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. 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






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






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






4. Allows employees to make decisions within specified limits.






5. Best suited to simple tasks






6. Gives managers more time to manage






7. 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.






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






9. Work groups established by the company. Include committees - group meetings - work teams and task forces






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






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






12. Making a deliberate stepwise process to make decisions






13. Reacts to the situation as they arise.






14. To plan






15. Employees who are paid by the hour and are not exempt from federal and state wage and hour laws.






16. 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






17. Never quite making up one's mind






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






19. 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






20. Making decisions that feel right






21. Should be organized as a series of written training plans - each representing a learnable - teachable segment of the job.






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






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






24. A specific group of tasks prescribed as a unit of work






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






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






27. 1)Choice Among Alternatives 2)Specific Purpose 3)Course of Action






28. A simple rule to follow is if it's not job related - don't ask.






29. People train themselves






30. Sprains/strains (most often involving the back)






31. 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






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






33. Involves a customer or client and an employee






34. 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.






35. Don't do anything when you're angry






36. An employee can "select" the parts of a plan that they want






37. 4-7 feet






38. Best when precise figures or a lot of detail is involved






39. Arbitrations is the last step






40. 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






41. 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






42. 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.






43. 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






44. 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






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






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






47. 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






48. The authority granted by virtue of a person's position within an organization






49. A list of the qualifications needed to perform a given job






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