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Test your basic knowledge |
Supervisor Basics
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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. 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.
Carrot and Stick Method
Halo Effect
Material Safety Data Sheets (MSDS)
Family and Medical leave Act of 1993
2. Making an off-the-cut decision
Structured Empowerment
Unemployment Insurance
Impulsive Approach
Top Retention Factor
3. 1)Choice Among Alternatives 2)Specific Purpose 3)Course of Action
Managerial Decision
Top Retention Factor
Job Description
Internal Recruiting
4. 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
Equal Pay Act of 1963
Environmental Sexual Harassment
Human Relations Theory
Job Instruction Training (JIT)
5. 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
Counseling
Most Common Occupational Injuries
Perceptions
Public Distance
6. Where most qualified people come from
Structured Empowerment
Nonverbal Communication
In-House Job Referral
Job Fares
7. A procedure by which employees evaluate their own performance - usually as part of a performance appraisal process
Structured Empowerment
Formal Authority
EEOC (Equal Employment Opportunity Commission)
Employee Self-Appraisal
8. 2-3 feet
Personal Space
Job Specification
Impulsive Approach
Diversity
9. A list of the qualifications needed to perform a given job
Fact Finding
Most Common Occupational Injuries
Job Specification
Public Distance
10. 7-25 feet
Steps in the Evaluation Process
Public Distance
Peer Review
Health Maintenance Organizations (HMO's)
11. Belongs under social needs. Places human needs in a pyramid. As one's needs at the bottom of the pyramid are met - higher-level needs are encountered on several levels up through the top of the pyramid
Herarchy of Needs
Personal Space
Job Classifications
Conducting the Interview
12. On-the-scene recruiting where job seekers are - such as at schools and colleges.
Direct Recruiting
Counseling
Performance Evaluation and Performance Appraisal
Informal Authority
13. Arbitrations is the last step
Unemployment Insurance
Flex Style Management
Cafeteria Plans
Alternative Dispute Resolution
14. The name of a job - such as a cook or housekeeper
Job Titles
Transactional Leadership
Fee-for-Service Plan
Managers and Sexual Harassement
15. Should be organized as a series of written training plans - each representing a learnable - teachable segment of the job.
Mistakes to Avoid
Training Program
Indecisive Approach
Job Classifications
16. 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
Written Instructions
Transactional Leadership
Authority
17. To be influenced by one or more characteristics and extend them into an overall impression of a person.
Internal Recruiting
Halo Effect
Accommodation
Economic Person Theory
18. The authority that employees grant a supervisor to make the necessary decisions and carry them out.
Family and Medical leave Act of 1993
Real/Conferred Authority
Flexible Empowerment
Indecisive Approach
19. Allows employees to make decisions within specified limits.
Transformational Leadership
Cognitive Ability Test
Structured Empowerment
Most Common Occupational Injuries
20. Communication without words - as with signs - gestures - facial expressions - or body language
Nonverbal Communication
Training Plan
Perceptions
Preferred Provider Organizations (PPO's)
21. Gives financial support to retirees and their survivors if they have paid into the system for 10 years or more
Social Security
Authority
Direct Recruiting
Job Loading
22. 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
Steps in the Evaluation Process
EEOC (Equal Employment Opportunity Commission)
Job Analysis
Environmental Sexual Harassment
23. Best when precise figures or a lot of detail is involved
Mistakes to Avoid
Written Instructions
Employee Assistance Program (EAP
EEOC (Equal Employment Opportunity Commission)
24. The number of employees that a manger supervises directly.
EEOC (Equal Employment Opportunity Commission)
Human Relations Theory
Span of Control
Employee Self-Appraisal
25. 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
Generation X
Nonverbal Communication
Fee-for-Service Plan
Economic Person Theory
26. The group of Americans born in the 1980s and 1990s
Oral Order
Span of Control
Human Relations Theory
Generation Y
27. People train themselves
Employee Self-Appraisal
Transactional Leadership
Magic Apron Approach
Impulsive Approach
28. 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 -
Sexual Harassement
Transformational Leadership
Job Titles
Flex Style Management
29. A theory which states that satisfying the needs of workers is the key to productivity
Job Classifications
Human Relations Theory
Job Specification
Authority
30. Making decisions that feel right
Managers and Sexual Harassement
Logical Approaches
Intuitive Approach
Honesty/Integrity Test
31. Sprains/strains (most often involving the back)
Most Common Occupational Injuries
In-House Job Referral
Synergy
Managerial Decision
32. Leadership that motivates workers by appealing to their self-interest.
Confliction Prevention Root
Personal Space
Carrot and Stick Method
Transactional Leadership
33. Adding more work to a job without increasing interest - challenge or reward
Job Loading
Logical Approaches
Structured Empowerment
Flex Style Management
34. areer growth - learning and development
Mediation
Top Retention Factor
Employee Assistance Program (EAP
Job Specification
35. People are counter productive - dislike and avoid work and must be coerced - controlled - directed - threatened with punishment.
Job
Confliction Prevention Root
Theory X
Coaching
36. Best suited to simple tasks
Synergy
Equal Pay Act of 1963
Worker's Compensation
Oral Order
37. Start off with a bit of small talk - Encourage them to comment on your judgement
Job Instruction Training (JIT)
Job Fares
Conducting the Interview
Retraining
38. A detailed plan for carrying out employe training for a unit of work
Unity of Command
Fee-for-Service Plan
Job Titles
Training Plan
39. Leadership that motivates workers by appealing to their higher-order needs - such as providing workers with meaningful - interesting and challenging jobs - and acting as a coach and mentor.
Transformational Leadership
Formal Authority
Family and Medical leave Act of 1993
Job Fares
40. 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
Top Retention Factor
Accountability
Job Loading
Turnover and Retention Dollar Amounts
41. To plan
Magic Apron Approach
First Step in Delegation?
Fee-for-Service Plan
Transformational Leadership
42. Generating ideas without considering their drawbacks - limitations - or consequences (typically a group activity)
Brainstorming
Job Classifications
Training Plan
Health Maintenance Organizations (HMO's)
43. Reacts to the situation as they arise.
Last Step in Delegation?
Retraining
Unemployment Insurance
Flex Style Management
44. A neutral third party person or team from outside the organization examines the facts of the complaint and presents them in a report
Mistakes to Avoid
Flex Style Management
Fact Finding
Public Distance
45. To follow-up
Job Loading
Synergy
Flexible Empowerment
Last Step in Delegation?
46. 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
Job Analysis
Job Loading
Environmental Sexual Harassment
Mistakes to Avoid
47. 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
Exempt Employees
Logical Approaches
Employee Referral Program
Cognitive Ability Test
48. 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
How to Make Good Decisions
Dissatisfier
Job
Training Plan
49. Involves a customer or client and an employee
Unity of Command
Third-Party Sexual Harassment
Managers and Sexual Harassement
Performance Evaluation and Performance Appraisal
50. A process involving observation of employee performance and conversation on job performance between the manager and the employee
Coaching
Job Enrichment
Managers and Sexual Harassement
EEOC (Equal Employment Opportunity Commission)
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