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






2. 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.






3. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






4. Pay according to the number of units produced.






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






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






7. Laws that prevent discrimination in the workplace.






8. Discipline focused on early correcion of employee misconduct. 1. Conference between employee and supervisor. 2. Second conference when solution did not work 3. Decision-making leave (paid leave)






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






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






11. 1972. Extended Civil Rights Title VII to government workers.






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






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






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






15. An employer-created fund for laid off employees to draw from on top of unemployment benefits.






16. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






17. Rates performance of employee achievement of goals set by manager and the employee.






18. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






19. The on-the-job method of development for new employees. May be formal or informal.






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






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






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






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






24. 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.






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






26. The degree in which an individual believes they have control of their fate.






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






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






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






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






31. An appraisal error based on biases of how the information is selected - evaluated - or organized.






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






33. Reporting criminal activity to the government.






34. A decision based on total impartiality.






35. Giving something unpleasant for an undesired behavior.






36. Minorities in the workplace.






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






38. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.






39. Method that determines the relative worth of jobs.






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






41. Documents that contain the main information about hazardous material.






42. Services provided for workers to deal with problems that interfere with how they do their jobs.






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






44. 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).






45. An interview that places the applicant in a simulated high stress setting to interview the candidate.






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






47. Identification of future candidates for future anticipated vacancies.






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






49. Team formed to solve a major organizational issue.






50. An appraisal distributional error where the rater is reluctant to give high or low marks.







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