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. To speak and write persuasively






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






3. 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






4. 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






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






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






7. One who includes employees in making decisions






8. The combination of tactical and strategic management






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






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






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






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






13. The way a manager treats and involves employees






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






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






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. One who gives little or no direction to employees






19. Obtaining - training - and compensating employees






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






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






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






23. A system of moral principles






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






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






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






27. Vision - Communication - Trust - Self-Management


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






29. Directive and controlling style of management






30. Receiving - Responding - Valuing






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






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






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






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






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






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






37. Providing extrensic awards may...






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






41. 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






42. 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






43. Specialists in a specific area of the business






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






45. A leader without ethics






46. 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






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






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






49. Directing and leading people






50. 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