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Test your basic knowledge |
Supervisor Basics
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Study First
Subject
:
business-skills
Instructions:
Answer 50 questions in 15 minutes.
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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. Involves a customer or client and an employee
Accountability
Title VII - Civil Rights Act
Authority
Third-Party Sexual Harassment
2. The organizational principle that teach person should have only one boss.
Flexible Empowerment
Synergy
Employee Referral Program
Unity of Command
3. Arbitrations is the last step
Alternative Dispute Resolution
Job Instruction Training (JIT)
Employee Assistance Program (EAP
EEOC (Equal Employment Opportunity Commission)
4. Gives financial support to employees who are laid off for reasons they cannot control
Indecisive Approach
Unemployment Insurance
Formal Authority
Structured Empowerment
5. An employee can "select" the parts of a plan that they want
Cafeteria Plans
Cognitive Ability Test
Controlling
Equal Pay Act of 1963
6. 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.
Mistakes to Avoid
Steps in the Evaluation Process
Cardinal Rules
Transformational Leadership
7. Don't do anything when you're angry
Indecisive Approach
Nonverbal Communication
Preferred Provider Organizations (PPO's)
Mistakes to Avoid
8. To follow-up
Last Step in Delegation?
EEOC (Equal Employment Opportunity Commission)
Third-Paty Investigations
Retraining
9. 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
First Step in Delegation?
Herarchy of Needs
Open Door Policy
Job Enrichment
10. Where most qualified people come from
Impulsive Approach
In-House Job Referral
Position
Coaching
11. Discrimination in all human resource activities based on race - color - gender - religion - or national origin; established Equal Employment Opportunity Commission to administer the law. Companies with 15 or more employees.
Formal Authority
Title VII - Civil Rights Act
Accountability
How to Make Good Decisions
12. A second philosophy of motivation is to combine fear with incentive reward for good performance - punishment for bad
Top Retention Factor
Job Enrichment
Carrot and Stick Method
Environmental Sexual Harassment
13. A specific group of tasks prescribed as a unit of work
Turnover and Retention Dollar Amounts
Social Distance
Job
Accommodation
14. Employees who are paid by the hour and are not exempt from federal and state wage and hour laws.
Written Instructions
EEOC (Equal Employment Opportunity Commission)
Position
Non-Exempt Employees
15. Duties and responsibilities performed by an employee
Mistakes to Avoid
Herarchy of Needs
Position
Real/Conferred Authority
16. A factor in a job environment that produces dissatisfation - usually reducing motivation. Fredrick Herzberg.
Oral Order
Top Retention Factor
Diversity
Dissatisfier
17. Groupings of a similar nature and value to the company. Makes it easier to create job titles.
Job Classifications
Social Distance
Unemployment Insurance
Human Relations Theory
18. 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
Social Distance
Exempt Employees
Managerial Decision
How to Make Good Decisions
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
Unity of Command
Social Security
Cardinal Rules
Interviewing
20. Communication without words - as with signs - gestures - facial expressions - or body language
Employee Referral Program
Brainstorming
Job Description
Nonverbal Communication
21. 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.
Most Common Occupational Injuries
Job Analysis
Worker's Compensation
Carrot and Stick Method
22. A simple rule to follow is if it's not job related - don't ask.
Interviewing
Most Common Occupational Injuries
Health Maintenance Organizations (HMO's)
Training Program
23. 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
Flex Style Management
Generation X
Benefits of Training
Retraining
24. 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 -
Most Common Occupational Injuries
Worker's Compensation
Coaching
Sexual Harassement
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
Retraining
Equal Pay Act of 1963
Turnover and Retention Dollar Amounts
Employee Referral Program
26. A counseling program available to employees to provide confidential and professional counseling and referral
Generation X
Herarchy of Needs
In-House Job Referral
Employee Assistance Program (EAP
27. Best suited to simple tasks
Oral Order
Public Distance
Job Analysis
Cognitive Ability Test
28. A lack of direct - properly handled conflict. Communication is key.
Material Safety Data Sheets (MSDS)
Internal Recruiting
Confliction Prevention Root
Job Classifications
29. A panel of employees - or employees and managers - work together to resolve the employee complaints
Peer Review
Span of Control
Sexual Harassement
EEOC (Equal Employment Opportunity Commission)
30. To be influenced by one or more characteristics and extend them into an overall impression of a person.
Economic Person Theory
Unity of Command
Halo Effect
Non-Exempt Employees
31. A detailed plan for carrying out employe training for a unit of work
Health Maintenance Organizations (HMO's)
Open Door Policy
Training Plan
EEOC (Equal Employment Opportunity Commission)
32. 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
Human Relations Theory
Training Program
Perceptions
Training Plan
33. 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.
Theory Y
Managers and Sexual Harassement
Retraining
Magic Apron Approach
34. Gives managers more time to manage
Benefits of Training
Fee-for-Service Plan
Employee Referral Program
Preferred Provider Organizations (PPO's)
35. Work groups established by the company. Include committees - group meetings - work teams and task forces
Honesty/Integrity Test
Intuitive Approach
Formal Groups
Theory X
36. The groups of Americans from age 29 through 43 - born between the late 1960s and 1980
Job Titles
Position
Generation X
Job Fares
37. The actions of two or more people to achieve outcomes that each is individually incapable of achieving
Third-Paty Investigations
Third-Party Sexual Harassment
Synergy
Cardinal Rules
38. 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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39. Making an off-the-cut decision
Impulsive Approach
Intuitive Approach
Economic Person Theory
Direct Recruiting
40. The number of employees that a manger supervises directly.
Generation X
Span of Control
Real/Conferred Authority
Fee-for-Service Plan
41. The person who - by virtue of having the support of the employees - is in charge.
Generation Y
Job Classifications
Public Distance
Informal Authority
42. 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
Third-Paty Investigations
Accommodation
Oral Order
Personal Space
43. 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
Material Safety Data Sheets (MSDS)
Unity of Command
Halo Effect
Controlling
44. Making a deliberate stepwise process to make decisions
Logical Approaches
Confliction Prevention Root
Cafeteria Plans
Third-Paty Investigations
45. As a manger you need to be able to recognize and confront.
Structured Empowerment
Managers and Sexual Harassement
Indecisive Approach
Internal Recruiting
46. Making decisions that feel right
Intuitive Approach
Fact Finding
Authority
Fee-for-Service Plan
47. Gives financial support to retirees and their survivors if they have paid into the system for 10 years or more
Counseling
Social Security
Benefits of Training
Mediation
48. The group of Americans born in the 1980s and 1990s
Job Titles
Generation Y
Third-Party Sexual Harassment
Fee-for-Service Plan
49. Leadership that motivates workers by appealing to their self-interest.
Coaching
Transactional Leadership
Public Distance
Counseling
50. A neutral third party person or team from outside the organization examines the facts of the complaint and presents them in a report
Fact Finding
Herarchy of Needs
Formal Authority
Halo Effect
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