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






2. Removal of something unpleasant for desire behavior.






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






4. Evidence suggesting selection precludes members from protected classes.






5. Method that determines the relative worth of jobs.






6. Includes the social environment of the workplace and informal work groups.






7. Union must represent union and nonunion members equally.






8. Positive stress that makes some strive to accomplish something.






9. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.






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






11. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.






12. Act that amended age discrimination in employment to include all employee benefits; also provided terminated employees with time to consider group termination or retirement programs and consult an attorney.






13. Leadership based on the control that management has over rewarding subordinates.






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






15. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






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






17. Defining the characteristics that the organization feels would be a good fit for the vacancies. To recruit - an organization must conduct job analysis - provide a job description - and give job specification.






18. Giving something unpleasant for an undesired behavior.






19. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.






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






21. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.






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






23. Long-term(5 years +) planning reserved for the highest levels of management.






24. Understanding the duties of the job.






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






26. 1994. Jobs are protected for those that go on short military service.






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






28. The rater checks statements on a list that he believes are characteristic of the employee.






29. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.






30. Different types of employee complaint resolution procedures.






31. Laws that prevent discrimination in the workplace.






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






33. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.






34. Measures the frequency of observed behavior.






35. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






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 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.






39. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.






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






41. A use of motivators to increase satisfaction.






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






43. Listening to understand without judgment.






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






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






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






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






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






49. A report companies with 100 or more employees must fill out annually to determine workforce composition.






50. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.