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. 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.






2. Tests - which are designed to measure an applicant's propensity toward undesirable behaviors such as lying - stealing and taking drugs or abusing alcohol.






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






4. 7-25 feet






5. A process involving observation of employee performance and conversation on job performance between the manager and the employee






6. 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






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






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






9. Medical groups of doctors and hospitals are contracted at a lower fee due to the larger number of patients


10. 4-7 feet






11. areer growth - learning and development






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






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






14. 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






15. 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






16. 2-3 feet






17. Tests that measure intelligence






18. The name of a job - such as a cook or housekeeper






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






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






21. A periodic review and assessment of each employee's performance during a given period.






22. Start off with a bit of small talk - Encourage them to comment on your judgement






23. Allows employees to make decisions within specified limits.






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.






25. 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.






26. 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






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






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






29. A neutral third party person or team from outside the organization examines the facts of the complaint and presents them in a report






30. Involves a customer or client and an employee






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






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






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






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






35. Don't do anything when you're angry






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






37. 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






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






39. Employees have the opportunity to meet with managers to discuss issues






40. 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






41. 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.






42. 1) Never steal one of their suggestions and use it as your own 2) If you cannot use a suggestion - explain why you can't - and express your appreciation






43. 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






44. 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






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






46. 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






47. On-the-scene recruiting where job seekers are - such as at schools and colleges.






48. Reacts to the situation as they arise.






49. The actions of two or more people to achieve outcomes that each is individually incapable of achieving






50. Insurance paid by the employer that gives medical car - income continuation - and rehabilitation expenses for people who sustain job-related injuries or sickness