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

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






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






4. 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.






5. 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






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






7. 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.






8. areer growth - learning and development






9. A theory which states that satisfying the needs of workers is the key to productivity






10. Best suited to simple tasks






11. 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






12. Where most qualified people come from






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






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






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






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






17. 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






18. Allows employees to make decisions within specified limits.






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






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






21. Duties and responsibilities performed by an employee






22. Traditional plans offered by insurance companies that act as an intermediary between the patient and the healthcare provider. An example is Blue Cross which has a plan that pays for 80% of most medical expenses






23. Reacts to the situation as they arise.






24. 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






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






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






27. People train themselves






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






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






30. Top-recruiting method






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






32. 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.






33. To follow-up






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






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






36. 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






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






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






39. 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






40. Making an off-the-cut decision






41. Never quite making up one's mind






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






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






45. To plan






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






47. 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






48. Making a deliberate stepwise process to make decisions






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






50. A factor in a job environment that produces dissatisfation - usually reducing motivation. Fredrick Herzberg.