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Test your basic knowledge |
Supervisor Basics
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Subject
:
business-skills
Instructions:
Answer 50 questions in 15 minutes.
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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. Making an off-the-cut decision
Flex Style Management
Age/Discrimination in Employment Act of 1967
Impulsive Approach
Family and Medical leave Act of 1993
2. The why of behavior; the energizer that makes people behave as they do. It comes from within. Find out what each individual responds to.
Human Relations Theory
Job Loading
Motivation
Direct Recruiting
3. A counseling program available to employees to provide confidential and professional counseling and referral
Span of Control
Halo Effect
Employee Assistance Program (EAP
Cafeteria Plans
4. Arbitrations is the last step
Human Relations Theory
Motivation
Alternative Dispute Resolution
Cafeteria Plans
5. A procedure by which employees evaluate their own performance - usually as part of a performance appraisal process
Sexual Harassement
Brainstorming
Non-Exempt Employees
Employee Self-Appraisal
6. 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
Accountability
Job Instruction Training (JIT)
Training Program
Job Description
7. A list of the qualifications needed to perform a given job
Job Specification
Controlling
Employee Assistance Program (EAP
EEOC (Equal Employment Opportunity Commission)
8. 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.
Equal Pay Act of 1963
Title VII - Civil Rights Act
Third-Party Sexual Harassment
Steps in the Evaluation Process
9. Duties and responsibilities performed by an employee
Benefits of Training
Position
Perceptions
Exempt Employees
10. 1) Preparing for evaluation 2) Making the evaluation 3) Sharing it with the worker 4) Providing follow-up
Fact Finding
Steps in the Evaluation Process
Generation Y
Conducting the Interview
11. 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
Age/Discrimination in Employment Act of 1967
Cardinal Rules
How to Make Good Decisions
Honesty/Integrity Test
12. Offer full service medical services to employees and their families. Are the most cost-effective and more popular
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13. Is so much more than just Culture - ethnic group - race - religion - language - age - gender - physical abilities and qualities and sexual orientation.
Retraining
Herarchy of Needs
Job Titles
Diversity
14. Best when precise figures or a lot of detail is involved
Formal Groups
Written Instructions
Training Program
Controlling
15. 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
Conducting the Interview
Material Safety Data Sheets (MSDS)
Mediation
Position
16. 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
Equal Pay Act of 1963
Flex Style Management
Indecisive Approach
Carrot and Stick Method
17. A process involving observation of employee performance and conversation on job performance between the manager and the employee
Coaching
Top Retention Factor
Impulsive Approach
Interviewing
18. 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
Unemployment Insurance
Accommodation
Cafeteria Plans
Social Distance
19. 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
Age/Discrimination in Employment Act of 1967
Perceptions
Brainstorming
Material Safety Data Sheets (MSDS)
20. 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.
Internal Recruiting
Employee Referral Program
Most Common Occupational Injuries
Carrot and Stick Method
21. Making a deliberate stepwise process to make decisions
Fact Finding
Economic Person Theory
Logical Approaches
Confliction Prevention Root
22. The name of a job - such as a cook or housekeeper
In-House Job Referral
Job Titles
Structured Empowerment
Carrot and Stick Method
23. A panel of employees - or employees and managers - work together to resolve the employee complaints
Transformational Leadership
Third-Paty Investigations
Unity of Command
Peer Review
24. Gives financial support to employees who are laid off for reasons they cannot control
Cafeteria Plans
Unemployment Insurance
Coaching
Direct Recruiting
25. A theory which states that satisfying the needs of workers is the key to productivity
Human Relations Theory
Job Specification
How to Make Good Decisions
EEOC (Equal Employment Opportunity Commission)
26. A factor in a job environment that produces dissatisfation - usually reducing motivation. Fredrick Herzberg.
Brainstorming
Dissatisfier
Transformational Leadership
First Step in Delegation?
27. Adding more work to a job without increasing interest - challenge or reward
Confliction Prevention Root
Generation Y
Social Distance
Job Loading
28. People train themselves
Oral Order
Magic Apron Approach
Fee-for-Service Plan
Intuitive Approach
29. The groups of Americans from age 29 through 43 - born between the late 1960s and 1980
Interviewing
Generation X
Brainstorming
Top Retention Factor
30. 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.
Job Analysis
Formal Groups
Job Classifications
Social Security
31. 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
Third-Paty Investigations
Personal Space
Managerial Decision
Exempt Employees
32. Generating ideas without considering their drawbacks - limitations - or consequences (typically a group activity)
Brainstorming
Non-Exempt Employees
Material Safety Data Sheets (MSDS)
Preferred Provider Organizations (PPO's)
33. A neutral third party person or team from outside the organization examines the facts of the complaint and presents them in a report
Human Relations Theory
Fact Finding
Interviewing
Open Door Policy
34. 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
Alternative Dispute Resolution
Dehiring
In-House Job Referral
Top Retention Factor
35. Best suited to simple tasks
Third-Paty Investigations
Oral Order
Magic Apron Approach
Structured Empowerment
36. 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
Last Step in Delegation?
Position
Turnover and Retention Dollar Amounts
Real/Conferred Authority
37. Leadership that motivates workers by appealing to their self-interest.
Position
Carrot and Stick Method
Retraining
Transactional Leadership
38. Tests - which are designed to measure an applicant's propensity toward undesirable behaviors such as lying - stealing and taking drugs or abusing alcohol.
Honesty/Integrity Test
Job
Span of Control
Intuitive Approach
39. Employees who are paid by the hour and are not exempt from federal and state wage and hour laws.
Third-Party Sexual Harassment
Indecisive Approach
Formal Groups
Non-Exempt Employees
40. The person who - by virtue of having the support of the employees - is in charge.
Steps in the Evaluation Process
Material Safety Data Sheets (MSDS)
Informal Authority
Intuitive Approach
41. Money is the only thing that people work for. Fredrick Taylor was the most influential advocate
Position
Economic Person Theory
Internal Recruiting
Flexible Empowerment
42. People are counter productive - dislike and avoid work and must be coerced - controlled - directed - threatened with punishment.
Theory X
Equal Pay Act of 1963
Human Relations Theory
Halo Effect
43. 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
EEOC (Equal Employment Opportunity Commission)
Family and Medical leave Act of 1993
Personal Space
Conducting the Interview
44. Tests that measure intelligence
Cognitive Ability Test
Motivation
Managerial Decision
Managers and Sexual Harassement
45. On-the-scene recruiting where job seekers are - such as at schools and colleges.
Job Instruction Training (JIT)
Direct Recruiting
Material Safety Data Sheets (MSDS)
Carrot and Stick Method
46. Searching for job applicants from within an operation
Preferred Provider Organizations (PPO's)
Synergy
Training Plan
Internal Recruiting
47. 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.
Nonverbal Communication
Job Enrichment
Retraining
Family and Medical leave Act of 1993
48. 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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49. A neutral third party - from inside or outside the organization - confidently investigates complaints and proposes resolutions
Third-Paty Investigations
Dehiring
Dissatisfier
Formal Authority
50. To plan
Title VII - Civil Rights Act
First Step in Delegation?
Formal Authority
Steps in the Evaluation Process
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