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Test your basic knowledge |
Supervisor Basics
Start Test
Study First
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. Leadership that motivates workers by appealing to their self-interest.
Formal Authority
Environmental Sexual Harassment
Transactional Leadership
Cognitive Ability Test
2. A neutral third party person or team from outside the organization examines the facts of the complaint and presents them in a report
Coaching
Employee Self-Appraisal
Fact Finding
Last Step in Delegation?
3. 2-3 feet
Social Security
Theory X
Personal Space
Dehiring
4. Leadership that motivates workers by appealing to their higher-order needs - such as providing workers with meaningful - interesting and challenging jobs - and acting as a coach and mentor.
Training Plan
Top Retention Factor
Fact Finding
Transformational Leadership
5. The organizational principle that teach person should have only one boss.
Nonverbal Communication
Internal Recruiting
Unity of Command
Third-Paty Investigations
6. An employee can "select" the parts of a plan that they want
Most Common Occupational Injuries
Cafeteria Plans
Turnover and Retention Dollar Amounts
EEOC (Equal Employment Opportunity Commission)
7. 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
Human Relations Theory
Formal Authority
Exempt Employees
Oral Order
8. Duties and responsibilities performed by an employee
Third-Party Sexual Harassment
Personal Space
Peer Review
Position
9. Communication without words - as with signs - gestures - facial expressions - or body language
Exempt Employees
Motivation
Nonverbal Communication
Structured Empowerment
10. 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
Exempt Employees
Managerial Decision
Position
Cardinal Rules
11. A process involving observation of employee performance and conversation on job performance between the manager and the employee
Coaching
Family and Medical leave Act of 1993
Steps in the Evaluation Process
Title VII - Civil Rights Act
12. Employees who are paid by the hour and are not exempt from federal and state wage and hour laws.
Halo Effect
Job Analysis
Mediation
Non-Exempt Employees
13. A second philosophy of motivation is to combine fear with incentive reward for good performance - punishment for bad
Carrot and Stick Method
Counseling
Halo Effect
In-House Job Referral
14. Tests that measure intelligence
Family and Medical leave Act of 1993
Cognitive Ability Test
Training Program
Job Loading
15. areer growth - learning and development
Conducting the Interview
Exempt Employees
Human Relations Theory
Top Retention Factor
16. The groups of Americans from age 29 through 43 - born between the late 1960s and 1980
Halo Effect
Job Classifications
Generation X
Generation Y
17. A list of the qualifications needed to perform a given job
Public Distance
Retraining
Job Specification
Employee Self-Appraisal
18. The authority granted by virtue of a person's position within an organization
Formal Authority
Position
Internal Recruiting
Managerial Decision
19. 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
Environmental Sexual Harassment
Conducting the Interview
Job Specification
Managerial Decision
20. 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.
Third-Party Sexual Harassment
Job Analysis
Halo Effect
Most Common Occupational Injuries
21. 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
Controlling
Job Enrichment
Performance Evaluation and Performance Appraisal
Structured Empowerment
22. A counseling program available to employees to provide confidential and professional counseling and referral
EEOC (Equal Employment Opportunity Commission)
Training Plan
Employee Assistance Program (EAP
Motivation
23. Best suited to simple tasks
Unemployment Insurance
Synergy
Oral Order
Job Enrichment
24. The authority that employees grant a supervisor to make the necessary decisions and carry them out.
Nonverbal Communication
Flexible Empowerment
Real/Conferred Authority
Economic Person Theory
25. A process sued to help employees who are performing poorly because of personal problems such as substance abuse
Job Analysis
Counseling
Structured Empowerment
Impulsive Approach
26. 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
Position
Performance Evaluation and Performance Appraisal
Material Safety Data Sheets (MSDS)
Theory Y
27. A theory which states that satisfying the needs of workers is the key to productivity
Retraining
Cafeteria Plans
Human Relations Theory
Employee Referral Program
28. The why of behavior; the energizer that makes people behave as they do. It comes from within. Find out what each individual responds to.
Motivation
Dehiring
Preferred Provider Organizations (PPO's)
Public Distance
29. Offer full service medical services to employees and their families. Are the most cost-effective and more popular
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30. 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
Dehiring
Last Step in Delegation?
Steps in the Evaluation Process
Job Fares
31. 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
Job Enrichment
Turnover and Retention Dollar Amounts
Alternative Dispute Resolution
Cognitive Ability Test
32. Employees have the opportunity to meet with managers to discuss issues
Steps in the Evaluation Process
Open Door Policy
Transactional Leadership
Job Classifications
33. Groupings of a similar nature and value to the company. Makes it easier to create job titles.
Job Classifications
Open Door Policy
Herarchy of Needs
Job Analysis
34. 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
Span of Control
Motivation
Perceptions
In-House Job Referral
35. 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.
Human Relations Theory
Family and Medical leave Act of 1993
Public Distance
Nonverbal Communication
36. A periodic review and assessment of each employee's performance during a given period.
Real/Conferred Authority
Performance Evaluation and Performance Appraisal
Managerial Decision
Counseling
37. Medical groups of doctors and hospitals are contracted at a lower fee due to the larger number of patients
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38. 1) Preparing for evaluation 2) Making the evaluation 3) Sharing it with the worker 4) Providing follow-up
Turnover and Retention Dollar Amounts
Steps in the Evaluation Process
Structured Empowerment
Social Security
39. 4-7 feet
Dehiring
Counseling
Synergy
Social Distance
40. A panel of employees - or employees and managers - work together to resolve the employee complaints
Oral Order
Non-Exempt Employees
Peer Review
Employee Referral Program
41. 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
Halo Effect
Intuitive Approach
Equal Pay Act of 1963
Steps in the Evaluation Process
42. Involves a customer or client and an employee
Job
Training Program
Human Relations Theory
Third-Party Sexual Harassment
43. Generating ideas without considering their drawbacks - limitations - or consequences (typically a group activity)
Indecisive Approach
Brainstorming
Training Program
Job Specification
44. A lack of direct - properly handled conflict. Communication is key.
Third-Paty Investigations
Confliction Prevention Root
Training Program
Preferred Provider Organizations (PPO's)
45. Tests - which are designed to measure an applicant's propensity toward undesirable behaviors such as lying - stealing and taking drugs or abusing alcohol.
Real/Conferred Authority
Honesty/Integrity Test
Magic Apron Approach
Worker's Compensation
46. 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.
Theory Y
Accommodation
Managerial Decision
Diversity
47. To be influenced by one or more characteristics and extend them into an overall impression of a person.
Alternative Dispute Resolution
Halo Effect
Dissatisfier
Environmental Sexual Harassment
48. Gives employees more scope in making decisions to give outstanding guest service
Family and Medical leave Act of 1993
Training Program
Flexible Empowerment
Equal Pay Act of 1963
49. 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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50. As a manger you need to be able to recognize and confront.
Accommodation
Direct Recruiting
Worker's Compensation
Managers and Sexual Harassement