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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. Should be organized as a series of written training plans - each representing a learnable - teachable segment of the job.
Training Program
Employee Referral Program
Nonverbal Communication
Halo Effect
2. Age discrimination against those 40 years of age or older. Companies with 20 or more employees.
Theory Y
Age/Discrimination in Employment Act of 1967
Diversity
Interviewing
3. 1)Choice Among Alternatives 2)Specific Purpose 3)Course of Action
Job Titles
Authority
Managerial Decision
Economic Person Theory
4. Communication without words - as with signs - gestures - facial expressions - or body language
Theory X
Flexible Empowerment
Nonverbal Communication
Dehiring
5. A factor in a job environment that produces dissatisfation - usually reducing motivation. Fredrick Herzberg.
Dissatisfier
Theory X
Flexible Empowerment
Direct Recruiting
6. 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
Personal Space
Controlling
Authority
Job Instruction Training (JIT)
7. Searching for job applicants from within an operation
Dissatisfier
Carrot and Stick Method
Internal Recruiting
Job Fares
8. 1) Preparing for evaluation 2) Making the evaluation 3) Sharing it with the worker 4) Providing follow-up
Steps in the Evaluation Process
Job Loading
Internal Recruiting
Job Classifications
9. 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
Fee-for-Service Plan
Last Step in Delegation?
Magic Apron Approach
Honesty/Integrity Test
10. Sprains/strains (most often involving the back)
Personal Space
Fee-for-Service Plan
Informal Authority
Most Common Occupational Injuries
11. The number of employees that a manger supervises directly.
Span of Control
Managers and Sexual Harassement
Job Enrichment
Job Description
12. Where most qualified people come from
In-House Job Referral
Third-Paty Investigations
Retraining
Unemployment Insurance
13. Tests that measure intelligence
Employee Assistance Program (EAP
In-House Job Referral
Cognitive Ability Test
Synergy
14. 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
Job Classifications
Exempt Employees
Peer Review
EEOC (Equal Employment Opportunity Commission)
15. Gives financial support to retirees and their survivors if they have paid into the system for 10 years or more
Personal Space
Social Security
Formal Authority
Structured Empowerment
16. 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.
Job Analysis
Theory Y
Oral Order
Worker's Compensation
17. Leadership that motivates workers by appealing to their self-interest.
Flex Style Management
Title VII - Civil Rights Act
Transactional Leadership
Herarchy of Needs
18. The person who - by virtue of having the support of the employees - is in charge.
Worker's Compensation
Informal Authority
Structured Empowerment
Benefits of Training
19. To plan
In-House Job Referral
Sexual Harassement
Synergy
First Step in Delegation?
20. 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
Theory X
Motivation
Turnover and Retention Dollar Amounts
Performance Evaluation and Performance Appraisal
21. Is so much more than just Culture - ethnic group - race - religion - language - age - gender - physical abilities and qualities and sexual orientation.
Equal Pay Act of 1963
Oral Order
EEOC (Equal Employment Opportunity Commission)
Diversity
22. 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
Worker's Compensation
Training Program
Health Maintenance Organizations (HMO's)
Herarchy of Needs
23. To be influenced by one or more characteristics and extend them into an overall impression of a person.
Accommodation
Halo Effect
Authority
Social Distance
24. 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 -
Employee Referral Program
Family and Medical leave Act of 1993
Sexual Harassement
Herarchy of Needs
25. Reacts to the situation as they arise.
Flex Style Management
Formal Authority
Magic Apron Approach
Theory X
26. A process sued to help employees who are performing poorly because of personal problems such as substance abuse
Public Distance
Counseling
Environmental Sexual Harassment
Theory Y
27. The name of a job - such as a cook or housekeeper
Mediation
Generation Y
Job Titles
Training Plan
28. Medical groups of doctors and hospitals are contracted at a lower fee due to the larger number of patients
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29. Arbitrations is the last step
Halo Effect
Alternative Dispute Resolution
Non-Exempt Employees
Employee Referral Program
30. Tests - which are designed to measure an applicant's propensity toward undesirable behaviors such as lying - stealing and taking drugs or abusing alcohol.
Real/Conferred Authority
Third-Party Sexual Harassment
Synergy
Honesty/Integrity Test
31. The why of behavior; the energizer that makes people behave as they do. It comes from within. Find out what each individual responds to.
Nonverbal Communication
Job Fares
Diversity
Motivation
32. Offer full service medical services to employees and their families. Are the most cost-effective and more popular
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33. 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.
Impulsive Approach
Halo Effect
Job Description
Job Analysis
34. Making a deliberate stepwise process to make decisions
Flex Style Management
Diversity
Brainstorming
Logical Approaches
35. A neutral third party - from inside or outside the organization - confidently investigates complaints and proposes resolutions
Unity of Command
Third-Paty Investigations
Dehiring
How to Make Good Decisions
36. 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
Authority
Carrot and Stick Method
Mediation
Exempt Employees
37. 4-7 feet
Sexual Harassement
Social Distance
Perceptions
Controlling
38. A theory which states that satisfying the needs of workers is the key to productivity
Human Relations Theory
Transactional Leadership
Logical Approaches
Motivation
39. 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.
Preferred Provider Organizations (PPO's)
Employee Referral Program
Informal Authority
Steps in the Evaluation Process
40. A lack of direct - properly handled conflict. Communication is key.
Equal Pay Act of 1963
Dissatisfier
Social Distance
Confliction Prevention Root
41. Start off with a bit of small talk - Encourage them to comment on your judgement
Counseling
Transactional Leadership
Equal Pay Act of 1963
Conducting the Interview
42. Work groups established by the company. Include committees - group meetings - work teams and task forces
Open Door Policy
EEOC (Equal Employment Opportunity Commission)
Structured Empowerment
Formal Groups
43. The groups of Americans from age 29 through 43 - born between the late 1960s and 1980
Generation X
In-House Job Referral
Fee-for-Service Plan
Interviewing
44. Don't do anything when you're angry
Mistakes to Avoid
Counseling
Job Classifications
Position
45. 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
Transformational Leadership
Job Instruction Training (JIT)
Job Specification
Fact Finding
46. An employee can "select" the parts of a plan that they want
In-House Job Referral
Cafeteria Plans
Theory X
Environmental Sexual Harassment
47. 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
Formal Groups
Job Enrichment
Employee Referral Program
Environmental Sexual Harassment
48. A counseling program available to employees to provide confidential and professional counseling and referral
Span of Control
Employee Assistance Program (EAP
Job Enrichment
Family and Medical leave Act of 1993
49. Top-recruiting method
Job Fares
Human Relations Theory
Personal Space
Direct Recruiting
50. 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
Employee Referral Program
Job Instruction Training (JIT)
Environmental Sexual Harassment
Equal Pay Act of 1963