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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. 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
Job Fares
Training Plan
Job Loading
2. Don't do anything when you're angry
Most Common Occupational Injuries
Logical Approaches
Mistakes to Avoid
Peer Review
3. As a manger you need to be able to recognize and confront.
Managers and Sexual Harassement
Social Security
Exempt Employees
Health Maintenance Organizations (HMO's)
4. Employees have the opportunity to meet with managers to discuss issues
Non-Exempt Employees
Theory Y
Open Door Policy
Magic Apron Approach
5. A simple rule to follow is if it's not job related - don't ask.
Direct Recruiting
Authority
Employee Referral Program
Interviewing
6. 2-3 feet
Dissatisfier
Health Maintenance Organizations (HMO's)
Personal Space
Diversity
7. The group of Americans born in the 1980s and 1990s
Job Analysis
Transactional Leadership
Generation Y
Managerial Decision
8. A detailed plan for carrying out employe training for a unit of work
Dissatisfier
Training Plan
Controlling
Retraining
9. Start off with a bit of small talk - Encourage them to comment on your judgement
Job Enrichment
Conducting the Interview
Controlling
Position
10. Groupings of a similar nature and value to the company. Makes it easier to create job titles.
Conducting the Interview
Job Classifications
Dehiring
Synergy
11. Is so much more than just Culture - ethnic group - race - religion - language - age - gender - physical abilities and qualities and sexual orientation.
Diversity
Human Relations Theory
Job Specification
Most Common Occupational Injuries
12. 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
Top Retention Factor
Job Enrichment
Controlling
Cognitive Ability Test
13. Generating ideas without considering their drawbacks - limitations - or consequences (typically a group activity)
Brainstorming
Position
Theory Y
Written Instructions
14. A second philosophy of motivation is to combine fear with incentive reward for good performance - punishment for bad
Performance Evaluation and Performance Appraisal
Benefits of Training
Carrot and Stick Method
Sexual Harassement
15. A procedure by which employees evaluate their own performance - usually as part of a performance appraisal process
Training Program
EEOC (Equal Employment Opportunity Commission)
Employee Self-Appraisal
Structured Empowerment
16. Involves a customer or client and an employee
Worker's Compensation
Third-Paty Investigations
Steps in the Evaluation Process
Third-Party Sexual Harassment
17. 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
Perceptions
Magic Apron Approach
Dissatisfier
Synergy
18. Insurance paid by the employer that gives medical car - income continuation - and rehabilitation expenses for people who sustain job-related injuries or sickness
19. To be influenced by one or more characteristics and extend them into an overall impression of a person.
Halo Effect
Theory Y
Authority
Turnover and Retention Dollar Amounts
20. Never quite making up one's mind
Accountability
Indecisive Approach
Performance Evaluation and Performance Appraisal
Internal Recruiting
21. 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
Social Distance
Coaching
Non-Exempt Employees
22. A process involving observation of employee performance and conversation on job performance between the manager and the employee
Coaching
Job Fares
Training Program
Last Step in Delegation?
23. 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
Authority
Intuitive Approach
Fact Finding
Turnover and Retention Dollar Amounts
24. Medical groups of doctors and hospitals are contracted at a lower fee due to the larger number of patients
25. Making a deliberate stepwise process to make decisions
Job Analysis
Logical Approaches
Indecisive Approach
In-House Job Referral
26. Duties and responsibilities performed by an employee
Span of Control
Position
Accountability
Magic Apron Approach
27. The groups of Americans from age 29 through 43 - born between the late 1960s and 1980
In-House Job Referral
Generation X
Open Door Policy
How to Make Good Decisions
28. 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 -
Cognitive Ability Test
Magic Apron Approach
Sexual Harassement
Brainstorming
29. The organizational principle that teach person should have only one boss.
Health Maintenance Organizations (HMO's)
Accommodation
Worker's Compensation
Unity of Command
30. 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
Formal Authority
How to Make Good Decisions
Accommodation
Real/Conferred Authority
31. A counseling program available to employees to provide confidential and professional counseling and referral
Employee Assistance Program (EAP
Cardinal Rules
Fee-for-Service Plan
Job Description
32. 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
Accommodation
Cognitive Ability Test
Informal Authority
In-House Job Referral
33. A theory which states that satisfying the needs of workers is the key to productivity
Internal Recruiting
Human Relations Theory
Confliction Prevention Root
Formal Groups
34. Work groups established by the company. Include committees - group meetings - work teams and task forces
Controlling
Social Security
Job Specification
Formal Groups
35. Sprains/strains (most often involving the back)
Most Common Occupational Injuries
Confliction Prevention Root
Equal Pay Act of 1963
Cardinal Rules
36. The actions of two or more people to achieve outcomes that each is individually incapable of achieving
Preferred Provider Organizations (PPO's)
Synergy
Job Enrichment
Transformational Leadership
37. A neutral third party - from inside or outside the organization - confidently investigates complaints and proposes resolutions
Employee Referral Program
Accountability
Cognitive Ability Test
Third-Paty Investigations
38. 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
Motivation
Confliction Prevention Root
Controlling
Equal Pay Act of 1963
39. 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
Mistakes to Avoid
Dehiring
Conducting the Interview
Mediation
40. Employees who are paid by the hour and are not exempt from federal and state wage and hour laws.
Logical Approaches
Non-Exempt Employees
Cafeteria Plans
Flex Style Management
41. Making an off-the-cut decision
Controlling
Transformational Leadership
Alternative Dispute Resolution
Impulsive Approach
42. An employee can "select" the parts of a plan that they want
Steps in the Evaluation Process
Job Titles
Synergy
Cafeteria Plans
43. A written statement of the duties performed and responsibilities for a given position - and used to provide opportunity for achievement - recognition - learning and growth.
Coaching
Synergy
Economic Person Theory
Job Description
44. Adding more work to a job without increasing interest - challenge or reward
Job Loading
Material Safety Data Sheets (MSDS)
EEOC (Equal Employment Opportunity Commission)
Motivation
45. 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.
Family and Medical leave Act of 1993
Indecisive Approach
Carrot and Stick Method
Transformational Leadership
46. 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
Most Common Occupational Injuries
Job Classifications
Environmental Sexual Harassment
EEOC (Equal Employment Opportunity Commission)
47. The name of a job - such as a cook or housekeeper
Equal Pay Act of 1963
Job Titles
Honesty/Integrity Test
Counseling
48. 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
Managers and Sexual Harassement
Third-Paty Investigations
Structured Empowerment
Fee-for-Service Plan
49. Gives financial support to retirees and their survivors if they have paid into the system for 10 years or more
Managerial Decision
Social Security
Halo Effect
Preferred Provider Organizations (PPO's)
50. Leadership that motivates workers by appealing to their self-interest.
Transactional Leadership
Perceptions
Sexual Harassement
Carrot and Stick Method