Test your basic knowledge |

Leadership And Motivation

Subject : soft-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. The quality or condition of being humble; modest opinion or estimate of one's own importance - rank - etc.






2. This style expects excellence and self-direction. It works best for highly skilled and motivated people who work well on their own. Other people - however - may feel overwhelmed by a pacesetting leader's demands for excellence. Their self-esteem - tr






3. 1. Coercive 2. Authoritative 3. Affiliative 4. Democratic 5. Pacesetting 6. Coaching






4. A system of moral principles






5. Receiving - Responding - Valuing






6. The ability to motivate individuals and groups to accomplish important goals






7. The ability to recognize and understand your moods - emotions - and drives as well as their effect on others






8. The way a manager treats and involves employees






9. Having suitable or sufficient skill - knowledge - experience - etc. - for some purpose.






10. The ability to understand people's emotional makeup






11. Analyzing of information - setting goals - and making decisions about what needs to be done






12. Executives responsible for the direction and success of the entire business






13. The ability to control or redirect disruptive impulses and moods - suspend judgment - and think before acting






14. To bring different groups together in order to reach mutually agreeable goals






15. Internal and external factors that simulate desire and energy in people to be continually interested in and committed to a job - role - subject - and to exert persistent effort in attaining a goal.






16. Management of Attention - Management of Meaning - Mangament of Trust - Management of Self






17. To align people who may not report to you toward a goal - 'Get them excited!'






18. Questions to ask in order to understand the employee and the problem 1. What drives the employee? 2. How are you contributing to the problem? - Consider range of outcomes - Discuss problem and reach resolution - Describe problem from your perspectiv






19. Providing extrensic awards may...






20. A group of people working harmoniously together to effectively achieve a common goal






21. An introductory act or step; leading action






22. Adherence to moral and ethical principles; soundless of moral character; honestly.






23. Obtaining - training - and compensating employees






24. Determining to what extent the business is accomplishing the goals






25. Managers are less directive and involve employees in the decision-making






26. Discipline and training of oneself - usually for improvement.






27. To speak and write persuasively






28. The ability to manage relationships - build networks - and find common ground






29. 1. Be consistent 2. Be passionate 3. Provide feedback 4. Make communication two-way 5. Issue calls in action 6. Choose media wisely






30. One who gives little or no direction to employees






31. 1. Self mastery - how you manage/master yourself. 2. You feel chemistry with person






32. This style mobilizes people toward a vision. Specifically - it provides an overarching goal - but gives others the freedom to choose their own way of reaching it. This approach is most effective when a business is at sea and needs direction - or duri






33. To handle friction and inevitable tensions - - short-term - 'fighting fires'






34. To listen and hear what people are saying and react in constructive ways (active listening).






35. One who tries to figure out how to orchestrate people in order to get things done ...has very good social skills






36. A spiritual power or personal quality that gives an individual influence or authority over large numbers of people






37. Creating a group of acquaintances and associates and keeping it active through regular communication for mutual benefits.






38. Used when a leader needs to give direct - clear - and precise orders and makes decision






39. The combination of tactical and strategic management






40. Vision - Communication - Trust - Self-Management


41. Feature of a mixed workforce that provides a wide range of abilities - experience - knowledge - and strengths due to its heterogeneity in age - background - ethnicity - physical abilities - political and religious beliefs - sex - and other attributes






42. This 'do what I say' style demands immediate compliance. It is especially useful in turnaround situations - in a crisis - and with problem employees. However - using this style inhibits your organization's flexibility and can dampen employee motivati






43. Directive and controlling style of management






44. A manager who gives little or no direction to workers.






45. The ability to pursue goals with energy and persistence - for reasons that go beyond money or status






46. External Factors: Benefits - working conditions - salary - etc. Internal Factors: Achievement - feedback - responsibility






47. This 'people-first' style engenders the creation of emotional bonds and team harmony. It is best used when team coherence is important or in times of low employee morale. But this approach's focus on praise may permit poor performance among employees






48. A leader without ethics






49. 1. Self-awareness 2. Self-regulation 3. Motivation 4. Empathy 5. Social Skill






50. Directing and leading people