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






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






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






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






5. Making a deliberate stepwise process to make decisions






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






7. The person who - by virtue of having the support of the employees - is in charge.






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






9. To follow-up






10. Best suited to simple tasks






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






12. Gives employees more scope in making decisions to give outstanding guest service






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






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






15. 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






16. 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






17. 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.






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






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






20. Making an off-the-cut decision






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






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






23. 7-25 feet






24. A written statement of the duties performed and responsibilities for a given position - and used to provide opportunity for achievement - recognition - learning and growth.






25. 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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26. To plan






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






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






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






30. Arbitrations is the last step






31. Where most qualified people come from






32. Best when precise figures or a lot of detail is involved






33. Reacts to the situation as they arise.






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






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






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






37. 2-3 feet






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






39. areer growth - learning and development






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






41. The why of behavior; the energizer that makes people behave as they do. It comes from within. Find out what each individual responds to.






42. Offer full service medical services to employees and their families. Are the most cost-effective and more popular

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43. A simple rule to follow is if it's not job related - don't ask.






44. 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






45. Groupings of a similar nature and value to the company. Makes it easier to create job titles.






46. Duties and responsibilities performed by an employee






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






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






49. Making decisions that feel right






50. An information sheet put out by the manufacturer of a hazardous product that explains what a product is - why it is hazardous - and how it can be used safely