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






2. 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.






3. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.






4. Harmful stress that accompanies a feeling of insecurity.






5. Belief that one culture is superior to another.






6. Flexible working hours that allow workers to choose start and end times.






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






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






9. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






10. Listening to understand without judgment.






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






12. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge






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






14. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.






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






16. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.






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






18. A career path that is not sequentially interdependent but each of the jobs in the arrangement must be completed before one can advance to the next higher level.






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






20. Reward given for desired behavior.






21. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.






22. The first level of moral development - in which people make decisions based on selfish reasons; concerned only with external rewards or punishments. A characteristic of managers with authoritarian and coercive styles.






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






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






25. 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.






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






27. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.






28. The number of days in the work week is shortened and the hours per day are longer.






29. Teaching long-term skills.






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






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






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






33. Highest level of sexual harassment and would result in a punishable act under the law.






34. Not reporting to work.






35. A pension plan in which only the employer funds pensions.






36. Rewards according to a specific time interval. Results in average and irregular performance.






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






38. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.






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






40. Home country nationals that are employees who live and work in a different country than their own.






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






42. A trait method that requires the rater to describe the employee's performance in a statement.; fairly subjective and reliant on the manager's ability to write effective statements.






43. Group assigned with improving quality.






44. Statement authorizing union to act as their representative.






45. An uncomfortable environment that interferes with job performance.






46. A decision based on the long-term interests of an individual.






47. Sexual remarks or actions not targeted at a specific individual.






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






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






50. Accommodation of several cultures.