Test your basic knowledge |

Supervisor Basics

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. Best when precise figures or a lot of detail is involved






2. Arbitrations is the last step






3. Possessing the rights and powers needed to make the decisions and take requisite actions to get a job done.






4. An employee can "select" the parts of a plan that they want






5. 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.






6. Money is the only thing that people work for. Fredrick Taylor was the most influential advocate






7. 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.






8. A written statement of the duties performed and responsibilities for a given position - and used to provide opportunity for achievement - recognition - learning and growth.






9. The why of behavior; the energizer that makes people behave as they do. It comes from within. Find out what each individual responds to.






10. Employees who are paid by the hour and are not exempt from federal and state wage and hour laws.






11. The group of Americans born in the 1980s and 1990s






12. To be influenced by one or more characteristics and extend them into an overall impression of a person.






13. 1)Define the problem 2)Analyze the problem 3)Develop alternative solutions 4)Decide on the best solution 5)Convert the decision into action 6)Follow up






14. 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






15. Making a deliberate stepwise process to make decisions






16. Involves a customer or client and an employee






17. Is so much more than just Culture - ethnic group - race - religion - language - age - gender - physical abilities and qualities and sexual orientation.






18. The authority that employees grant a supervisor to make the necessary decisions and carry them out.






19. Prohibits companies from paying different wags or salaries to men and women for jobs that require the same skills - efforts or responsibilities - and working conditions






20. Allows employees to make decisions within specified limits.






21. The person who - by virtue of having the support of the employees - is in charge.






22. Gives employees more scope in making decisions to give outstanding guest service






23. Should be organized as a series of written training plans - each representing a learnable - teachable segment of the job.






24. The groups of Americans from age 29 through 43 - born between the late 1960s and 1980






25. The authority granted by virtue of a person's position within an organization






26. A procedure by which employees evaluate their own performance - usually as part of a performance appraisal process






27. Best suited to simple tasks






28. 2-3 feet






29. The process by which leaders measure - evaluate - and compare results to goals and standards previously agreed upon - such as performance standards - and take corrective actin when necessary to stay on course






30. Work groups established by the company. Include committees - group meetings - work teams and task forces






31. A lack of direct - properly handled conflict. Communication is key.






32. A neutral third party - from inside or outside the organization - confidently investigates complaints and proposes resolutions






33. 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






34. 4-7 feet






35. Sprains/strains (most often involving the back)






36. 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






37. Making decisions that feel right






38. Gives managers more time to manage






39. The number of employees that a manger supervises directly.






40. A simple rule to follow is if it's not job related - don't ask.






41. To plan






42. At about $4 - 000 for an hourly paid employee and about $8 - 000 for a middle management position and $12 - 000 for a management position






43. 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






44. A factor in a job environment that produces dissatisfation - usually reducing motivation. Fredrick Herzberg.






45. Making an off-the-cut decision






46. The organizational principle that teach person should have only one boss.






47. Offer full service medical services to employees and their families. Are the most cost-effective and more popular

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48. A specific group of tasks prescribed as a unit of work






49. The result of low concern for your own interests or the interest of your group - which produces a lose-win outcome. The opposing party is allowed to satisfy their interest - while one's own interests are neglected






50. 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 -