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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 higher-order needs - such as providing workers with meaningful - interesting and challenging jobs - and acting as a coach and mentor.
Exempt Employees
Performance Evaluation and Performance Appraisal
How to Make Good Decisions
Transformational Leadership
2. 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
Turnover and Retention Dollar Amounts
Transformational Leadership
Diversity
Intuitive Approach
3. 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
Impulsive Approach
Job Enrichment
Personal Space
Intuitive Approach
4. Possessing the rights and powers needed to make the decisions and take requisite actions to get a job done.
Cafeteria Plans
Alternative Dispute Resolution
Third-Paty Investigations
Authority
5. The group of Americans born in the 1980s and 1990s
Generation Y
Material Safety Data Sheets (MSDS)
Fee-for-Service Plan
Job Titles
6. Top-recruiting method
Job Fares
Training Plan
Benefits of Training
Indecisive Approach
7. A simple rule to follow is if it's not job related - don't ask.
Interviewing
Real/Conferred Authority
Employee Assistance Program (EAP
Written Instructions
8. Don't do anything when you're angry
Transformational Leadership
Mistakes to Avoid
Top Retention Factor
Exempt Employees
9. As a manger you need to be able to recognize and confront.
Managers and Sexual Harassement
Transactional Leadership
Internal Recruiting
Direct Recruiting
10. Necessary when workers are not measuring up to standards - when a new method or menu or piece of equipment is introduced - or when a worker asks for it. It takes place whenever it is needed
Retraining
Preferred Provider Organizations (PPO's)
Transactional Leadership
Coaching
11. Insurance paid by the employer that gives medical car - income continuation - and rehabilitation expenses for people who sustain job-related injuries or sickness
12. A counseling program available to employees to provide confidential and professional counseling and referral
Job Classifications
How to Make Good Decisions
Managerial Decision
Employee Assistance Program (EAP
13. A list of the qualifications needed to perform a given job
Job Specification
Human Relations Theory
Cognitive Ability Test
Unity of Command
14. 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
Transformational Leadership
EEOC (Equal Employment Opportunity Commission)
Public Distance
Diversity
15. The person who - by virtue of having the support of the employees - is in charge.
Informal Authority
Social Security
Retraining
Sexual Harassement
16. To follow-up
Steps in the Evaluation Process
Theory Y
Last Step in Delegation?
Formal Authority
17. Work groups established by the company. Include committees - group meetings - work teams and task forces
Formal Groups
Top Retention Factor
Carrot and Stick Method
Cardinal Rules
18. The number of employees that a manger supervises directly.
Span of Control
Confliction Prevention Root
Training Plan
Logical Approaches
19. 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
Controlling
Synergy
Transactional Leadership
20. 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
Environmental Sexual Harassment
Accommodation
Health Maintenance Organizations (HMO's)
Training Program
21. areer growth - learning and development
Human Relations Theory
Economic Person Theory
Top Retention Factor
Personal Space
22. An employee can "select" the parts of a plan that they want
Title VII - Civil Rights Act
Job Instruction Training (JIT)
Nonverbal Communication
Cafeteria Plans
23. 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
Economic Person Theory
Informal Authority
Cardinal Rules
Accountability
24. Medical groups of doctors and hospitals are contracted at a lower fee due to the larger number of patients
25. Adding more work to a job without increasing interest - challenge or reward
Real/Conferred Authority
Mistakes to Avoid
Authority
Job Loading
26. Involves a customer or client and an employee
Non-Exempt Employees
Third-Party Sexual Harassment
Job
Open Door Policy
27. 7-25 feet
Generation X
Mediation
Public Distance
Structured Empowerment
28. A neutral third party - from inside or outside the organization - confidently investigates complaints and proposes resolutions
Training Plan
Job Description
Most Common Occupational Injuries
Third-Paty Investigations
29. 1)Choice Among Alternatives 2)Specific Purpose 3)Course of Action
Logical Approaches
Diversity
Equal Pay Act of 1963
Managerial Decision
30. To be influenced by one or more characteristics and extend them into an overall impression of a person.
Dissatisfier
Span of Control
Cafeteria Plans
Halo Effect
31. Best when precise figures or a lot of detail is involved
Written Instructions
Nonverbal Communication
Health Maintenance Organizations (HMO's)
Magic Apron Approach
32. Arbitrations is the last step
Herarchy of Needs
Employee Self-Appraisal
Alternative Dispute Resolution
Conducting the Interview
33. People train themselves
Perceptions
Employee Self-Appraisal
Magic Apron Approach
Job Instruction Training (JIT)
34. A theory which states that satisfying the needs of workers is the key to productivity
Nonverbal Communication
Human Relations Theory
Dehiring
Halo Effect
35. A panel of employees - or employees and managers - work together to resolve the employee complaints
Flexible Empowerment
Employee Referral Program
Peer Review
Structured Empowerment
36. 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
Fact Finding
Job Instruction Training (JIT)
Position
Transformational Leadership
37. 4-7 feet
Social Distance
Human Relations Theory
Managerial Decision
Honesty/Integrity Test
38. A worker's obligation to a supervisor to carry out the responsibilities delegated and to produce the results expected
Top Retention Factor
Accountability
Flexible Empowerment
Informal Authority
39. The groups of Americans from age 29 through 43 - born between the late 1960s and 1980
Fee-for-Service Plan
Generation X
Dehiring
Cardinal Rules
40. 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 -
Dehiring
Sexual Harassement
Authority
Social Distance
41. Sprains/strains (most often involving the back)
Family and Medical leave Act of 1993
Top Retention Factor
Most Common Occupational Injuries
Job Enrichment
42. Best suited to simple tasks
Economic Person Theory
Mediation
Oral Order
Job Description
43. Making decisions that feel right
Intuitive Approach
Personal Space
Brainstorming
Worker's Compensation
44. A factor in a job environment that produces dissatisfation - usually reducing motivation. Fredrick Herzberg.
Last Step in Delegation?
Exempt Employees
Real/Conferred Authority
Dissatisfier
45. Generating ideas without considering their drawbacks - limitations - or consequences (typically a group activity)
Equal Pay Act of 1963
Brainstorming
Job Description
Direct Recruiting
46. Allows employees to make decisions within specified limits.
Conducting the Interview
Most Common Occupational Injuries
Structured Empowerment
Benefits of Training
47. 2-3 feet
Open Door Policy
Oral Order
Steps in the Evaluation Process
Personal Space
48. Employees who are paid by the hour and are not exempt from federal and state wage and hour laws.
Span of Control
Non-Exempt Employees
Cardinal Rules
In-House Job Referral
49. 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
Fee-for-Service Plan
Transformational Leadership
Accountability
50. The actions of two or more people to achieve outcomes that each is individually incapable of achieving
Synergy
Informal Authority
Accountability
Steps in the Evaluation Process