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. Sprains/strains (most often involving the back)






2. 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






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






4. 1) Preparing for evaluation 2) Making the evaluation 3) Sharing it with the worker 4) Providing follow-up






5. A neutral third party - from inside or outside the organization - confidently investigates complaints and proposes resolutions






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






7. 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.






8. 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






9. areer growth - learning and development






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






11. 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






12. Groupings of a similar nature and value to the company. Makes it easier to create job titles.






13. 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 -






14. 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.






15. A lack of direct - properly handled conflict. Communication is key.






16. Top-recruiting method






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






18. Never quite making up one's mind






19. 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






20. A procedure by which employees evaluate their own performance - usually as part of a performance appraisal process






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






22. Employees have the opportunity to meet with managers to discuss issues






23. 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






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






25. The groups of Americans from age 29 through 43 - born between the late 1960s and 1980






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






27. 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






28. Age discrimination against those 40 years of age or older. Companies with 20 or more employees.






29. Reacts to the situation as they arise.






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






31. 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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32. Making decisions that feel right






33. Money is the only thing that people work for. Fredrick Taylor was the most influential advocate






34. 4-7 feet






35. 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






36. 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.






37. The organizational principle that teach person should have only one boss.






38. Gives managers more time to manage






39. 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






40. 2-3 feet






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






42. A second philosophy of motivation is to combine fear with incentive reward for good performance - punishment for bad






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






44. As a manger you need to be able to recognize and confront.






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






46. Leadership that motivates workers by appealing to their self-interest.






47. Making a deliberate stepwise process to make decisions






48. A process involving observation of employee performance and conversation on job performance between the manager and the employee






49. A worker's obligation to a supervisor to carry out the responsibilities delegated and to produce the results expected






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