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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. 4-7 feet
Transactional Leadership
Social Distance
Coaching
Structured Empowerment
2. On-the-scene recruiting where job seekers are - such as at schools and colleges.
Authority
Exempt Employees
Third-Party Sexual Harassment
Direct Recruiting
3. 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
Logical Approaches
Position
Retraining
Fee-for-Service Plan
4. People train themselves
Employee Assistance Program (EAP
Training Program
Magic Apron Approach
Indecisive Approach
5. 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
Family and Medical leave Act of 1993
Job Loading
How to Make Good Decisions
Unity of Command
6. The organizational principle that teach person should have only one boss.
Personal Space
Job Instruction Training (JIT)
Unity of Command
Job Loading
7. The name of a job - such as a cook or housekeeper
Job Titles
Unity of Command
Social Distance
Transactional Leadership
8. Gives employees more scope in making decisions to give outstanding guest service
Flexible Empowerment
Performance Evaluation and Performance Appraisal
Carrot and Stick Method
Employee Assistance Program (EAP
9. 1) Preparing for evaluation 2) Making the evaluation 3) Sharing it with the worker 4) Providing follow-up
Generation Y
Impulsive Approach
Steps in the Evaluation Process
EEOC (Equal Employment Opportunity Commission)
10. Tests - which are designed to measure an applicant's propensity toward undesirable behaviors such as lying - stealing and taking drugs or abusing alcohol.
Diversity
Human Relations Theory
Honesty/Integrity Test
Magic Apron Approach
11. 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
Material Safety Data Sheets (MSDS)
Most Common Occupational Injuries
Unity of Command
Perceptions
12. The why of behavior; the energizer that makes people behave as they do. It comes from within. Find out what each individual responds to.
Equal Pay Act of 1963
Motivation
Mistakes to Avoid
Diversity
13. Gives financial support to retirees and their survivors if they have paid into the system for 10 years or more
Job Instruction Training (JIT)
Social Security
Worker's Compensation
Theory X
14. Never quite making up one's mind
Internal Recruiting
Social Distance
Mediation
Indecisive Approach
15. A process sued to help employees who are performing poorly because of personal problems such as substance abuse
Counseling
Coaching
Controlling
Accountability
16. Work groups established by the company. Include committees - group meetings - work teams and task forces
Mistakes to Avoid
Formal Groups
Controlling
Counseling
17. Communication without words - as with signs - gestures - facial expressions - or body language
Nonverbal Communication
Accommodation
Personal Space
Benefits of Training
18. Gives managers more time to manage
Benefits of Training
Material Safety Data Sheets (MSDS)
Employee Self-Appraisal
Magic Apron Approach
19. A lack of direct - properly handled conflict. Communication is key.
Confliction Prevention Root
Motivation
Unemployment Insurance
Transformational Leadership
20. The authority granted by virtue of a person's position within an organization
Third-Paty Investigations
Counseling
Real/Conferred Authority
Formal Authority
21. 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.
Last Step in Delegation?
Managerial Decision
Transformational Leadership
Job Instruction Training (JIT)
22. Leadership that motivates workers by appealing to their self-interest.
Job
Accountability
Transactional Leadership
Transformational Leadership
23. Best suited to simple tasks
Cafeteria Plans
Oral Order
Controlling
Generation X
24. Employees have the opportunity to meet with managers to discuss issues
Cognitive Ability Test
Open Door Policy
Logical Approaches
Job Specification
25. Groupings of a similar nature and value to the company. Makes it easier to create job titles.
First Step in Delegation?
Job Classifications
Dehiring
Preferred Provider Organizations (PPO's)
26. The groups of Americans from age 29 through 43 - born between the late 1960s and 1980
Intuitive Approach
Generation X
Turnover and Retention Dollar Amounts
Indecisive Approach
27. An employee can "select" the parts of a plan that they want
Perceptions
Cafeteria Plans
Managers and Sexual Harassement
Counseling
28. 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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29. Duties and responsibilities performed by an employee
Job Instruction Training (JIT)
Preferred Provider Organizations (PPO's)
Position
Counseling
30. A process involving observation of employee performance and conversation on job performance between the manager and the employee
Span of Control
Halo Effect
Title VII - Civil Rights Act
Coaching
31. As a manger you need to be able to recognize and confront.
Job Instruction Training (JIT)
Managers and Sexual Harassement
Accommodation
Transformational Leadership
32. Unwelcome advances - requests for sexual favors and other verbal or physical conduct of a sexual nature when compliance with nay of these acts is a conditions of employment - or when comments or physical contact create an intimidating - hostile -
Worker's Compensation
Alternative Dispute Resolution
Sexual Harassement
Motivation
33. A neutral third party - from inside or outside the organization - confidently investigates complaints and proposes resolutions
Generation Y
Last Step in Delegation?
Third-Paty Investigations
Managers and Sexual Harassement
34. Medical groups of doctors and hospitals are contracted at a lower fee due to the larger number of patients
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35. Searching for job applicants from within an operation
Internal Recruiting
Fact Finding
Retraining
Alternative Dispute Resolution
36. The actions of two or more people to achieve outcomes that each is individually incapable of achieving
Synergy
Fact Finding
Job Loading
Managers and Sexual Harassement
37. 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
Nonverbal Communication
Most Common Occupational Injuries
Confliction Prevention Root
Equal Pay Act of 1963
38. 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.
Employee Referral Program
Informal Authority
Carrot and Stick Method
Title VII - Civil Rights Act
39. Involves a customer or client and an employee
Third-Party Sexual Harassment
Synergy
Worker's Compensation
Interviewing
40. 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
Sexual Harassement
Human Relations Theory
Age/Discrimination in Employment Act of 1967
Job Instruction Training (JIT)
41. 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.
Employee Referral Program
Age/Discrimination in Employment Act of 1967
Managerial Decision
Benefits of Training
42. 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
EEOC (Equal Employment Opportunity Commission)
Turnover and Retention Dollar Amounts
Job Instruction Training (JIT)
Peer Review
43. A panel of employees - or employees and managers - work together to resolve the employee complaints
Formal Groups
Training Plan
Retraining
Peer Review
44. Possessing the rights and powers needed to make the decisions and take requisite actions to get a job done.
Job Specification
Motivation
Diversity
Authority
45. A second philosophy of motivation is to combine fear with incentive reward for good performance - punishment for bad
Turnover and Retention Dollar Amounts
Carrot and Stick Method
Job Loading
Training Program
46. Offer full service medical services to employees and their families. Are the most cost-effective and more popular
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47. Reacts to the situation as they arise.
Transactional Leadership
Cafeteria Plans
Flex Style Management
Job Instruction Training (JIT)
48. The person who - by virtue of having the support of the employees - is in charge.
Open Door Policy
Authority
Cardinal Rules
Informal Authority
49. The group of Americans born in the 1980s and 1990s
Generation Y
Equal Pay Act of 1963
Dissatisfier
Dehiring
50. A factor in a job environment that produces dissatisfation - usually reducing motivation. Fredrick Herzberg.
Dissatisfier
Title VII - Civil Rights Act
Informal Authority
Flexible Empowerment