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






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






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






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






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






6. 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






7. Specialists in a specific area of the business






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






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






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






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






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






13. A system of moral principles






14. 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






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






16. 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






17. 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.






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






19. Receiving - Responding - Valuing






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






21. Providing extrensic awards may...






22. Vision - Communication - Trust - Self-Management

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23. A leader without ethics






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






25. An introductory act or step; leading action






26. The ability to understand people's emotional makeup






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






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






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






30. The way a manager treats and involves employees






31. Directing and leading people






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






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






34. 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






35. The combination of tactical and strategic management






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






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






38. 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






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






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






41. One who gives little or no direction to 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. 1. Be consistent 2. Be passionate 3. Provide feedback 4. Make communication two-way 5. Issue calls in action 6. Choose media wisely






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






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






46. One who includes employees in making decisions






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






48. Obtaining - training - and compensating employees






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






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