SUBJECTS
|
BROWSE
|
CAREER CENTER
|
POPULAR
|
JOIN
|
LOGIN
Business Skills
|
Soft Skills
|
Basic Literacy
|
Certifications
About
|
Help
|
Privacy
|
Terms
|
Email
Search
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. Allows employees to make decisions within specified limits.
Steps in the Evaluation Process
Structured Empowerment
Job Titles
Job Description
2. 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
Job Description
Public Distance
Fee-for-Service Plan
Mediation
3. Making decisions that feel right
Benefits of Training
Intuitive Approach
Job Fares
Peer Review
4. A counseling program available to employees to provide confidential and professional counseling and referral
Employee Assistance Program (EAP
Mediation
Material Safety Data Sheets (MSDS)
Direct Recruiting
5. The organizational principle that teach person should have only one boss.
Family and Medical leave Act of 1993
Public Distance
Dissatisfier
Unity of Command
6. Gives employees more scope in making decisions to give outstanding guest service
Job Enrichment
Managers and Sexual Harassement
Flexible Empowerment
Intuitive Approach
7. An employee can "select" the parts of a plan that they want
Flex Style Management
Job Classifications
First Step in Delegation?
Cafeteria Plans
8. Employees have the opportunity to meet with managers to discuss issues
Halo Effect
Open Door Policy
Title VII - Civil Rights Act
Retraining
9. People train themselves
Intuitive Approach
Magic Apron Approach
Job Titles
Mediation
10. Never quite making up one's mind
Diversity
Transactional Leadership
Indecisive Approach
Third-Paty Investigations
11. Where most qualified people come from
In-House Job Referral
Social Distance
Diversity
Position
12. Employees who are paid by the hour and are not exempt from federal and state wage and hour laws.
Non-Exempt Employees
Magic Apron Approach
Job Description
Interviewing
13. Arbitrations is the last step
Direct Recruiting
Conducting the Interview
Alternative Dispute Resolution
Employee Referral Program
14. 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
Third-Paty Investigations
Job
In-House Job Referral
Job Instruction Training (JIT)
15. An information sheet put out by the manufacturer of a hazardous product that explains what a product is - why it is hazardous - and how it can be used safely
Material Safety Data Sheets (MSDS)
Accountability
Job Specification
Training Program
16. The authority that employees grant a supervisor to make the necessary decisions and carry them out.
Material Safety Data Sheets (MSDS)
Performance Evaluation and Performance Appraisal
Real/Conferred Authority
Equal Pay Act of 1963
17. 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.
Controlling
Written Instructions
Flex Style Management
Family and Medical leave Act of 1993
18. 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
Job Specification
Position
Age/Discrimination in Employment Act of 1967
EEOC (Equal Employment Opportunity Commission)
19. People are counter productive - dislike and avoid work and must be coerced - controlled - directed - threatened with punishment.
Accommodation
Mistakes to Avoid
Managerial Decision
Theory X
20. A process involving observation of employee performance and conversation on job performance between the manager and the employee
First Step in Delegation?
Herarchy of Needs
Cafeteria Plans
Coaching
21. A theory which states that satisfying the needs of workers is the key to productivity
Job Fares
Job Instruction Training (JIT)
Human Relations Theory
Managerial Decision
22. areer growth - learning and development
Herarchy of Needs
Top Retention Factor
Environmental Sexual Harassment
Generation X
23. A simple rule to follow is if it's not job related - don't ask.
Job Instruction Training (JIT)
Mistakes to Avoid
Job Description
Interviewing
24. Start off with a bit of small talk - Encourage them to comment on your judgement
Accommodation
Third-Paty Investigations
Conducting the Interview
Job Loading
25. Top-recruiting method
Flex Style Management
Job Fares
Personal Space
Family and Medical leave Act of 1993
26. 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
Training Program
Job
Mediation
Exempt Employees
27. A detailed plan for carrying out employe training for a unit of work
Managers and Sexual Harassement
Age/Discrimination in Employment Act of 1967
Formal Groups
Training Plan
28. Tests - which are designed to measure an applicant's propensity toward undesirable behaviors such as lying - stealing and taking drugs or abusing alcohol.
Cafeteria Plans
Honesty/Integrity Test
Impulsive Approach
Job Analysis
29. A specific group of tasks prescribed as a unit of work
Job
Top Retention Factor
Mistakes to Avoid
Oral Order
30. To follow-up
Perceptions
Last Step in Delegation?
Interviewing
Counseling
31. The number of employees that a manger supervises directly.
Span of Control
Direct Recruiting
Structured Empowerment
Economic Person Theory
32. 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 -
Sexual Harassement
Turnover and Retention Dollar Amounts
Job Analysis
Transactional Leadership
33. 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
Authority
Unemployment Insurance
Training Plan
34. 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
Exempt Employees
Theory X
Cardinal Rules
Fee-for-Service Plan
35. 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
Job Classifications
Turnover and Retention Dollar Amounts
Motivation
Flexible Empowerment
36. The person who - by virtue of having the support of the employees - is in charge.
Halo Effect
Material Safety Data Sheets (MSDS)
Informal Authority
Accountability
37. Generating ideas without considering their drawbacks - limitations - or consequences (typically a group activity)
Brainstorming
Controlling
Accommodation
Job Description
38. Searching for job applicants from within an operation
Most Common Occupational Injuries
Magic Apron Approach
Flexible Empowerment
Internal Recruiting
39. Best when precise figures or a lot of detail is involved
Diversity
Confliction Prevention Root
Nonverbal Communication
Written Instructions
40. The group of Americans born in the 1980s and 1990s
Job Analysis
Direct Recruiting
Generation Y
Authority
41. Communication without words - as with signs - gestures - facial expressions - or body language
Nonverbal Communication
Impulsive Approach
Exempt Employees
Job Loading
42. 1)Choice Among Alternatives 2)Specific Purpose 3)Course of Action
Managerial Decision
Herarchy of Needs
Performance Evaluation and Performance Appraisal
Coaching
43. 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
Peer Review
Dehiring
Fact Finding
Mediation
44. Sprains/strains (most often involving the back)
Most Common Occupational Injuries
First Step in Delegation?
Human Relations Theory
Mediation
45. A neutral third party - from inside or outside the organization - confidently investigates complaints and proposes resolutions
In-House Job Referral
Job Titles
Third-Paty Investigations
Generation X
46. Gives financial support to retirees and their survivors if they have paid into the system for 10 years or more
Fee-for-Service Plan
Dehiring
Social Security
Nonverbal Communication
47. Is so much more than just Culture - ethnic group - race - religion - language - age - gender - physical abilities and qualities and sexual orientation.
Social Distance
Diversity
Job
Employee Referral Program
48. To be influenced by one or more characteristics and extend them into an overall impression of a person.
Halo Effect
In-House Job Referral
Impulsive Approach
Job Analysis
49. The why of behavior; the energizer that makes people behave as they do. It comes from within. Find out what each individual responds to.
Confliction Prevention Root
Motivation
Fact Finding
Flexible Empowerment
50. 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
Cardinal Rules
Structured Empowerment
Open Door Policy
Managerial Decision