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. 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






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






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






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






5. 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






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


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






8. 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






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






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






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






12. 4-7 feet






13. 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






14. 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.






15. To follow-up






16. Insurance paid by the employer that gives medical car - income continuation - and rehabilitation expenses for people who sustain job-related injuries or sickness


17. Gives employees more scope in making decisions to give outstanding guest service






18. The group of Americans born in the 1980s and 1990s






19. Making an off-the-cut decision






20. Never quite making up one's mind






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.






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






23. The name of a job - such as a cook or housekeeper






24. Searching for job applicants from within an operation






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






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






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






28. Allows employees to make decisions within specified limits.






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






30. 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






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






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






33. 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.






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






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






36. 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






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






38. 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.






39. 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.






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






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






42. 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 -






43. 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






44. Making decisions that feel right






45. 1) Preparing for evaluation 2) Making the evaluation 3) Sharing it with the worker 4) Providing follow-up






46. Arbitrations is the last step






47. Reacts to the situation as they arise.






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






49. 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






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