of goals set by manager and the employee.
four-fifths rule
management by objectives (MBO)
external locus
job rotation
27. Giving something unpleasant for an undesired behavior.
punishment
positive reinforcement
orientation
Employee Retirement Income Security Act (ERISA)
28. Two part-time employees share one full time position.
employee involvement (EI) groups
tell and listen appraisal interview
job sharing
inappropriate sexual harassment
29. Guarantee of benefits - especially in pension plans.
self-actualization
behavioral performance appraisal method
union steward
vesting
30. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.
pay for performance standard
partial reinforcement
equal employment opportunity (EEO) laws
Uniform Guidelines on Employee Selection Procedures
31. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.
unstructured interview
taskforce team
self-directed team
project team
32. A decision based on total impartiality.
succession planning
constructive discharge
repatriation
justice ethical decision
33. Power derived from the degree in which one is admired and people want to emulate them.
strategic planning
human resource information system
pay for performance standard
referent power
34. Involves determining the type and number of individuals needed to get the job done.
job analysis
recruiting
wage curve
pay for performance standard
35. A decision that considers humanity's fundamental rights.
coercive sexual harassment
moral rights ethical decision
positive reinforcement
reductions-in-force (RIF)
36. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.
authoritarian leadership type
learning organization
fixed-interval reinforcement
Norris-La Guardia Act
37. A code of moral principles and values that govern organizational behavior.
business ethics
customer appraisal
positive discipline
structured interview
38. Sexual harassment that is nonthreatening - but causes co-worker discomfort.
fixed-ratio reinforcement
inappropriate sexual harassment
Bona Fide Occupational Qualification (BFOQ)
recruiting
39. An organization that is participatory in problem solving - improving - and increasing capabilities.
whistleblowing
fast tracking
learning organization
pay secrecy
40. Consists of vertical scales for each dimension of employee's performance.
ego strength
whistleblowing
behaviorally anchored rating scale (BARS)
internal selection
41. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.
distributional errors
training
self-directed team
transactional leader
42. Focus on the employee's achievements; less subjective - acceptable for employees and supervisors - link individual performance with organizational goals - encourage goal setting - and are good for reward and promotion decisions. However - time consum
tell and listen appraisal interview
charge form
flextime
results performance appraisal method
43. Payment rates above the pay range.
red circle rates
separations
absenteeism
physiological needs
44. The different conditions upon which someone leaves a company; may be voluntary or involuntary.
separations
trancenders
development assignments
hot-stove approach
45. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.
motivators
behaviorally anchored rating scale (BARS)
halo effect
job enrichment
46. Traditional approach to appraisal - a review by management one level higher.
critical incident
core competencies
manager/supervisor appraisal
fast tracking
47. A decision based on existing norms.
halo effect
social contract ethical decision
coercive sexual harassment
resignation
48. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.
succession planning
critical incident method
Civil Rights Act
retirement
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.
disparate treatment
union steward
postconventional moral development
self-appraisal
50. 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.
labor agreement
host country nationals
contributory pension plan
management by objectives (MBO)