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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. 1970. A law passed to attempt to reduce workplace injuries and illnesses. It's general area of responsibility are: 1.General Industry 2. Maritime 3. Construction 4. Agriculture
Wagner Act (National Labor Relations Act)
Occupational Safety and Health Act (OSHA)
Civil Rights Act
job ranking system
2. 1959. Specially tailored to make labor officials responsible for the union's financial affairs - to prevent bully-boy tactics - ensure democratic voting practices within unions - outlaw secondary boycotts - and restrict picketing. Also called Labor-M
fast tracking
customer appraisal
Landrum-Griffin Act
quality circle
3. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.
Health Maintenance Organization (HMO)
results performance appraisal method
Equal Pay Act
productivity
4. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.
stretch goal
unencouraged resignation
locus control
transformational leader
5. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.
job rotation
constructive discharge
authoritarian leadership type
balanced scorecard (BSC)
6. A decision based on total impartiality.
physiological needs
justice ethical decision
hostile environment
position analysis questionnaire (PAQ)
7. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.
laissez-faire leadership type
unstructured interview
piecework pay
union steward
8. Voluntary or involuntary reductions in labor.
reductions-in-force (RIF)
aptitude tests
computerized job analysis
defined benefit plan
9. A pay attached to acquiring new knowledge or skills.
skill-based pay
laissez-faire leadership type
voluntary protection program (VPP)
results performance appraisal method
10. Understanding the duties of the job.
affirmative action
temporal errors
training
job analysis
11. 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.
stress interview
charge form
Worker Adjustment and Restraining Notification (WARN)
trait performance appraisal method
12. Idea that all cultures are inherently equal.
ethnorelativism
Executive Order 11246
motivators
locus control
13. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..
charismatic leader
Consolidated Omnibus Budget Reconciliation Act (COBRA)
self-directed team
behavioral performance appraisal method
14. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.
halo effect
individualistic ethical decision
servant leader
factor comparison system
15. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.
job simplification
defined benefit plan
servant leader
safety needs
16. A personal disorientation when experiencing an unfamiliar way of life.
temporal errors
values
physiological needs
culture shock
17. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration
vertical career path
Norris-La Guardia Act
involuntary reduction
voluntary protection program (VPP)
18. A career path that is hiearchical in nature and consists of interdependent sequential jobs.
vertical career path
authorization card
Executive Order 11246
cash compensation
19. Highly trained workers that are a group that perform interdependent tasks.
strategic diversity management
self-directed team
hourly pay
fast tracking
20. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.
motivators
transactional leader
tell and sell appraisal interview
business ethics
21. Requires the rater to choose from statements that best describe the employee's output.
trait performance appraisal method
forced-choice
manager/supervisor appraisal
results performance appraisal method
22. A problem in evaluation due to being compared to someone previously evaluated.
compressed workweek
solicitation sexual harassment
contrast effect
individualistic ethical decision
23. 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
extinction
ethnocentrism
employee involvement (EI) groups
results performance appraisal method
24. Unpaid union official that represents the employees when dealing with management.
union steward
Society for Human Resource Management
job sharing
problem solving appraisal interview
25. Advancing to the next level in the minimum time required in the current position.
tell and listen appraisal interview
fast tracking
hygiene factors
process improvement team
26. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.
resignation
peer appraisal
adverse impact
Equal Pay Act
27. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.
critical incident
internal selection
functional job analysis (FJA)
Preferred Provider Organization (PPO)
28. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.
Civil Rights Act
wage curve
Immigration Reform and Control Act
involuntary reduction
29. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline
employment-at-will
job simplification
learning organization
hot-stove approach
30. Groups of jobs within a class that are paid the same. Used by the federal government.
Landrum-Griffin Act
inappropriate sexual harassment
pay grades
legitimate leadership
31. 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.
McDonnell Douglas Test
social contract ethical decision
project team
structured interview
32. Leadership based on the control that management has over rewarding subordinates.
reward leadership
management by objectives (MBO)
peer appraisal
inappropriate sexual harassment
33. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.
Consolidated Omnibus Budget Reconciliation Act (COBRA)
human resource information system
accountability
employee involvement (EI) groups
34. Belief that one culture is superior to another.
ethnocentrism
human resource planning
OSHA form 300
Uniform Guidelines on Employee Selection Procedures
35. Power derived from the degree in which one is admired and people want to emulate them.
burnout
referent power
values
pay grades
36. Flexible working hours that allow workers to choose start and end times.
Supplemental unemployment benefits (SUBS)
Taft-Hartley Act (Labor Management Relations Act)
Walsh-Healy Act
flextime
37. Teaching long-term skills.
absenteeism
affirmative action
disparate treatment
development
38. Compensation tied to a reward for effort and performance.
charge form
contributory pension plan
human resource information system
pay for performance standard
39. The curve in the scattergram that identifies the worth of jobs and wages.
restricted policy
wage curve
process improvement team
esteem needs
40. A resignation in which an employee chooses to resign without provocation from the employer.
similar to me error
unencouraged resignation
business ethics
host country nationals
41. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.
job rotation
core competencies
postconventional moral development
stress interview
42. The number of days in the work week is shortened and the hours per day are longer.
Material Safety Data Sheets (MSDS)
self-appraisal
transformational leader
compressed workweek
43. An organization that is participatory in problem solving - improving - and increasing capabilities.
whistleblowing
learning organization
continuous reinforcement
legitimate leadership
44. Test used by courts to assess merits of prima facie case of disparate treatment when lacking evidence - requires plaintiff to show he: 1. belongs to protected group -2. has applied and is qualified - 3. was rejected despite qualifications - and 4. th
Taft-Hartley Act (Labor Management Relations Act)
leadership
McDonnell Douglas Test
fast tracking
45. Two part-time employees share one full time position.
job sharing
Uniformed Services Employment and Reemployment Act
contributory pension plan
values
46. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.
Long-term disability (LTD) insurance
involuntary reduction
non-cash compensation
labor agreement
47. Involves determining the type and number of individuals needed to get the job done.
distributional errors
job analysis
positive reinforcement
affirmative action
48. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.
error of leniency or strictness
defined benefit plan
variable-ratio reinforcement
tell and listen appraisal interview
49. Strength of person's convictions. The higher it is - the more likely one will follow what they believe is ethical in lieu of following unethical impulses.
point system
ethnocentrism
cross-functional team
ego strength
50. Laws that prevent discrimination in the workplace.
equal employment opportunity (EEO) laws
burnout
ego strength
orientation