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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. A lack of direct - properly handled conflict. Communication is key.
Theory Y
Sexual Harassement
Employee Self-Appraisal
Confliction Prevention Root
2. The authority granted by virtue of a person's position within an organization
Alternative Dispute Resolution
Formal Authority
Indecisive Approach
Perceptions
3. Don't do anything when you're angry
Job Description
Generation Y
Personal Space
Mistakes to Avoid
4. As a manger you need to be able to recognize and confront.
Real/Conferred Authority
Managers and Sexual Harassement
Public Distance
Brainstorming
5. Leadership that motivates workers by appealing to their self-interest.
Theory X
Training Plan
Transactional Leadership
Impulsive Approach
6. 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
Magic Apron Approach
Title VII - Civil Rights Act
Cardinal Rules
Environmental Sexual Harassment
7. Where most qualified people come from
First Step in Delegation?
Top Retention Factor
Exempt Employees
In-House Job Referral
8. Best when precise figures or a lot of detail is involved
Generation Y
Written Instructions
Brainstorming
Accommodation
9. Age discrimination against those 40 years of age or older. Companies with 20 or more employees.
Confliction Prevention Root
Counseling
Social Security
Age/Discrimination in Employment Act of 1967
10. A specific group of tasks prescribed as a unit of work
Coaching
How to Make Good Decisions
Job
Cardinal Rules
11. Communication without words - as with signs - gestures - facial expressions - or body language
Dehiring
Title VII - Civil Rights Act
Transformational Leadership
Nonverbal Communication
12. 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
Nonverbal Communication
Accommodation
Formal Groups
Job Loading
13. A list of the qualifications needed to perform a given job
Theory X
EEOC (Equal Employment Opportunity Commission)
Job Specification
Unity of Command
14. Work groups established by the company. Include committees - group meetings - work teams and task forces
Job Analysis
Formal Groups
Age/Discrimination in Employment Act of 1967
Steps in the Evaluation Process
15. A simple rule to follow is if it's not job related - don't ask.
Personal Space
Job Classifications
Transformational Leadership
Interviewing
16. 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
Personal Space
Turnover and Retention Dollar Amounts
Counseling
Span of Control
17. Insurance paid by the employer that gives medical car - income continuation - and rehabilitation expenses for people who sustain job-related injuries or sickness
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18. To follow-up
Magic Apron Approach
Flex Style Management
Last Step in Delegation?
Managers and Sexual Harassement
19. A panel of employees - or employees and managers - work together to resolve the employee complaints
In-House Job Referral
Peer Review
Diversity
Managers and Sexual Harassement
20. 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
Cardinal Rules
Exempt Employees
Generation X
Mistakes to Avoid
21. Reacts to the situation as they arise.
Generation Y
Cardinal Rules
Flex Style Management
Motivation
22. A process sued to help employees who are performing poorly because of personal problems such as substance abuse
Written Instructions
Counseling
Transactional Leadership
Material Safety Data Sheets (MSDS)
23. Duties and responsibilities performed by an employee
Unity of Command
Job Fares
Position
Top Retention Factor
24. 1)Choice Among Alternatives 2)Specific Purpose 3)Course of Action
Dissatisfier
Structured Empowerment
Real/Conferred Authority
Managerial Decision
25. Tests - which are designed to measure an applicant's propensity toward undesirable behaviors such as lying - stealing and taking drugs or abusing alcohol.
Honesty/Integrity Test
Herarchy of Needs
Material Safety Data Sheets (MSDS)
Authority
26. To be influenced by one or more characteristics and extend them into an overall impression of a person.
Magic Apron Approach
Unity of Command
Halo Effect
Controlling
27. To plan
Authority
Third-Party Sexual Harassment
Top Retention Factor
First Step in Delegation?
28. Employees have the opportunity to meet with managers to discuss issues
Open Door Policy
Formal Authority
Training Plan
Last Step in Delegation?
29. Medical groups of doctors and hospitals are contracted at a lower fee due to the larger number of patients
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30. Making an off-the-cut decision
Indecisive Approach
Job Analysis
Impulsive Approach
Social Distance
31. 4-7 feet
Job Loading
Formal Groups
Turnover and Retention Dollar Amounts
Social Distance
32. The groups of Americans from age 29 through 43 - born between the late 1960s and 1980
Generation X
Open Door Policy
Fact Finding
First Step in Delegation?
33. Employees who are paid by the hour and are not exempt from federal and state wage and hour laws.
Oral Order
Mediation
Cognitive Ability Test
Non-Exempt Employees
34. Adding more work to a job without increasing interest - challenge or reward
Herarchy of Needs
Job Loading
Environmental Sexual Harassment
Exempt Employees
35. 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
Human Relations Theory
Steps in the Evaluation Process
Dehiring
Mediation
36. 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
Unemployment Insurance
Dehiring
Last Step in Delegation?
Non-Exempt Employees
37. 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.
Counseling
Retraining
Transformational Leadership
In-House Job Referral
38. A factor in a job environment that produces dissatisfation - usually reducing motivation. Fredrick Herzberg.
Logical Approaches
Confliction Prevention Root
Real/Conferred Authority
Dissatisfier
39. Is so much more than just Culture - ethnic group - race - religion - language - age - gender - physical abilities and qualities and sexual orientation.
Authority
Diversity
Direct Recruiting
Formal Groups
40. 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
Retraining
In-House Job Referral
Managerial Decision
41. People train themselves
Indecisive Approach
Internal Recruiting
Magic Apron Approach
Benefits of Training
42. A detailed plan for carrying out employe training for a unit of work
Informal Authority
How to Make Good Decisions
Conducting the Interview
Training Plan
43. 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
Equal Pay Act of 1963
Peer Review
Non-Exempt Employees
Unemployment Insurance
44. A second philosophy of motivation is to combine fear with incentive reward for good performance - punishment for bad
How to Make Good Decisions
Direct Recruiting
Internal Recruiting
Carrot and Stick Method
45. The number of employees that a manger supervises directly.
First Step in Delegation?
Managerial Decision
Logical Approaches
Span of Control
46. 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
Counseling
Dissatisfier
Job Specification
Perceptions
47. Allows employees to make decisions within specified limits.
Public Distance
Structured Empowerment
Equal Pay Act of 1963
Accommodation
48. 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
Herarchy of Needs
Indecisive Approach
Nonverbal Communication
Flexible Empowerment
49. The person who - by virtue of having the support of the employees - is in charge.
Job Specification
Open Door Policy
Informal Authority
Perceptions
50. Top-recruiting method
Job Fares
Personal Space
Training Plan
EEOC (Equal Employment Opportunity Commission)