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. Obtaining - training - and compensating employees






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






3. 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






4. The ability to understand people's emotional makeup






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






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






7. 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






8. 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






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






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






11. The arrangement of resources in order to meet goals






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






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






14. 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






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






16. The way a manager treats and involves employees






17. To speak and write persuasively






18. Directing and leading people






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






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






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






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






23. One who includes employees in making decisions






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






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






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






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






28. 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.






29. 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






30. 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






31. One who gives little or no direction to employees






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






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






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






35. Directive and controlling style of management






36. A system of moral principles






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






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






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






40. A leader without ethics






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






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






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






44. Receiving - Responding - Valuing






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






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






47. Specialists in a specific area of the business






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






49. Providing extrensic awards may...






50. 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