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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 simple rule to follow is if it's not job related - don't ask.
Unity of Command
Accountability
Flex Style Management
Interviewing
2. Is so much more than just Culture - ethnic group - race - religion - language - age - gender - physical abilities and qualities and sexual orientation.
Exempt Employees
Impulsive Approach
Magic Apron Approach
Diversity
3. 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
Age/Discrimination in Employment Act of 1967
Job
Managers and Sexual Harassement
EEOC (Equal Employment Opportunity Commission)
4. Money is the only thing that people work for. Fredrick Taylor was the most influential advocate
Benefits of Training
Job Instruction Training (JIT)
Economic Person Theory
Unemployment Insurance
5. Adding more work to a job without increasing interest - challenge or reward
Formal Authority
Job
Job Loading
Employee Assistance Program (EAP
6. Duties and responsibilities performed by an employee
Unity of Command
Job Titles
Position
Cardinal Rules
7. Employees who are paid by the hour and are not exempt from federal and state wage and hour laws.
Non-Exempt Employees
First Step in Delegation?
Last Step in Delegation?
Accountability
8. A lack of direct - properly handled conflict. Communication is key.
Open Door Policy
Confliction Prevention Root
Job Fares
Formal Authority
9. Possessing the rights and powers needed to make the decisions and take requisite actions to get a job done.
Span of Control
Exempt Employees
Authority
Job Enrichment
10. Top-recruiting method
Real/Conferred Authority
Economic Person Theory
Formal Groups
Job Fares
11. 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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12. 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
Controlling
Worker's Compensation
Preferred Provider Organizations (PPO's)
Open Door Policy
13. Making a deliberate stepwise process to make decisions
Material Safety Data Sheets (MSDS)
Training Program
Logical Approaches
Job Analysis
14. A process sued to help employees who are performing poorly because of personal problems such as substance abuse
Interviewing
Magic Apron Approach
Counseling
Family and Medical leave Act of 1993
15. A detailed plan for carrying out employe training for a unit of work
Peer Review
Mediation
Training Plan
Steps in the Evaluation Process
16. A neutral third party - from inside or outside the organization - confidently investigates complaints and proposes resolutions
Internal Recruiting
Training Program
Confliction Prevention Root
Third-Paty Investigations
17. A specific group of tasks prescribed as a unit of work
Job
Cardinal Rules
Job Enrichment
Last Step in Delegation?
18. The actions of two or more people to achieve outcomes that each is individually incapable of achieving
Sexual Harassement
Synergy
Theory Y
Formal Groups
19. A neutral third party person or team from outside the organization examines the facts of the complaint and presents them in a report
Material Safety Data Sheets (MSDS)
Most Common Occupational Injuries
Fact Finding
How to Make Good Decisions
20. Employees have the opportunity to meet with managers to discuss issues
Open Door Policy
Worker's Compensation
Controlling
Direct Recruiting
21. Leadership that motivates workers by appealing to their self-interest.
Informal Authority
Job Fares
Transactional Leadership
In-House Job Referral
22. The organizational principle that teach person should have only one boss.
Unity of Command
Real/Conferred Authority
Theory Y
Third-Party Sexual Harassment
23. The authority that employees grant a supervisor to make the necessary decisions and carry them out.
Real/Conferred Authority
Employee Referral Program
Indecisive Approach
Managerial Decision
24. The person who - by virtue of having the support of the employees - is in charge.
Informal Authority
Position
Job Analysis
Job
25. To be influenced by one or more characteristics and extend them into an overall impression of a person.
Employee Referral Program
Synergy
Indecisive Approach
Halo Effect
26. 2-3 feet
Personal Space
Unemployment Insurance
Managerial Decision
Synergy
27. 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
Herarchy of Needs
Logical Approaches
Honesty/Integrity Test
Fee-for-Service Plan
28. Arbitrations is the last step
Public Distance
Alternative Dispute Resolution
Informal Authority
Controlling
29. Generating ideas without considering their drawbacks - limitations - or consequences (typically a group activity)
Top Retention Factor
Title VII - Civil Rights Act
Brainstorming
Open Door Policy
30. 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
Coaching
Motivation
Environmental Sexual Harassment
31. 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
Conducting the Interview
Job Titles
First Step in Delegation?
Perceptions
32. The authority granted by virtue of a person's position within an organization
Intuitive Approach
Worker's Compensation
Formal Authority
Steps in the Evaluation Process
33. The group of Americans born in the 1980s and 1990s
Generation Y
Perceptions
Span of Control
Halo Effect
34. Gives employees more scope in making decisions to give outstanding guest service
Perceptions
Logical Approaches
Cardinal Rules
Flexible Empowerment
35. 4-7 feet
In-House Job Referral
Transactional Leadership
Social Distance
Generation X
36. Gives financial support to retirees and their survivors if they have paid into the system for 10 years or more
Generation Y
Social Security
Employee Assistance Program (EAP
Peer Review
37. Mandates 12 workweeks of leave in a consecutive year - for husband or wife upon birth or adoption of a child or sickness in the family. Companies with 50 or more employees.
Preferred Provider Organizations (PPO's)
Third-Paty Investigations
Family and Medical leave Act of 1993
Counseling
38. A list of the qualifications needed to perform a given job
Formal Groups
Retraining
Equal Pay Act of 1963
Job Specification
39. The name of a job - such as a cook or housekeeper
Accommodation
Job Titles
Managerial Decision
Managers and Sexual Harassement
40. On-the-scene recruiting where job seekers are - such as at schools and colleges.
Direct Recruiting
Conducting the Interview
Job Fares
Theory X
41. Searching for job applicants from within an operation
Human Relations Theory
Last Step in Delegation?
Authority
Internal Recruiting
42. Groupings of a similar nature and value to the company. Makes it easier to create job titles.
Top Retention Factor
Accountability
Health Maintenance Organizations (HMO's)
Job Classifications
43. 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
Confliction Prevention Root
Job Enrichment
In-House Job Referral
Cardinal Rules
44. A panel of employees - or employees and managers - work together to resolve the employee complaints
EEOC (Equal Employment Opportunity Commission)
Controlling
Unemployment Insurance
Peer Review
45. The why of behavior; the energizer that makes people behave as they do. It comes from within. Find out what each individual responds to.
Job Fares
Job Specification
Dehiring
Motivation
46. Gives financial support to employees who are laid off for reasons they cannot control
Managers and Sexual Harassement
Unemployment Insurance
Top Retention Factor
Steps in the Evaluation Process
47. People are counter productive - dislike and avoid work and must be coerced - controlled - directed - threatened with punishment.
Authority
EEOC (Equal Employment Opportunity Commission)
Theory X
Cardinal Rules
48. 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
Worker's Compensation
Family and Medical leave Act of 1993
Cardinal Rules
Retraining
49. Medical groups of doctors and hospitals are contracted at a lower fee due to the larger number of patients
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50. 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
Dissatisfier
Job Fares
Accountability