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. Sprains/strains (most often involving the back)






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






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






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






5. 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.






6. 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






7. Never quite making up one's mind






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






9. 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






10. Making decisions that feel right






11. Arbitrations is the last step






12. 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






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






14. 2-3 feet






15. 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.






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






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






18. Duties and responsibilities performed by an employee






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






20. People train themselves






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

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22. 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






23. 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






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






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






26. 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






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






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






29. Making a deliberate stepwise process to make decisions






30. Gives financial support to retirees and their survivors if they have paid into the system for 10 years or more






31. A specific group of tasks prescribed as a unit of work






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






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






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






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






36. Should be organized as a series of written training plans - each representing a learnable - teachable segment of the job.






37. 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.






38. A neutral third party - from inside or outside the organization - confidently investigates complaints and proposes resolutions






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






40. 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






41. A second philosophy of motivation is to combine fear with incentive reward for good performance - punishment for bad






42. Making an off-the-cut decision






43. 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






44. 1)Define the problem 2)Analyze the problem 3)Develop alternative solutions 4)Decide on the best solution 5)Convert the decision into action 6)Follow up






45. Reacts to the situation as they arise.






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






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






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






49. 4-7 feet






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