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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. The name of a job - such as a cook or housekeeper
Social Security
Flex Style Management
Informal Authority
Job Titles
2. Gives financial support to employees who are laid off for reasons they cannot control
Synergy
Span of Control
Unemployment Insurance
Peer Review
3. Sprains/strains (most often involving the back)
Health Maintenance Organizations (HMO's)
Most Common Occupational Injuries
Conducting the Interview
Alternative Dispute Resolution
4. 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
Indecisive Approach
Fee-for-Service Plan
Age/Discrimination in Employment Act of 1967
Last Step in Delegation?
5. Possessing the rights and powers needed to make the decisions and take requisite actions to get a job done.
Authority
Employee Self-Appraisal
Top Retention Factor
Flex Style Management
6. Generating ideas without considering their drawbacks - limitations - or consequences (typically a group activity)
Intuitive Approach
Health Maintenance Organizations (HMO's)
Brainstorming
Flexible Empowerment
7. Employees have the opportunity to meet with managers to discuss issues
Social Distance
Open Door Policy
Diversity
Unity of Command
8. Searching for job applicants from within an operation
Mistakes to Avoid
Job Classifications
Internal Recruiting
Coaching
9. Best suited to simple tasks
Benefits of Training
Accountability
Oral Order
Sexual Harassement
10. 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.
Synergy
Title VII - Civil Rights Act
First Step in Delegation?
Perceptions
11. Offer full service medical services to employees and their families. Are the most cost-effective and more popular
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12. On-the-scene recruiting where job seekers are - such as at schools and colleges.
Direct Recruiting
Formal Groups
Open Door Policy
Carrot and Stick Method
13. People are counter productive - dislike and avoid work and must be coerced - controlled - directed - threatened with punishment.
Motivation
Worker's Compensation
Theory X
Job Analysis
14. Determination of the content of a given job by breaking it down into units (work sequences) and identifying the tasks that makes up each unit.
Preferred Provider Organizations (PPO's)
Sexual Harassement
Employee Assistance Program (EAP
Job Analysis
15. A procedure by which employees evaluate their own performance - usually as part of a performance appraisal process
Preferred Provider Organizations (PPO's)
EEOC (Equal Employment Opportunity Commission)
Accommodation
Employee Self-Appraisal
16. To be influenced by one or more characteristics and extend them into an overall impression of a person.
Halo Effect
Exempt Employees
Fee-for-Service Plan
Herarchy of Needs
17. 4-7 feet
Family and Medical leave Act of 1993
Social Distance
Position
Training Plan
18. The authority granted by virtue of a person's position within an organization
Dissatisfier
Job Fares
Formal Authority
Mediation
19. Insurance paid by the employer that gives medical car - income continuation - and rehabilitation expenses for people who sustain job-related injuries or sickness
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20. A neutral third party person or team from outside the organization examines the facts of the complaint and presents them in a report
Job Enrichment
Coaching
Fact Finding
Third-Party Sexual Harassment
21. A panel of employees - or employees and managers - work together to resolve the employee complaints
Job Classifications
Peer Review
Alternative Dispute Resolution
Internal Recruiting
22. Arbitrations is the last step
Oral Order
Alternative Dispute Resolution
Accommodation
Interviewing
23. The number of employees that a manger supervises directly.
Accommodation
Mistakes to Avoid
First Step in Delegation?
Span of Control
24. The why of behavior; the energizer that makes people behave as they do. It comes from within. Find out what each individual responds to.
Title VII - Civil Rights Act
EEOC (Equal Employment Opportunity Commission)
Motivation
Logical Approaches
25. A counseling program available to employees to provide confidential and professional counseling and referral
Motivation
Internal Recruiting
Peer Review
Employee Assistance Program (EAP
26. Is so much more than just Culture - ethnic group - race - religion - language - age - gender - physical abilities and qualities and sexual orientation.
Diversity
Managers and Sexual Harassement
Formal Authority
Transactional Leadership
27. 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 -
Job Classifications
Managerial Decision
Cafeteria Plans
Sexual Harassement
28. Making an off-the-cut decision
Formal Authority
Impulsive Approach
Benefits of Training
Managers and Sexual Harassement
29. Allows employees to make decisions within specified limits.
Structured Empowerment
Job Description
Environmental Sexual Harassment
Direct Recruiting
30. Adding more work to a job without increasing interest - challenge or reward
Title VII - Civil Rights Act
Job Loading
Personal Space
Job
31. A list of the qualifications needed to perform a given job
Most Common Occupational Injuries
Counseling
Real/Conferred Authority
Job Specification
32. 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
Mediation
Job Instruction Training (JIT)
Retraining
Intuitive Approach
33. 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
Impulsive Approach
Generation Y
Turnover and Retention Dollar Amounts
Span of Control
34. 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
How to Make Good Decisions
Public Distance
Open Door Policy
35. Employees who are paid by the hour and are not exempt from federal and state wage and hour laws.
Non-Exempt Employees
Economic Person Theory
Social Security
Span of Control
36. The group of Americans born in the 1980s and 1990s
Generation Y
Position
Equal Pay Act of 1963
Perceptions
37. Tests that measure intelligence
Last Step in Delegation?
Cognitive Ability Test
Employee Self-Appraisal
Generation Y
38. Medical groups of doctors and hospitals are contracted at a lower fee due to the larger number of patients
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39. 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
Real/Conferred Authority
How to Make Good Decisions
Cafeteria Plans
Written Instructions
40. 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
Honesty/Integrity Test
Structured Empowerment
Perceptions
Third-Party Sexual Harassment
41. Top-recruiting method
Honesty/Integrity Test
Diversity
Job Fares
Steps in the Evaluation Process
42. 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
Exempt Employees
Internal Recruiting
Informal Authority
43. 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
Open Door Policy
Fact Finding
Accommodation
Job Enrichment
44. People train themselves
Turnover and Retention Dollar Amounts
Transactional Leadership
Magic Apron Approach
Family and Medical leave Act of 1993
45. A worker's obligation to a supervisor to carry out the responsibilities delegated and to produce the results expected
Alternative Dispute Resolution
Cafeteria Plans
Cardinal Rules
Accountability
46. Reacts to the situation as they arise.
Flex Style Management
Job
Employee Self-Appraisal
Controlling
47. 1)Choice Among Alternatives 2)Specific Purpose 3)Course of Action
Impulsive Approach
Managerial Decision
Nonverbal Communication
Accommodation
48. The actions of two or more people to achieve outcomes that each is individually incapable of achieving
Synergy
Exempt Employees
Controlling
In-House Job Referral
49. Money is the only thing that people work for. Fredrick Taylor was the most influential advocate
Economic Person Theory
Environmental Sexual Harassment
Transformational Leadership
Job Loading
50. A specific group of tasks prescribed as a unit of work
Job
Job Description
Environmental Sexual Harassment
Preferred Provider Organizations (PPO's)