test supervision 456

Question 1

What are the 4 factors that could be used to help prioritize when decision should be started?

Answer 1

performance effect
importance
money
size

Question 2

What are many times the results of a quick decision?

Answer 2

often be regretted when it proves to be a poor decision or needs to be revisited

Question 3

Instead of a gut reaction what is the better choice for a decision?

Answer 3

should be logical, rational reason for each decision

Question 4

Does cost play a role in decisions?

Answer 4

cost is one of the objective criteria that is a part of many, if not most, decisions

Question 5

Are there legitimate situations when a Supervisor should have someone else make the decisions? What are they?

Answer 5

two legitimate situation.
if a worker has had adequate training for decision he or she will routinely make, but lacks confidence.
when the supervisor does not have the expertise or authority to make the decision

Question 6

If you have a new problem is it better to use decision making or problem solving?

Answer 6

problem solving is often more effective than a decision making approach

Question 7

If new work methods are put into place does a supervisor need to retrain even the most basic procedures even if they have not been changed?

Answer 7

idk

Question 8

How do classical managers view specialization? High, low etc

Answer 8

believe in a high degree of specialization, which means fewer tasks performed more often

Question 9

What can be the result to workers of very high job specialization?

Answer 9

workers didn’t have the skills needed to perform more than a few tasks

Question 10

How is training affected by specialization?

Answer 10

with a specialized job the training time is much shorter because fewer tasks need to be learned.

Question 11

What about worker efficiency is it affected by specialization?

Answer 11

the supervisors and managers need to use enough specialization to reap the benefits but also include enough variety of tasks so that boredom does not set in and wipe out the advantages

Question 12

What would you expect to see in a job description?

Answer 12

narrative description of the job
the reporting relationship 
advancement
responsibilities
duties 
tools and equipment 
working conditions

Question 13

Can a supervisor write preferences in a job requirement if they are not a requirement of the job?

Answer 13

idk i think yeah

Question 14

What is more expensive external or internal hiring?

Answer 14

external is most costly

Question 15

Any advantages to external versus internal hiring?

Answer 15

bring new ideas and talent into a company but is more costly, takes longer, and carries grater risk

Question 16

If you find discrepancies between a job applicant and pre-interview verification what should you do?

Answer 16

idk

Question 17

If taken to court what type of interview is more legally defendable?

Answer 17

structured interviews

Question 18

What is the main point of a job interview beyond learning about the candidate?

Answer 18

the point is to differentiate hob applicants to, hopefully find the best one

Question 19

What types of questions cannot be asked during a interview?

Answer 19

maiden name
marital status
own or rent home
family/children
religion
race

Question 20

What percentage of talking should the candidate do during an interview? Supervisor?

Answer 20

don’t do all the talking. the person being interviewed should do about 75% of the talking

Question 21

What are 2 categories of job tests?

Answer 21

two types. those that are related to the work and those that are about the worker.

Question 22

When should unsuccessful candidates be notified that they did not receive the job?

Answer 22

after someone has accepted

Question 23

What types of things should be included in a job offer?

Answer 23

include the salary, major benefits, days and times, and the preferred starting date

Question 24

Are there any legal issues a Supervisor should be concerned about if a worker causes harm and can show they were not properly trained?

Answer 24

idk

Question 25

Who needs training? How do you determine that?

Answer 25

sometimes workers need very little training either because the job is simple or because the worker has previous training, education, or experience. should not assume workers know what they need to know.

Question 26

What is the principle of rules and exceptions?

Answer 26

more effective and less confusing when the rules or the normal situations are presented first and exceptions later

Question 27

Does feedback play a role in training? How?

Answer 27

receiving feedback and knowing how one is performing can be motivational

Question 28

What is learning by accident?

Answer 28

on the job training-a worker sent to the worksite to pick up whatever learning one can by watching others,

Question 29

What are the 5 steps to maximize the effectiveness of OTJ training? ie. Prepare a rationale…

Answer 29

prepare a rationale- why is the training needed?
develop objectives
determine prerequisites
list resources
determine outcomes

Question 30

Should a supervisor show interest in newly trained workers progress? What should he/she do?

Answer 30

idk

Question 31

As a supervisor gains confidence in the employee they tend to spend more/less time between visits?

Answer 31

they visit less in between

Question 32

Once the decision for coaching has been established what 3 factors are then established? ie, 1.What the coach will look for?

Answer 32

should determine the variance, or difference, between where the worker wants to be an where he or she is now

Question 33

What is the role of a coach in decision making?

Answer 33

idk

Question 34

performance effect

Answer 34

refers to whether or not the lack of a decision will keep thers from doing their jobs

Question 35

personal political decision

Answer 35

benefits the supervisor or his or her career

Question 36

emergency decision

Answer 36

made in a crisis situation

Question 37

intuition

Answer 37

be defined as knowledge and experience in a particular field or area

Question 38

constraints

Answer 38

or limits are concerned with what can and cannot be done

Question 39

brainstorming

Answer 39

uses a group of people who contribute ideas within the constraints, goals and givens

Question 40

job design

Answer 40

the process of defining the work that need to be done, dividing that work into jobs, defining those jobs, and then describing the type of person capable of performing the jobs

Question 41

job enlargement

Answer 41

involves adding more tasks to a job

Question 42

autonomy

Answer 42

refers to how free a worker is to perform tasks and control of his or her work

Question 43

feedback

Answer 43

involves directly receiving information on how well or poorly someone is performing

Question 44

task identity

Answer 44

how closely the work is related to a finished product

Question 45

structured interviews

Answer 45

follow a predetermined pattern in that a specific set of questions are asked of all interviewees

Question 46

orientation

Answer 46

an introduction to the company and the workplace

Question 47

onboarding

Answer 47

includes traditional orientation but can also include presentations on the company culture, quality control, and customer satisfaction

Question 48

on-the-job training

Answer 48

two different things: learning by accident. a worker sent to worksite to pickup whatever learning one can by watching others, maybe by asking a few questions, and quite often by getting yelled at by others for not knowing anything

Question 49

coaching

Answer 49

is helping someone improve his or her performance through continuous skill development.