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Test your basic knowledge |
Supervisor Basics
Start Test
Study First
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. 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.
Title VII - Civil Rights Act
Brainstorming
Personal Space
Turnover and Retention Dollar Amounts
2. The groups of Americans from age 29 through 43 - born between the late 1960s and 1980
Job
Alternative Dispute Resolution
Social Security
Generation X
3. 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.
Herarchy of Needs
Non-Exempt Employees
Family and Medical leave Act of 1993
Job Description
4. Reacts to the situation as they arise.
Accountability
Performance Evaluation and Performance Appraisal
Flex Style Management
Benefits of Training
5. 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
Turnover and Retention Dollar Amounts
Job
Nonverbal Communication
Flexible Empowerment
6. A specific group of tasks prescribed as a unit of work
In-House Job Referral
Conducting the Interview
Training Plan
Job
7. Should be organized as a series of written training plans - each representing a learnable - teachable segment of the job.
Unity of Command
Training Program
Span of Control
Confliction Prevention Root
8. Communication without words - as with signs - gestures - facial expressions - or body language
Nonverbal Communication
Formal Authority
Unemployment Insurance
Job Analysis
9. 1) Preparing for evaluation 2) Making the evaluation 3) Sharing it with the worker 4) Providing follow-up
Steps in the Evaluation Process
Employee Referral Program
Generation X
Title VII - Civil Rights Act
10. 2-3 feet
Personal Space
Health Maintenance Organizations (HMO's)
Formal Groups
In-House Job Referral
11. Money is the only thing that people work for. Fredrick Taylor was the most influential advocate
Mediation
Economic Person Theory
Job Specification
Job
12. 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
Retraining
Impulsive Approach
Turnover and Retention Dollar Amounts
Structured Empowerment
13. Employees have the opportunity to meet with managers to discuss issues
Open Door Policy
Theory Y
Economic Person Theory
Honesty/Integrity Test
14. Searching for job applicants from within an operation
Employee Self-Appraisal
Internal Recruiting
Dissatisfier
Perceptions
15. 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
Open Door Policy
Last Step in Delegation?
Perceptions
16. A lack of direct - properly handled conflict. Communication is key.
Coaching
Confliction Prevention Root
In-House Job Referral
Fact Finding
17. Possessing the rights and powers needed to make the decisions and take requisite actions to get a job done.
Impulsive Approach
Job Loading
Halo Effect
Authority
18. A second philosophy of motivation is to combine fear with incentive reward for good performance - punishment for bad
Magic Apron Approach
Carrot and Stick Method
Managerial Decision
Mistakes to Avoid
19. 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
Oral Order
Material Safety Data Sheets (MSDS)
Last Step in Delegation?
Peer Review
20. 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
Interviewing
Age/Discrimination in Employment Act of 1967
Job Analysis
Environmental Sexual Harassment
21. 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
Third-Paty Investigations
Age/Discrimination in Employment Act of 1967
Exempt Employees
Non-Exempt Employees
22. Is so much more than just Culture - ethnic group - race - religion - language - age - gender - physical abilities and qualities and sexual orientation.
Top Retention Factor
Informal Authority
Diversity
Job Classifications
23. A simple rule to follow is if it's not job related - don't ask.
Herarchy of Needs
Cardinal Rules
Authority
Interviewing
24. The number of employees that a manger supervises directly.
Alternative Dispute Resolution
Span of Control
Training Plan
Worker's Compensation
25. Generating ideas without considering their drawbacks - limitations - or consequences (typically a group activity)
Fact Finding
Brainstorming
Mediation
Employee Self-Appraisal
26. A factor in a job environment that produces dissatisfation - usually reducing motivation. Fredrick Herzberg.
Unemployment Insurance
Dissatisfier
Job Titles
Social Distance
27. The name of a job - such as a cook or housekeeper
Training Plan
Third-Party Sexual Harassment
Herarchy of Needs
Job Titles
28. To follow-up
Last Step in Delegation?
Diversity
Structured Empowerment
Span of Control
29. Duties and responsibilities performed by an employee
Position
Third-Paty Investigations
Cognitive Ability Test
Social Distance
30. 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
Fee-for-Service Plan
Sexual Harassement
Equal Pay Act of 1963
Controlling
31. To plan
Transformational Leadership
Job Fares
Environmental Sexual Harassment
First Step in Delegation?
32. A list of the qualifications needed to perform a given job
Cognitive Ability Test
Retraining
Third-Party Sexual Harassment
Job Specification
33. 4-7 feet
Social Distance
Honesty/Integrity Test
Synergy
Magic Apron Approach
34. The authority that employees grant a supervisor to make the necessary decisions and carry them out.
Job Instruction Training (JIT)
Real/Conferred Authority
Managers and Sexual Harassement
Material Safety Data Sheets (MSDS)
35. A neutral third party - from inside or outside the organization - confidently investigates complaints and proposes resolutions
Worker's Compensation
Employee Self-Appraisal
Nonverbal Communication
Third-Paty Investigations
36. 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.
Preferred Provider Organizations (PPO's)
Theory Y
Confliction Prevention Root
Transactional Leadership
37. 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
Diversity
Employee Assistance Program (EAP
Accommodation
Theory Y
38. A procedure by which employees evaluate their own performance - usually as part of a performance appraisal process
Formal Authority
Alternative Dispute Resolution
Interviewing
Employee Self-Appraisal
39. Employees who are paid by the hour and are not exempt from federal and state wage and hour laws.
Non-Exempt Employees
Cafeteria Plans
Written Instructions
Performance Evaluation and Performance Appraisal
40. 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 -
Intuitive Approach
Nonverbal Communication
Sexual Harassement
Worker's Compensation
41. The actions of two or more people to achieve outcomes that each is individually incapable of achieving
Employee Self-Appraisal
Span of Control
Environmental Sexual Harassment
Synergy
42. Making decisions that feel right
Flex Style Management
Intuitive Approach
Internal Recruiting
Employee Referral Program
43. People train themselves
Magic Apron Approach
First Step in Delegation?
Generation Y
Exempt Employees
44. The organizational principle that teach person should have only one boss.
Public Distance
Non-Exempt Employees
Unity of Command
Third-Paty Investigations
45. A detailed plan for carrying out employe training for a unit of work
Job Instruction Training (JIT)
Indecisive Approach
Training Plan
Alternative Dispute Resolution
46. 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
Formal Groups
Equal Pay Act of 1963
How to Make Good Decisions
Nonverbal Communication
47. Gives financial support to retirees and their survivors if they have paid into the system for 10 years or more
Performance Evaluation and Performance Appraisal
Social Security
Family and Medical leave Act of 1993
Managers and Sexual Harassement
48. Adding more work to a job without increasing interest - challenge or reward
Mistakes to Avoid
Internal Recruiting
Flexible Empowerment
Job Loading
49. To be influenced by one or more characteristics and extend them into an overall impression of a person.
Equal Pay Act of 1963
Halo Effect
Job
Most Common Occupational Injuries
50. The group of Americans born in the 1980s and 1990s
Family and Medical leave Act of 1993
Generation Y
Informal Authority
Impulsive Approach