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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. 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
Internal Recruiting
Formal Authority
Brainstorming
2. Possessing the rights and powers needed to make the decisions and take requisite actions to get a job done.
Authority
Flex Style Management
Dehiring
Formal Groups
3. 7-25 feet
Job
Training Program
Public Distance
Real/Conferred Authority
4. The actions of two or more people to achieve outcomes that each is individually incapable of achieving
Social Security
Synergy
Worker's Compensation
Internal Recruiting
5. People are counter productive - dislike and avoid work and must be coerced - controlled - directed - threatened with punishment.
Equal Pay Act of 1963
Open Door Policy
Theory X
Preferred Provider Organizations (PPO's)
6. 4-7 feet
Herarchy of Needs
Perceptions
Coaching
Social Distance
7. A worker's obligation to a supervisor to carry out the responsibilities delegated and to produce the results expected
Accountability
Motivation
Formal Authority
Health Maintenance Organizations (HMO's)
8. 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
Exempt Employees
Unity of Command
Job Instruction Training (JIT)
Formal Groups
9. The number of employees that a manger supervises directly.
Environmental Sexual Harassment
In-House Job Referral
Third-Party Sexual Harassment
Span of Control
10. 2-3 feet
Authority
Personal Space
Oral Order
Honesty/Integrity Test
11. 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 -
Formal Groups
Most Common Occupational Injuries
Job Loading
Sexual Harassement
12. Best when precise figures or a lot of detail is involved
Interviewing
Coaching
Worker's Compensation
Written Instructions
13. 1) Preparing for evaluation 2) Making the evaluation 3) Sharing it with the worker 4) Providing follow-up
Steps in the Evaluation Process
Mediation
Flexible Empowerment
Interviewing
14. Gives financial support to employees who are laid off for reasons they cannot control
Last Step in Delegation?
Third-Party Sexual Harassment
Generation X
Unemployment Insurance
15. 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
Open Door Policy
Job Specification
Dehiring
Managerial Decision
16. Best suited to simple tasks
Most Common Occupational Injuries
Oral Order
Sexual Harassement
EEOC (Equal Employment Opportunity Commission)
17. As a manger you need to be able to recognize and confront.
First Step in Delegation?
Managers and Sexual Harassement
Employee Referral Program
Mistakes to Avoid
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
Third-Paty Investigations
Herarchy of Needs
EEOC (Equal Employment Opportunity Commission)
Accommodation
19. To plan
Title VII - Civil Rights Act
First Step in Delegation?
Honesty/Integrity Test
Social Security
20. areer growth - learning and development
Job Analysis
Top Retention Factor
Performance Evaluation and Performance Appraisal
Mistakes to Avoid
21. Arbitrations is the last step
Open Door Policy
Formal Groups
Alternative Dispute Resolution
Indecisive Approach
22. A written statement of the duties performed and responsibilities for a given position - and used to provide opportunity for achievement - recognition - learning and growth.
Generation X
Job Description
Exempt Employees
Fact Finding
23. The groups of Americans from age 29 through 43 - born between the late 1960s and 1980
Cardinal Rules
Generation X
Logical Approaches
In-House Job Referral
24. 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
Human Relations Theory
Honesty/Integrity Test
Top Retention Factor
25. Is so much more than just Culture - ethnic group - race - religion - language - age - gender - physical abilities and qualities and sexual orientation.
Controlling
Job Enrichment
Diversity
Generation X
26. Never quite making up one's mind
Logical Approaches
Conducting the Interview
Indecisive Approach
Structured Empowerment
27. Don't do anything when you're angry
Job Enrichment
Job Titles
Job Fares
Mistakes to Avoid
28. Money is the only thing that people work for. Fredrick Taylor was the most influential advocate
Last Step in Delegation?
Job Instruction Training (JIT)
Economic Person Theory
Benefits of Training
29. Making a deliberate stepwise process to make decisions
Logical Approaches
Authority
Dissatisfier
Diversity
30. The name of a job - such as a cook or housekeeper
Formal Groups
Exempt Employees
Intuitive Approach
Job Titles
31. A periodic review and assessment of each employee's performance during a given period.
Diversity
Performance Evaluation and Performance Appraisal
Real/Conferred Authority
Job Loading
32. 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
Title VII - Civil Rights Act
Synergy
Mediation
Perceptions
33. 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.
Employee Self-Appraisal
Job Analysis
Conducting the Interview
Direct Recruiting
34. A detailed plan for carrying out employe training for a unit of work
Training Plan
Accommodation
Direct Recruiting
Generation Y
35. Gives managers more time to manage
Equal Pay Act of 1963
Honesty/Integrity Test
Coaching
Benefits of Training
36. Making decisions that feel right
How to Make Good Decisions
Worker's Compensation
Family and Medical leave Act of 1993
Intuitive Approach
37. Gives employees more scope in making decisions to give outstanding guest service
Real/Conferred Authority
Flexible Empowerment
Peer Review
Brainstorming
38. Tests - which are designed to measure an applicant's propensity toward undesirable behaviors such as lying - stealing and taking drugs or abusing alcohol.
Accommodation
Generation X
Honesty/Integrity Test
Real/Conferred Authority
39. 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.
Flexible Empowerment
Exempt Employees
Open Door Policy
Employee Referral Program
40. 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.
Nonverbal Communication
Title VII - Civil Rights Act
Retraining
Theory Y
41. 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
Span of Control
Controlling
Internal Recruiting
How to Make Good Decisions
42. Start off with a bit of small talk - Encourage them to comment on your judgement
Halo Effect
Social Security
Most Common Occupational Injuries
Conducting the Interview
43. An employee can "select" the parts of a plan that they want
Economic Person Theory
Cafeteria Plans
Third-Party Sexual Harassment
Dissatisfier
44. A process involving observation of employee performance and conversation on job performance between the manager and the employee
Cafeteria Plans
Coaching
Oral Order
Indecisive Approach
45. A simple rule to follow is if it's not job related - don't ask.
Interviewing
Most Common Occupational Injuries
Preferred Provider Organizations (PPO's)
Direct Recruiting
46. Generating ideas without considering their drawbacks - limitations - or consequences (typically a group activity)
Internal Recruiting
Brainstorming
Diversity
Employee Self-Appraisal
47. Age discrimination against those 40 years of age or older. Companies with 20 or more employees.
Cardinal Rules
Accommodation
Intuitive Approach
Age/Discrimination in Employment Act of 1967
48. Allows employees to make decisions within specified limits.
Structured Empowerment
Internal Recruiting
Employee Referral Program
Impulsive Approach
49. Top-recruiting method
Brainstorming
Authority
Job Fares
Non-Exempt Employees
50. A panel of employees - or employees and managers - work together to resolve the employee complaints
Peer Review
Synergy
Diversity
Human Relations Theory
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