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. One who gives little or no direction to employees






2. 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






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






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






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






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






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






8. The combination of tactical and strategic management






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






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






11. One who includes employees in making decisions






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






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






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






15. Receiving - Responding - Valuing






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






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






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






19. The way a manager treats and involves employees






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






21. A system of moral principles






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






23. Directive and controlling style of management






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






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






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






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






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






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






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






31. A leader without ethics






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






33. Vision - Communication - Trust - Self-Management


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






35. Specialists in a specific area of the business






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






37. An introductory act or step; leading action






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






39. 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






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






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






42. 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






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. 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






45. 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






46. 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.






47. Providing extrensic awards may...






48. 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






49. To speak and write persuasively






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