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Test your basic knowledge |
Supervisor Basics
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Subject
:
business-skills
Instructions:
Answer 50 questions in 15 minutes.
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study here
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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. Start off with a bit of small talk - Encourage them to comment on your judgement
Oral Order
Perceptions
Conducting the Interview
Training Program
2. Generating ideas without considering their drawbacks - limitations - or consequences (typically a group activity)
Job Description
Internal Recruiting
Brainstorming
Fee-for-Service Plan
3. A process sued to help employees who are performing poorly because of personal problems such as substance abuse
Age/Discrimination in Employment Act of 1967
Counseling
Formal Groups
How to Make Good Decisions
4. 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 -
Third-Party Sexual Harassment
Theory X
Sexual Harassement
Generation Y
5. Searching for job applicants from within an operation
Indecisive Approach
Cognitive Ability Test
Internal Recruiting
Age/Discrimination in Employment Act of 1967
6. A lack of direct - properly handled conflict. Communication is key.
Confliction Prevention Root
Controlling
Human Relations Theory
Age/Discrimination in Employment Act of 1967
7. 7-25 feet
Honesty/Integrity Test
Perceptions
Turnover and Retention Dollar Amounts
Public Distance
8. Making decisions that feel right
Top Retention Factor
Intuitive Approach
Nonverbal Communication
Controlling
9. Best when precise figures or a lot of detail is involved
Generation X
Training Program
Written Instructions
Interviewing
10. Allows employees to make decisions within specified limits.
Non-Exempt Employees
Interviewing
Structured Empowerment
Conducting the Interview
11. 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
Generation X
Mediation
Performance Evaluation and Performance Appraisal
Job Enrichment
12. A factor in a job environment that produces dissatisfation - usually reducing motivation. Fredrick Herzberg.
Dissatisfier
Generation Y
Job Loading
Perceptions
13. To follow-up
Formal Authority
Cognitive Ability Test
Last Step in Delegation?
Training Plan
14. 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
Job Fares
Confliction Prevention Root
Health Maintenance Organizations (HMO's)
Dehiring
15. A worker's obligation to a supervisor to carry out the responsibilities delegated and to produce the results expected
Coaching
Intuitive Approach
Job Titles
Accountability
16. Employees who are paid by the hour and are not exempt from federal and state wage and hour laws.
Non-Exempt Employees
Intuitive Approach
Real/Conferred Authority
Indecisive Approach
17. 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
Age/Discrimination in Employment Act of 1967
Social Security
Position
Herarchy of Needs
18. The name of a job - such as a cook or housekeeper
Performance Evaluation and Performance Appraisal
Economic Person Theory
Job Titles
Written Instructions
19. The why of behavior; the energizer that makes people behave as they do. It comes from within. Find out what each individual responds to.
In-House Job Referral
EEOC (Equal Employment Opportunity Commission)
Motivation
Public Distance
20. A neutral third party person or team from outside the organization examines the facts of the complaint and presents them in a report
Social Security
Fee-for-Service Plan
Carrot and Stick Method
Fact Finding
21. The person who - by virtue of having the support of the employees - is in charge.
Health Maintenance Organizations (HMO's)
Cafeteria Plans
Generation Y
Informal Authority
22. Tests that measure intelligence
Coaching
Equal Pay Act of 1963
Cognitive Ability Test
Unity of Command
23. 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
Job Specification
Informal Authority
Generation Y
24. 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.
Job Classifications
Preferred Provider Organizations (PPO's)
In-House Job Referral
Family and Medical leave Act of 1993
25. 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
Honesty/Integrity Test
Herarchy of Needs
Unity of Command
Turnover and Retention Dollar Amounts
26. 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
Employee Referral Program
Impulsive Approach
Human Relations Theory
EEOC (Equal Employment Opportunity Commission)
27. A list of the qualifications needed to perform a given job
Job Specification
Age/Discrimination in Employment Act of 1967
Health Maintenance Organizations (HMO's)
Job Loading
28. Top-recruiting method
Exempt Employees
Last Step in Delegation?
Most Common Occupational Injuries
Job Fares
29. 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
Third-Party Sexual Harassment
Controlling
Job Classifications
Material Safety Data Sheets (MSDS)
30. 1) Preparing for evaluation 2) Making the evaluation 3) Sharing it with the worker 4) Providing follow-up
Steps in the Evaluation Process
Employee Assistance Program (EAP
Fee-for-Service Plan
Span of Control
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 an off-the-cut decision
Material Safety Data Sheets (MSDS)
Impulsive Approach
Dissatisfier
Flexible Empowerment
33. 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.
Job Description
Employee Referral Program
Brainstorming
Job Enrichment
34. Medical groups of doctors and hospitals are contracted at a lower fee due to the larger number of patients
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35. Groupings of a similar nature and value to the company. Makes it easier to create job titles.
Job Classifications
Third-Party Sexual Harassment
Fee-for-Service Plan
Social Distance
36. A panel of employees - or employees and managers - work together to resolve the employee complaints
Peer Review
EEOC (Equal Employment Opportunity Commission)
Family and Medical leave Act of 1993
Oral Order
37. 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
Job Description
Peer Review
Retraining
Transformational Leadership
38. As a manger you need to be able to recognize and confront.
Managers and Sexual Harassement
Informal Authority
Transformational Leadership
Equal Pay Act of 1963
39. Where most qualified people come from
Job Titles
In-House Job Referral
Turnover and Retention Dollar Amounts
Theory X
40. Determination of the content of a given job by breaking it down into units (work sequences) and identifying the tasks that makes up each unit.
Job Analysis
Oral Order
Accommodation
Cognitive Ability Test
41. The actions of two or more people to achieve outcomes that each is individually incapable of achieving
Synergy
Employee Assistance Program (EAP
Counseling
Social Distance
42. 1)Choice Among Alternatives 2)Specific Purpose 3)Course of Action
Transactional Leadership
Generation X
Managerial Decision
Written Instructions
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
Job Enrichment
Fact Finding
Retraining
Social Security
44. Arbitrations is the last step
Steps in the Evaluation Process
Alternative Dispute Resolution
In-House Job Referral
Employee Referral Program
45. Employees have the opportunity to meet with managers to discuss issues
Social Security
Unity of Command
Open Door Policy
Accommodation
46. Reacts to the situation as they arise.
Transactional Leadership
Herarchy of Needs
Employee Referral Program
Flex Style Management
47. A second philosophy of motivation is to combine fear with incentive reward for good performance - punishment for bad
Carrot and Stick Method
Written Instructions
Transformational Leadership
Interviewing
48. Involves a customer or client and an employee
Steps in the Evaluation Process
Third-Party Sexual Harassment
Benefits of Training
Unemployment Insurance
49. 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
Magic Apron Approach
Oral Order
Job Classifications
Fee-for-Service Plan
50. On-the-scene recruiting where job seekers are - such as at schools and colleges.
First Step in Delegation?
Managers and Sexual Harassement
Alternative Dispute Resolution
Direct Recruiting
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