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. 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






2. Directing and leading people






3. Directive and controlling style of management






4. One who gives little or no direction to employees






5. Obtaining - training - and compensating employees






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






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






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






9. A leader without ethics






10. Providing extrensic awards may...






11. The ability to understand people's emotional makeup






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






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






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






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






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






17. 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






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






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






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






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






22. 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






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






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






25. To speak and write persuasively






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






27. The arrangement of resources in order to meet goals






28. A system of moral principles






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






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






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






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






33. 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






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






35. Receiving - Responding - Valuing






36. One who includes employees in making decisions






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






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






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






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






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. 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 control or redirect disruptive impulses and moods - suspend judgment - and think before acting






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






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






46. Vision - Communication - Trust - Self-Management


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






48. The combination of tactical and strategic management






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






50. 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