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. Generating ideas without considering their drawbacks - limitations - or consequences (typically a group activity)






2. 2-3 feet






3. 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






4. To plan






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






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






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






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






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






11. Money is the only thing that people work for. Fredrick Taylor was the most influential advocate






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






13. An employee can "select" the parts of a plan that they want






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






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






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






17. 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






18. Making a deliberate stepwise process to make decisions






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






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






21. areer growth - learning and development






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






23. 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






24. Arbitrations is the last step






25. Never quite making up one's mind






26. 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






27. Making decisions that feel right






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






29. Duties and responsibilities performed by an employee






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






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






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






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






34. Involves a customer or client and an employee






35. Making an off-the-cut decision






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






37. 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






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






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






40. 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






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


42. 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.






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






44. A process involving observation of employee performance and conversation on job performance between the manager and the employee






45. 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






46. People train themselves






47. 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






48. Where most qualified people come from






49. 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.






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