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. Involves determining the type and number of individuals needed to get the job done.






2. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.






3. Rating based on having certain characteristics.






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






5. Accommodation of several cultures.






6. A group of 6-12 that meet regularly to discuss organizational issues.






7. Removal of something unpleasant for desire behavior.






8. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






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






10. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.






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






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






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






14. 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.






15. Pay by the hour.






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






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






18. An organization that is participatory in problem solving - improving - and increasing capabilities.






19. Belief that things happen due to their own responsibility.






20. A use of motivators to increase satisfaction.






21. Binding document with terms or conditions or rules.






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






23. Group specifically to provide a new product or service.






24. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.






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






26. Measures what a person is capable of learning.






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






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






29. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






30. 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






31. Group assigned with improving quality.






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






33. Evidence suggesting selection precludes members from protected classes.






34. Test that measure what a person can do right now.






35. Separation that is typically planned well in advanced - and are well received - celebratory occasions.






36. Belief that one culture is superior to another.






37. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






38. A process to make the job more complex to improve the level of boredom of an oversimplified job.






39. The process of screening - interviewing - and hiring individuals.






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






41. Employees that are not from the home or host country.






42. 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.






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






44. Sexual harassment that uses rewards; potential for criminal prosecution.






45. A personal disorientation when experiencing an unfamiliar way of life.






46. Unpaid union official that represents the employees when dealing with management.






47. Diversity as a result of acquisitions and mergers - which is a forced diversification of the workplace.






48. Causes loss of productivity - frustration - or depression.






49. An uncomfortable environment that interferes with job performance.






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