Test your basic knowledge |

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






2. Payment rates above the pay range.






3. Belief that one culture is superior to another.






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






5. Performance appraisal that seeks evaluation from internal and external customers.






6. Minorities in the workplace.






7. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.






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






9. Different types of employee complaint resolution procedures.






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






11. 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.






12. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration






13. 1931. Required federal contracts for construction to specify minimum wage for workers.






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






15. 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.






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






17. Encourages teamwork and knowledge transfer among employees.






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






19. A use of motivators to increase satisfaction.






20. An uncomfortable environment that interferes with job performance.






21. 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.






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






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






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






25. Hands-off approach over all decision-making without any further involvement unless asked to participate.






26. A time when the individual stops advancing before reaching the next highest level. It is not necessarily a failed effort because not everyone is promoted to the top position and many common career paths are not designed to lead to the top.






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






28. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






29. 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






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






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






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






33. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.






34. Reward given for desired behavior.






35. 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.






36. Separation that is typically planned well in advanced - and are well received - celebratory occasions.






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






38. A decision that considers humanity's fundamental rights.






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






40. The idea that people with authority are subject to reporting to superiors.






41. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.






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






43. 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.






44. A career path that is hiearchical in nature and consists of interdependent sequential jobs.






45. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.






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






47. 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.






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






49. Accommodation of several cultures.






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