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. A theory which states that satisfying the needs of workers is the key to productivity






2. 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






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






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






5. The actions of two or more people to achieve outcomes that each is individually incapable of achieving






6. The why of behavior; the energizer that makes people behave as they do. It comes from within. Find out what each individual responds to.






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






8. Searching for job applicants from within an operation






9. People are counter productive - dislike and avoid work and must be coerced - controlled - directed - threatened with punishment.






10. Involves a customer or client and an employee






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






12. 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






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






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






15. A factor in a job environment that produces dissatisfation - usually reducing motivation. Fredrick Herzberg.






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






17. Arbitrations is the last step






18. Allows employees to make decisions within specified limits.






19. 2-3 feet






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






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






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






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






24. Where most qualified people come from






25. 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.






26. Making decisions that feel right






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






28. Top-recruiting method






29. 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






30. 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






31. Never quite making up one's mind






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






33. 4-7 feet






34. 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






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






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






37. 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 -






38. 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






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






40. The authority granted by virtue of a person's position within an organization






41. Duties and responsibilities performed by an employee






42. 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






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






44. 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






45. areer growth - learning and development






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






47. Tests that measure intelligence






48. Best suited to simple tasks






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






50. 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