SUBJECTS
|
BROWSE
|
CAREER CENTER
|
POPULAR
|
JOIN
|
LOGIN
Business Skills
|
Soft Skills
|
Basic Literacy
|
Certifications
About
|
Help
|
Privacy
|
Terms
|
Email
Search
Test your basic knowledge |
Business Leadership
Start Test
Study First
Subject
:
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. Motivation Accounts for the level - ___________- and persistence of effort expended at work.
Direction
Functional Chimney Problem
Performance efficiency
(Growth through)Concentration
2. A work unit or smaller component within a larger organization
Subsystem
QWL (Quality of Worklife)
Human Skill
Delegation
3. Applies a specific solution crafted for a unique problem
Incremental Change
NP Decision (Non-Programmed)
Reactive Change
(Growth through) Vertical Integration
4. Assigns early career employees as proteges to more senior ones
Mentoring
Type A Personality
Risk Environment
Network Structure
5. Growing within the same business area
(Growth through)Concentration
Virtual Organization
Skill
OBM (Organizational Business Modification)
6. An unexpected problem that can lead to disaster if not resolved quickly and appropriately
Culture
Crisis
Reactive Change
Uncertain Environment
7. Lacks complete information but offers 'probabillities' of the likely outcomes for possible action alternatives.
Fred Fiedler
Groupthink
Risk Environment
Type A Personality
8. Bends and adjusts existing ways to improve performance
Incremental Change
Manager
Delegation
Knowledge Worker
9. Desire to control - influence - or to be responsible for other people
nAch
(Growth through)Concentration
nPower
Type A Personality
10. Involves an experienced person offering performance advice to a less-experienced person
Coaching
Reactive Change
Middle Manager
Certain Environment
11. A person who supports and is responsible for the work of others.
Technical Skill
Performance effectiveness
Manager
Uncertain Environment
12. Continuous learning from daily experiences and opportunities
Boundaryless Organizations
Workforce Diversity
Lifelong Learning
nAch
13. Lacking so much information that it is difficult to assign probabilities to the outcomes of alternatives.
Uncertain Environment
Retrenchment Strategy
Direction
Business Strategy
14. The phase at which change is stabilized.
Refreezing
P Decision (Programmed)
QWL (Quality of Worklife)
Fred Fiedler
15. Local products are sold abroad
Organizing
Reactive Change
Business Strategy
Exporting
16. Guides the performance of the organization as a whole or of one of its major parts.
Top Manager
Outsourcing
Technical Skill
Automation
17. An unfulfilled physiological or psychological desire.
Need
Automation
Telecommuting (flexiplace)
Systematic Thinking
18. The process of assigning tasks - allocating resources - and arranging activities to implement plans.
GCE (Glass Ceiling Effect)
Organizing
Culture
Importing
19. Choosing the first satisfactory alternative that comes to attention
Organizing
Satisficing Decision
BCG Matrix
Prejudice
20. Involves identifying and taking action to resolve problems
P Decision (Programmed)
Accountability
Problem Solving
Job Burnout
21. Is an output measure of task or goal accomplishment
OBM (Organizational Business Modification)
Performance effectiveness
P Decision (Programmed)
Knowledge Worker
22. The display of negative - irrational attitudes toward woman or minorities.
Human Skill
Prejudice
Ethics
Controlling
23. Expectancy x Instrumentality x Valence
Motivation
Intellectual Capital
NP Decision (Non-Programmed)
nAch
24. The application of operant conditioning to influence human behaviour at work.
OBM (Organizational Business Modification)
Information System
Leading
Mentoring
25. Use IT to collect - organize - and distribute data for use in decision making
Information System
Controlling
Heuristics
Skill
26. Applying a solution from past experience to a routine problem
P Decision (Programmed)
Budget
Incremental Change
Core Competency
27. The process of taking a new idea and putting it into practice.
Accountability
Uncertain Environment
Job Performance
Innovation
28. The process of setting objectives and determining what should be done to accomplish them.
CoC (Chain of Command)
Psychological Contract
Planning
Action Research
29. A collaborative process of collecting data - using it for action planning - and evaluating the results.
Human Skill
Action Research
Exporting
Planned Change
30. Ability x Support x Effort
Mentoring
Prejudice
Performance
Job Burnout
31. The ability to work well in cooperation with other people.
Knowledge Worker
Crisis
Human Skill
Risk Environment
32. A shared set of beliefs - values - and patterns of behavior common to a group of people
Culture
Job Burnout
Systematic Thinking
Information System
33. Comes from operating in successful ways that are difficult to imitate.
Competitive Advantage
Incremental Change
Job Burnout
nAff
34. Is by acquiring suppliers and distributors
CoC (Chain of Command)
Job Performance
(Growth through) Vertical Integration
QWL (Quality of Worklife)
35. Found in job context - such as working conditions - interpersonal relations - organizational policies - and salary.
Hygiene (factor)
Modeling
Delegation
Subsystem
36. Oversees the work of large departments or divisions.
Functional Chimney Problem
Procedure
Middle Manager
Strength Weakness Opportunity Threats
37. Links all persons with successively higher levels of authority.
Contingency Thinking
Prejudice
Network Structure
CoC (Chain of Command)
38. Contingency Model - Task Oriented/Relationship Oriented
Fred Fiedler
SoC (Span of Control)
Manager
Innovation
39. Increases job depth by adding work planning and evaluating duties normally performed by the supervisor.
Network Structure
Job Performance
Workforce Diversity
Job Enrichment
40. Demonstrates through personal behavior the job performance expected of others
Need
nPower
Synergy
Modeling
41. Boston Consulting Group - analyzes business opportunities according to market growth rate and market share
BCG Matrix
Mentoring
PC
Strength Weakness Opportunity Threats
42. The number of subordinates directly reporting to a manager
SoC (Span of Control)
Satisficing Decision
Reactive Change
nAff
43. Uses permanent and temporary cross-functional teams to improve lateral relations
Uncertain Environment
CoC (Chain of Command)
Team Structure
Organizing
44. The tendancy to consider one's culture as superior to others
Procedure
Intellectual Capital
(Growth through) Diversification
Ethnocentrism
45. Provides learning opportunities to acquire and improve job related skills
Subsystem
Training
Functional Chimney Problem
Cross functional team
46. Brings together members from different functional departments
(Growth through) Vertical Integration
Innovation
Cross functional team
Refreezing
47. A plan that commits resources to projects or activities
Job Performance
Budget
Knowledge Worker
nPower
48. Behaviour followed by pleasant consequences is like to be repeated; behaviour followed by unpleasant work conditions is not.
Groupthink
Need
Law of Effect
Performance effectiveness
49. A tendency for highly cohesive teams to lose their evaluative capabilities
Satisfier (factor)
Groupthink
Organizing
Lifelong Learning
50. The set of expectations held by an individual about working relationships with the organization.
Decision
OBM (Organizational Business Modification)
Cross functional team
Psychological Contract