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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. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.
authoritarian leadership type
tell and sell appraisal interview
defined contribution plan
repatriation
2. Requires the rater to choose from statements that best describe the employee's output.
Railway Labor Act
job classification system
forced-choice
Immigration Reform and Control Act
3. Rewards according to a specific time interval. Results in average and irregular performance.
hygiene factors
error of central tendency
reductions-in-force (RIF)
fixed-interval reinforcement
4. Belief that one culture is superior to another.
social needs
employee involvement (EI) groups
productivity
ethnocentrism
5. 1978. No discrimination based on pregnancy - childbirth - and related conditions.
hourly pay
Pregnancy Discrimination Act
ethnocentrism
critical incident
6. 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.
postconventional moral development
employee involvement (EI) groups
utilitarian ethical decision
distress
7. A career path that is hiearchical in nature and consists of interdependent sequential jobs.
behavior checklist
vertical career path
positive discipline
reductions-in-force (RIF)
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.
cash balance pension plan
peer appraisal
Taft-Hartley Act (Labor Management Relations Act)
Supplemental unemployment benefits (SUBS)
9. Group specifically to provide a new product or service.
charge form
broadbanding
partial reinforcement
project team
10. Reward given for desired behavior.
social needs
positive reinforcement
functional job analysis (FJA)
red circle rates
11. Harmful stress that accompanies a feeling of insecurity.
position analysis questionnaire (PAQ)
Equal Pay Act
authorization card
distress
12. Services provided for workers to deal with problems that interfere with how they do their jobs.
positive reinforcement
Employee assistance programs (EAP)
fast tracking
customer appraisal
13. Includes the social environment of the workplace and informal work groups.
informal factors
coercive sexual harassment
selection
flextime
14. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.
quid pro quo harassment
involuntary reduction
culture shock
conventional moral development
15. Voluntary or involuntary reductions in labor.
reductions-in-force (RIF)
cross-functional team
behavior checklist
Landrum-Griffin Act
16. 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.
punishment
career plateauing
job evaluation
flextime
17. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.
active listening
behavioral performance appraisal method
partial reinforcement
transformational leader
18. Compensation useful in advancing organizational goals.
value-added compensation
extinction
solicitation sexual harassment
stress interview
19. Employment at home while communicating with the workplace by phone or fax or modem
Immigration Reform and Control Act
tell and listen appraisal interview
telecommuting
fixed-ratio reinforcement
20. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.
employment-at-will
leadership
protected classes
career path
21. An appraisal temporal error when the employee is compared to someone previously rated and not independently.
business ethics
position analysis questionnaire (PAQ)
contrast error
computerized job analysis
22. Positive stress that makes some strive to accomplish something.
eustress
involuntary reduction
whistleblowing
cash compensation
23. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.
self-appraisal
negative reinforcement
wage and salary survey
human resource information system
24. Withdrawal of a reward.
quid pro quo harassment
consumer price index (CPI)
extinction
job enlargement
25. Guarantee of benefits - especially in pension plans.
vesting
union steward
Davis-Bacon Act
job enlargement
26. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.
accountability
project team
individualistic ethical decision
Civil Rights Act
27. Different types of employee complaint resolution procedures.
Preferred Provider Organization (PPO)
behavior observation scales (BOS)
alternative resolution procedure (ARD)
job specifications
28. Method that determines the relative worth of jobs.
disparate treatment
job evaluation
justice ethical decision
job ranking system
29. Theory Z people - those that have reached the self-actualization phase.
Medical savings account (MSA)
restricted policy
trancenders
accountability
30. How an employee perceives his compensation relative to others within the organization.
computerized job analysis
unstructured interview
project team
pay equity
31. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.
piecework pay
internal selection
human resource planning
Americans with Disabilities Act (ADA)
32. 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.
cash compensation
pay secrecy
host country nationals
leadership
33. Teaching long-term skills.
development
alternative resolution procedure (ARD)
Medical savings account (MSA)
Supplemental unemployment benefits (SUBS)
34. Sexual harassment that uses rewards; potential for criminal prosecution.
culture shock
adverse impact
servant leader
solicitation sexual harassment
35. Highest level of sexual harassment and would result in a punishable act under the law.
eustress
criminal sexual harassment
team appraisal
pay secrecy
36. Improvement of job efficiency by simplifying it.
vesting
referent power
pay secrecy
job simplification
37. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.
job analysis
value-added compensation
team appraisal
culture shock
38. Measures the frequency of observed behavior.
wage and salary survey
inappropriate sexual harassment
culture shock
behavior observation scales (BOS)
39. 1914. No forbidding the existence of a union.
orientation
quid pro quo harassment
Clayton Act
training
40. 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.
Society for Human Resource Management
flextime
preconventional moral development
self-directed team
41. A pension plan in which the amount is specific.
defined benefit plan
Consolidated Omnibus Budget Reconciliation Act (COBRA)
skill-based pay
Norris-La Guardia Act
42. 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.
Health Insurance Portability and Accountability Act (HIPAA)
Davis-Bacon Act
peer appraisal
job enrichment
43. Various software programs that write job description and specifications based on job analysis.
computerized job analysis
characteristics model
charge form
voluntary protection program (VPP)
44. 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.
broadbanding
solicitation sexual harassment
Health Insurance Portability and Accountability Act (HIPAA)
Worker Adjustment and Restraining Notification (WARN)
45. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.
authoritarian leadership type
workforce diversity
voluntary reduction
human resource planning
46. 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
trancenders
competence based pay
succession planning
McDonnell Douglas Test
47. Evidence suggesting selection precludes members from protected classes.
restricted policy
Taft-Hartley Act (Labor Management Relations Act)
job classification system
Americans with Disabilities Act (ADA)
48. 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.
structured interview
error of leniency or strictness
selection
job specifications
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.
job specifications
job evaluation
ego strength
hygiene factors
50. An appraisal error involving groups of ratings given to employees.
inappropriate sexual harassment
partial reinforcement
OSHA form 300
distributional errors