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






2. 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






3. 1)Choice Among Alternatives 2)Specific Purpose 3)Course of Action






4. areer growth - learning and development






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






6. Leadership that motivates workers by appealing to their self-interest.






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






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






9. 2-3 feet






10. 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






11. Arbitrations is the last step






12. 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






13. Best suited to simple tasks






14. A detailed plan for carrying out employe training for a unit of work






15. 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






16. 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






17. 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






18. A counseling program available to employees to provide confidential and professional counseling and referral






19. 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






20. 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.






21. People are counter productive - dislike and avoid work and must be coerced - controlled - directed - threatened with punishment.






22. 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






23. A process sued to help employees who are performing poorly because of personal problems such as substance abuse






24. Communication without words - as with signs - gestures - facial expressions - or body language






25. Gives financial support to employees who are laid off for reasons they cannot control






26. 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.






27. Never quite making up one's mind






28. Allows employees to make decisions within specified limits.






29. A panel of employees - or employees and managers - work together to resolve the employee complaints






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






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






32. A reduction in motivation. Avoiding termination by making an employee want to leave - often by withdrawing work or suggesting that the person look elsewhere for a job






33. 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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34. Employees have the opportunity to meet with managers to discuss issues






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






36. As a manger you need to be able to recognize and confront.






37. Adding more work to a job without increasing interest - challenge or reward






38. To follow-up






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






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






41. Searching for job applicants from within an operation






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






43. Where most qualified people come from






44. Tests that measure intelligence






45. 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.






46. 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






47. 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.






48. Gives financial support to retirees and their survivors if they have paid into the system for 10 years or more






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






50. Reacts to the situation as they arise.