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






2. The authority granted by virtue of a person's position within an organization






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






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






5. Leadership that motivates workers by appealing to their self-interest.






6. 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






7. Where most qualified people come from






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






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






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






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






12. 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






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






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






15. A simple rule to follow is if it's not job related - don't ask.






16. 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






17. 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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18. To follow-up






19. A panel of employees - or employees and managers - work together to resolve the employee complaints






20. 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






21. Reacts to the situation as they arise.






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






23. Duties and responsibilities performed by an employee






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






25. Tests - which are designed to measure an applicant's propensity toward undesirable behaviors such as lying - stealing and taking drugs or abusing alcohol.






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






27. To plan






28. Employees have the opportunity to meet with managers to discuss issues






29. Medical groups of doctors and hospitals are contracted at a lower fee due to the larger number of patients

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30. Making an off-the-cut decision






31. 4-7 feet






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






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






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






35. 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






36. 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






37. 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.






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






39. Is so much more than just Culture - ethnic group - race - religion - language - age - gender - physical abilities and qualities and sexual orientation.






40. 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






41. People train themselves






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






43. 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






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






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






46. 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






47. Allows employees to make decisions within specified limits.






48. Belongs under social needs. Places human needs in a pyramid. As one's needs at the bottom of the pyramid are met - higher-level needs are encountered on several levels up through the top of the pyramid






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






50. Top-recruiting method