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






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. 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






4. A system of moral principles






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






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






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






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






9. Obtaining - training - and compensating employees






10. A leader without ethics






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






12. To speak and write persuasively






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






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






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






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






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






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






19. 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






20. Directive and controlling style of management






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






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






23. One who includes employees in making decisions






24. The ability to understand people's emotional makeup






25. The combination of tactical and strategic management






26. One who gives little or no direction to employees






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






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






29. Vision - Communication - Trust - Self-Management


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






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






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






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






34. An introductory act or step; leading action






35. The way a manager treats and involves employees






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






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






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






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






40. 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






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






42. The arrangement of resources in order to meet goals






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






44. 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






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






46. 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






47. 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.






48. The process of accomplishing the goals of an organization through the effective use of people and other resources






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






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