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






2. The actions of two or more people to achieve outcomes that each is individually incapable of achieving






3. The number of employees that a manger supervises directly.






4. The authority that employees grant a supervisor to make the necessary decisions and carry them out.






5. Arbitrations is the last step






6. Gives financial support to retirees and their survivors if they have paid into the system for 10 years or more






7. Searching for job applicants from within an operation






8. Top-recruiting method






9. Gives financial support to employees who are laid off for reasons they cannot control






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






11. 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.






12. 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.






13. 2-3 feet






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






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






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






17. To be influenced by one or more characteristics and extend them into an overall impression of a person.






18. 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






19. Making a deliberate stepwise process to make decisions






20. 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






21. Involves a customer or client and an employee






22. 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.






23. Making an off-the-cut decision






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






25. Tests that measure intelligence






26. Where most qualified people come from






27. 7-25 feet






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






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






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






31. A factor in a job environment that produces dissatisfation - usually reducing motivation. Fredrick Herzberg.






32. Gives managers more time to manage






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






34. Possessing the rights and powers needed to make the decisions and take requisite actions to get a job done.






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






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






37. A counseling program available to employees to provide confidential and professional counseling and referral






38. 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






39. 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






40. 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






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






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






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






44. 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






45. People are counter productive - dislike and avoid work and must be coerced - controlled - directed - threatened with punishment.






46. 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






47. People train themselves






48. areer growth - learning and development






49. 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






50. 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.