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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. Developed in response to a majority dominating the workforce.
authoritarian leadership type
affirmative action
constructive discharge
Landrum-Griffin Act
2. A decision based on the long-term interests of an individual.
solicitation sexual harassment
individualistic ethical decision
pay for performance standard
employment-at-will
3. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.
Americans with Disabilities Act (ADA)
conventional moral development
Fair Labor Standards Act (FLSA)
partial reinforcement
4. A method that evaluates based on: 1. Knowledge 2. Accountability 3. Mental Activity (KAMA)
Hay profile method
job simplification
Norris-La Guardia Act
results performance appraisal method
5. Pay is the same each pay period regardless of hours worked.
salary pay
esteem needs
internal selection
criminal sexual harassment
6. Separation that is typically planned well in advanced - and are well received - celebratory occasions.
pay secrecy
retirement
job classification system
Employee Retirement Income Security Act (ERISA)
7. Union must represent union and nonunion members equally.
job sharing
active listening
fair representation
succession planning
8. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.
Executive Order 11246
continuous reinforcement
human resource information system
competence based pay
9. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.
informal factors
Age Discrimination in Employment Act
physiological needs
defined contribution plan
10. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.
functional job analysis (FJA)
piecework pay
ethnorelativism
Davis-Bacon Act
11. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.
non-cash compensation
criminal sexual harassment
problem solving appraisal interview
punishment
12. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.
charge form
value-added compensation
human resource information system
Uniform Guidelines on Employee Selection Procedures
13. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.
managing workforce diversity
voluntary reduction
third-country nationals
transactional leader
14. Withdrawal of a reward.
locus control
Wagner Act (National Labor Relations Act)
extinction
fair representation
15. A group with mix of specialists that are assigned rather than voluntary membership.
cross-functional team
Taft-Hartley Act (Labor Management Relations Act)
expert power
diversity awareness training
16. 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.
democratic leadership type
peer appraisal
Material Safety Data Sheets (MSDS)
characteristics model
17. Traditional approach to appraisal - a review by management one level higher.
vesting
selection
manager/supervisor appraisal
transactional leader
18. Belief that one culture is superior to another.
distributional errors
OSHA form 300
ethnocentrism
cafeteria plans
19. 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.
host country nationals
critical incident
social needs
quality circle
20. An intent to resign from a company that is typically expressed in written communication to the employee's manager.
charismatic leader
generalized sexual harassment
reward leadership
resignation
21. The ability to influence people to achieve goals for the organization.
legitimate leadership
job specifications
results performance appraisal method
leadership
22. A resignation suggested by the employer to the employee.
OSHA form 300
transactional leader
balance sheet approach
encouraged resignation
23. 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
job specifications
Occupational Safety and Health Act (OSHA)
coercive sexual harassment
critical incident method
24. Highest level of sexual harassment and would result in a punishable act under the law.
tell and listen appraisal interview
criminal sexual harassment
factor comparison system
charge form
25. Accommodation of several cultures.
pluralism
charge form
error of central tendency
vesting
26. Team formed to solve a major organizational issue.
fixed-ratio reinforcement
expert power
process improvement team
taskforce team
27. A form in which accidents that cause death - illness - or injury in the workplace are recorded.
Long-term disability (LTD) insurance
Davis-Bacon Act
OSHA form 300
job analysis
28. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.
Worker Adjustment and Restraining Notification (WARN)
Landrum-Griffin Act
Consolidated Omnibus Budget Reconciliation Act (COBRA)
selection
29. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.
safety needs
similar to me error
Davis-Bacon Act
esteem needs
30. Measures what a person is capable of learning.
aptitude tests
negative reinforcement
social needs
encouraged resignation
31. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.
tell and sell appraisal interview
voluntary reduction
contributory pension plan
job simplification
32. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.
productivity
encouraged resignation
essay
360-degree appraisal
33. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.
fixed-interval reinforcement
transactional leader
employment-at-will
motivators
34. 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.
halo effect
Bona Fide Occupational Qualification (BFOQ)
Taft-Hartley Act (Labor Management Relations Act)
separations
35. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.
broadbanding
behaviorally anchored rating scale (BARS)
employment-at-will
Older Workers Benefit Protection Act (OWBPA)
36. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.
Medical savings account (MSA)
conventional moral development
values
ethnorelativism
37. Defining the characteristics that the organization feels would be a good fit for the vacancies. To recruit - an organization must conduct job analysis - provide a job description - and give job specification.
positive discipline
recruiting
whistleblowing
manager/supervisor appraisal
38. Causes loss of productivity - frustration - or depression.
authoritarian leadership type
burnout
strategic planning
charismatic leader
39. 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.
repatriation
development assignments
Health Insurance Portability and Accountability Act (HIPAA)
similar to me error
40. Includes the social environment of the workplace and informal work groups.
internal locus
vesting
informal factors
noncontributory pension plan
41. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..
behavioral performance appraisal method
retirement
orientation
EEO-1 Report
42. Minorities in the workplace.
Material Safety Data Sheets (MSDS)
individualistic ethical decision
protected classes
Fair Labor Standards Act (FLSA)
43. 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.
servant leader
postconventional moral development
hygiene factors
social contract ethical decision
44. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.
Walsh-Healy Act
graphic rating scale
behavioral performance appraisal method
factor comparison system
45. The on-the-job method of development for new employees. May be formal or informal.
forced-choice
Occupational Safety and Health Act (OSHA)
orientation
fast tracking
46. Breeds mistrust in the workplace; fairly excepted practice in private industry.
pay secrecy
negative reinforcement
error of leniency or strictness
Civil Rights Act
47. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration
hot-stove approach
job sharing
justice ethical decision
voluntary protection program (VPP)
48. 1938. Provided basic pay structure for workers. Those that have to be paid are non-exempt and must be paid at least the minimum wage. Those who hold executive or managerial positions are exempt.
punishment
Fair Labor Standards Act (FLSA)
error of central tendency
Taft-Hartley Act (Labor Management Relations Act)
49. Teaching long-term skills.
development
ethnocentrism
pay grades
arbitrator
50. Harmful stress that accompanies a feeling of insecurity.
distress
non-cash compensation
job analysis
forced-choice