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






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






3. 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






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






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






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






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






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






9. A leader without ethics






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






11. Obtaining - training - and compensating employees






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






13. The combination of tactical and strategic management






14. An introductory act or step; leading action






15. One who includes employees in making decisions






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






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






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






19. A system of moral principles






20. 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






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






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






23. 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






24. The ability to understand people's emotional makeup






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






26. 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






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






28. 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






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






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






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






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






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






35. Providing extrensic awards may...






36. Directive and controlling style of management






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






38. 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.






39. The arrangement of resources in order to meet goals






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






41. Specialists in a specific area of the business






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






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






44. The way a manager treats and involves employees






45. To speak and write persuasively






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






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






48. Vision - Communication - Trust - Self-Management


49. One who gives little or no direction to employees






50. Receiving - Responding - Valuing