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






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






3. A system of moral principles






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






5. The ability to understand people's emotional makeup






6. 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.






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






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






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






10. Receiving - Responding - Valuing






11. Specialists in a specific area of the business






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






13. To speak and write persuasively






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






15. An introductory act or step; leading action






16. 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






17. 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






18. 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






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






20. The arrangement of resources in order to meet goals






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






22. Vision - Communication - Trust - Self-Management


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






24. This style focuses on personal development. Coaching leaders help people identify their strengths and weaknesses - and tie them to their career aspirations. While this style is highly successful with people who want to change or improve professionall






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






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






27. The combination of tactical and strategic management






28. One who includes employees in making decisions






29. Judgment based on observable experience and uninfluenced by emotions or personal prejudices.






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






31. 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






32. The way a manager treats and involves employees






33. Directive and controlling style of management






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






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






36. 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






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






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






39. Obtaining - training - and compensating employees






40. Having the power or quality of deciding; putting an end to controversy.






41. First level of management; responsible for the work of a group of employees






42. 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






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






44. 1. Communication skills 2. Interpersonal skills 3. Conflict-resolution skills 4. Negotiation skills 5. Motivational skills






45. A leader without ethics






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






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






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






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






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