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Test your basic knowledge |
Supervisor Basics
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. Don't do anything when you're angry
Most Common Occupational Injuries
In-House Job Referral
Transformational Leadership
Mistakes to Avoid
2. Mandates 12 workweeks of leave in a consecutive year - for husband or wife upon birth or adoption of a child or sickness in the family. Companies with 50 or more employees.
Mediation
Job Analysis
Family and Medical leave Act of 1993
Sexual Harassement
3. On-the-scene recruiting where job seekers are - such as at schools and colleges.
Herarchy of Needs
Turnover and Retention Dollar Amounts
Synergy
Direct Recruiting
4. Employees - typically managerial personnel - who are not covered by the wag3e and hour laws and therefore do not earn overtime pay. Employee must spend 50% or more of time managing - supervises two or more employees - and is pad $250 or more per
Job Analysis
Exempt Employees
Family and Medical leave Act of 1993
Cardinal Rules
5. Medical groups of doctors and hospitals are contracted at a lower fee due to the larger number of patients
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6. Discrimination in all human resource activities based on race - color - gender - religion - or national origin; established Equal Employment Opportunity Commission to administer the law. Companies with 15 or more employees.
Title VII - Civil Rights Act
Last Step in Delegation?
Personal Space
Generation X
7. Generating ideas without considering their drawbacks - limitations - or consequences (typically a group activity)
Open Door Policy
Steps in the Evaluation Process
Brainstorming
Impulsive Approach
8. Duties and responsibilities performed by an employee
Position
Internal Recruiting
Turnover and Retention Dollar Amounts
Brainstorming
9. A program under which employees suggest to others that they apply for a job in their company. If a person referred gets a job - the employee often receives recompense.
Employee Referral Program
Carrot and Stick Method
Public Distance
Diversity
10. Making decisions that feel right
Intuitive Approach
Impulsive Approach
First Step in Delegation?
Oral Order
11. The groups of Americans from age 29 through 43 - born between the late 1960s and 1980
Accountability
Generation X
Steps in the Evaluation Process
Mediation
12. Traditional plans offered by insurance companies that act as an intermediary between the patient and the healthcare provider. An example is Blue Cross which has a plan that pays for 80% of most medical expenses
Fee-for-Service Plan
Job Fares
Generation Y
Theory Y
13. Reacts to the situation as they arise.
Diversity
First Step in Delegation?
Alternative Dispute Resolution
Flex Style Management
14. Unwelcome advances - requests for sexual favors and other verbal or physical conduct of a sexual nature when compliance with nay of these acts is a conditions of employment - or when comments or physical contact create an intimidating - hostile -
Benefits of Training
Job Description
First Step in Delegation?
Sexual Harassement
15. Showing and telling the trainee what to do and how to do it - and having the trainee actually do it and do it right in a given operation
Job Instruction Training (JIT)
Brainstorming
Fee-for-Service Plan
Employee Assistance Program (EAP
16. Searching for job applicants from within an operation
Job
Internal Recruiting
Job Classifications
Dehiring
17. A factor in a job environment that produces dissatisfation - usually reducing motivation. Fredrick Herzberg.
In-House Job Referral
Oral Order
Dissatisfier
Human Relations Theory
18. A procedure by which employees evaluate their own performance - usually as part of a performance appraisal process
Diversity
Environmental Sexual Harassment
Employee Self-Appraisal
Job Loading
19. Best suited to simple tasks
Job Description
Third-Party Sexual Harassment
Transactional Leadership
Oral Order
20. The number of employees that a manger supervises directly.
Cafeteria Plans
Employee Self-Appraisal
Span of Control
Structured Empowerment
21. 2-3 feet
Personal Space
Age/Discrimination in Employment Act of 1967
Social Security
Dissatisfier
22. Gives managers more time to manage
Cognitive Ability Test
Flex Style Management
Performance Evaluation and Performance Appraisal
Benefits of Training
23. A worker's obligation to a supervisor to carry out the responsibilities delegated and to produce the results expected
Formal Authority
Transactional Leadership
Accountability
Unemployment Insurance
24. Money is the only thing that people work for. Fredrick Taylor was the most influential advocate
Steps in the Evaluation Process
Third-Paty Investigations
Preferred Provider Organizations (PPO's)
Economic Person Theory
25. The organizational principle that teach person should have only one boss.
Job
Managerial Decision
Unity of Command
Oral Order
26. People train themselves
Generation X
Magic Apron Approach
Cardinal Rules
Fact Finding
27. 7-25 feet
Transactional Leadership
Magic Apron Approach
Public Distance
Economic Person Theory
28. Necessary when workers are not measuring up to standards - when a new method or menu or piece of equipment is introduced - or when a worker asks for it. It takes place whenever it is needed
Equal Pay Act of 1963
Job Fares
Retraining
Carrot and Stick Method
29. A periodic review and assessment of each employee's performance during a given period.
Performance Evaluation and Performance Appraisal
Generation X
Transactional Leadership
Job Loading
30. Was established in 1978 as a central authority - responsible for leading and coordinating the efforts of federal departments and agencies to enforce all laws relating to equal employment opportunity without regard to race - color - religion - sex
Position
EEOC (Equal Employment Opportunity Commission)
Training Program
Conducting the Interview
31. How people interpret things (situations - events - people etc) We all see things differently inside and outside of a situation. It is how people interpret - or perceive - a situation that determines whether or not a conflict will arise
In-House Job Referral
Perceptions
Real/Conferred Authority
Synergy
32. Work groups established by the company. Include committees - group meetings - work teams and task forces
Open Door Policy
Mistakes to Avoid
Formal Groups
In-House Job Referral
33. To plan
Third-Party Sexual Harassment
First Step in Delegation?
Social Distance
Oral Order
34. Top-recruiting method
Job Fares
Oral Order
Herarchy of Needs
Age/Discrimination in Employment Act of 1967
35. Employees have the opportunity to meet with managers to discuss issues
Transactional Leadership
Nonverbal Communication
Open Door Policy
Performance Evaluation and Performance Appraisal
36. The actions of two or more people to achieve outcomes that each is individually incapable of achieving
EEOC (Equal Employment Opportunity Commission)
Synergy
Sexual Harassement
Span of Control
37. Never quite making up one's mind
Herarchy of Needs
Retraining
Job Enrichment
Indecisive Approach
38. Gives financial support to employees who are laid off for reasons they cannot control
Retraining
Unemployment Insurance
Turnover and Retention Dollar Amounts
Open Door Policy
39. Work is natural; people do not inherently dislike work. People will work at their own accord toward objectives. People become committed and figure out and solve the problem without management having to tell them.
Dissatisfier
Alternative Dispute Resolution
Performance Evaluation and Performance Appraisal
Theory Y
40. The authority that employees grant a supervisor to make the necessary decisions and carry them out.
Written Instructions
Structured Empowerment
Employee Self-Appraisal
Real/Conferred Authority
41. People are counter productive - dislike and avoid work and must be coerced - controlled - directed - threatened with punishment.
Title VII - Civil Rights Act
Preferred Provider Organizations (PPO's)
Theory X
Internal Recruiting
42. 4-7 feet
Informal Authority
Conducting the Interview
Accommodation
Social Distance
43. Arbitrations is the last step
Informal Authority
Alternative Dispute Resolution
Exempt Employees
Authority
44. A process sued to help employees who are performing poorly because of personal problems such as substance abuse
Counseling
Magic Apron Approach
Mediation
Job Loading
45. A voluntary and confidential process in which a neutral third-party facilitator trained in techniques negotiates a mutually acceptable settlement. The steps in the process are gathering information - framing the issues - developing options - negot
Steps in the Evaluation Process
Synergy
Non-Exempt Employees
Mediation
46. As a manger you need to be able to recognize and confront.
Accommodation
Impulsive Approach
Position
Managers and Sexual Harassement
47. Age discrimination against those 40 years of age or older. Companies with 20 or more employees.
Dehiring
Halo Effect
Health Maintenance Organizations (HMO's)
Age/Discrimination in Employment Act of 1967
48. Leadership that motivates workers by appealing to their self-interest.
Employee Assistance Program (EAP
Transactional Leadership
Honesty/Integrity Test
Managers and Sexual Harassement
49. Shifting the way things are done so as to provide more responsibility for one's own work and more opportunity for achievement - for recognizing - for learning - and for growth
Steps in the Evaluation Process
Top Retention Factor
Theory Y
Job Enrichment
50. A type of sexual harassment in which comments or innuendos of a sexual nature - or physical contact - are considered a violation when they interfere with an employee's work performance or create an intimidating - hostile or offensive working envir
First Step in Delegation?
Job Enrichment
Intuitive Approach
Environmental Sexual Harassment