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. Determining to what extent the business is accomplishing the goals






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






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. 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. 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






6. One who includes employees in making decisions






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






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






9. 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






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






11. Directing and leading people






12. The combination of tactical and strategic management






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






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






15. A leader without ethics






16. To speak and write persuasively






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






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






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






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






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






22. The arrangement of resources in order to meet goals






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






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






25. The ability to understand people's emotional makeup






26. The way a manager treats and involves employees






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






28. One who gives little or no direction to employees






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






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






31. Directive and controlling style of management






32. Vision - Communication - Trust - Self-Management


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






34. 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






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






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






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






38. Specialists in a specific area of the business






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






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






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






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






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






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






45. Obtaining - training - and compensating employees






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






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






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






49. An introductory act or step; leading action






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