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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. 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






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






3. 7-25 feet






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






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






6. 4-7 feet






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






8. 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






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






10. 2-3 feet






11. 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 -






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






13. 1) Preparing for evaluation 2) Making the evaluation 3) Sharing it with the worker 4) Providing follow-up






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






15. 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






16. Best suited to simple tasks






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






18. 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






19. To plan






20. areer growth - learning and development






21. Arbitrations is the last step






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






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






24. 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






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






26. Never quite making up one's mind






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






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






29. Making a deliberate stepwise process to make decisions






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






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






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. 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.






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






35. Gives managers more time to manage






36. Making decisions that feel right






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






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






39. 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.






40. 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.






41. 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






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






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






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






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






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






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






48. Allows employees to make decisions within specified limits.






49. Top-recruiting method






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







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Can you answer 50 questions in 15 minutes?


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