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. Don't do anything when you're angry






2. 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.






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






4. 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






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

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6. 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.






7. Generating ideas without considering their drawbacks - limitations - or consequences (typically a group activity)






8. Duties and responsibilities performed by an employee






9. 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.






10. Making decisions that feel right






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






12. 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






13. Reacts to the situation as they arise.






14. 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 -






15. 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






16. Searching for job applicants from within an operation






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






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






19. Best suited to simple tasks






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






21. 2-3 feet






22. Gives managers more time to manage






23. A worker's obligation to a supervisor to carry out the responsibilities delegated and to produce the results expected






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






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






26. People train themselves






27. 7-25 feet






28. 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






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






30. 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






31. 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






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






33. To plan






34. Top-recruiting method






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






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






37. Never quite making up one's mind






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






39. 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.






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






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






42. 4-7 feet






43. Arbitrations is the last step






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






45. 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






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






47. Age discrimination against those 40 years of age or older. Companies with 20 or more employees.






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






49. 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






50. 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