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Leadership And Motivation

Subject : soft-skills
  • Answer 50 questions in 15 minutes.
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  • 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. Directing and leading people

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

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

4. One who includes employees in making decisions

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

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

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

8. 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

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

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

11. 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

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

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

14. A leader without ethics

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

16. Providing extrensic awards may...

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

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

19. Receiving - Responding - Valuing

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

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

22. 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

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

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

25. 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

26. The way a manager treats and involves employees

27. The combination of tactical and strategic management

28. The arrangement of resources in order to meet goals

29. 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

30. Specialists in a specific area of the business

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. Directive and controlling style of management

33. An introductory act or step; leading action

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

35. One who gives little or no direction to employees

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

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

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

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

40. Obtaining - training - and compensating employees

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

42. 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.

43. The ability to understand people's emotional makeup

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

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

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

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

48. Vision - Communication - Trust - Self-Management

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

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