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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. Basic individual beliefs about right and wrong.






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






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






4. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.






5. 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.






6. 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.






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






8. 1947. Pro-business act created to counter the pro-labor Wagner Act by banning unfair practices of labor unions. Created the Federal Mediation and Conciliation Service (FMCS) to help resolve grievances.






9. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.






10. Compensation tied to a reward for effort and performance.






11. 1914. No forbidding the existence of a union.






12. Collapses traditional salary grades into a few wide bands and helps eliminate obsession with grades and gives management an enhanced ability to reward on performance.






13. Employment at home while communicating with the workplace by phone or fax or modem






14. The different conditions upon which someone leaves a company; may be voluntary or involuntary.






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






16. Evidence suggesting selection precludes members from protected classes.






17. Performance appraisal by an employee of their superior. Usually evaluates on leadership - oral communication - delegation of authority - coordination of team efforts - and interest in subordinates.






18. Union must represent union and nonunion members equally.






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






20. Laws that prevent discrimination in the workplace.






21. Reward given for desired behavior.






22. Encourages teamwork and knowledge transfer among employees.






23. A resignation in which an employee chooses to resign without provocation from the employer.






24. 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.






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






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






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






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






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






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






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






32. Minorities in the workplace.






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






34. Systems that provide data for Human Resource control and decision making.






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






36. Leadership based on the control that management has over punishing subordinates.






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






38. Two part-time employees share one full time position.






39. 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.






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






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






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






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






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






45. The act of returning to the country of origin after an international assignement.






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






47. Groups of jobs within a class that are paid the same. Used by the federal government.






48. The working conditions - pay - company policies - and interpersonal relationships; they help eliminate job satisfaction - but do not motivate the employee according to the two-factor theory.






49. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.






50. A decision based on existing norms.