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






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






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






5. 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






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






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






8. 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.






9. Top-recruiting method






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






11. 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.






12. Making an off-the-cut decision






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






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






15. Where most qualified people come from






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






17. 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






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






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






20. 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






21. Making decisions that feel right






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






23. 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






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






25. Reacts to the situation as they arise.






26. Making a deliberate stepwise process to make decisions






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






28. A list of the qualifications needed to perform a given job






29. People train themselves






30. To follow-up






31. Tests that measure intelligence






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






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






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






35. 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.






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






37. 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






38. 7-25 feet






39. Best suited to simple tasks






40. 4-7 feet






41. The authority granted by virtue of a person's position within an organization






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






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






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. 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






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






47. areer growth - learning and development






48. Allows employees to make decisions within specified limits.






49. 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






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