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 '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






2. Obtaining - training - and compensating employees






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






4. 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






5. An introductory act or step; leading action






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






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






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






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






10. 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.






11. 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






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






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






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






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






16. 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






17. One who gives little or no direction to employees






18. Specialists in a specific area of the business






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






20. The ability to understand people's emotional makeup






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






24. A system of moral principles






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






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






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






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






29. The way a manager treats and involves employees






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






31. One who includes employees in making decisions






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






33. Vision - Communication - Trust - Self-Management


34. Directive and controlling style of management






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






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






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






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






39. A leader without ethics






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






41. 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






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






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






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






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






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






47. Directing and leading people






48. To speak and write persuasively






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






50. Providing extrensic awards may...