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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. A leader without ethics






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






3. Vision - Communication - Trust - Self-Management


4. 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






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






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






7. 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






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






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






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






11. A system of moral principles






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






13. Receiving - Responding - Valuing






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






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






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






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






19. One who includes employees in making decisions






20. Providing extrensic awards may...






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






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






23. The ability to understand people's emotional makeup






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






25. To speak and write persuasively






26. Directing and leading people






27. 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






28. The arrangement of resources in order to meet goals






29. One who gives little or no direction to employees






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






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






32. 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






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






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






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






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






37. 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.






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






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






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






41. 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






42. The way a manager treats and involves employees






43. The combination of tactical and strategic management






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






45. Directive and controlling style of management






46. Obtaining - training - and compensating employees






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






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






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






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






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