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






2. 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






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






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






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






6. 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






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






8. Providing extrensic awards may...






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






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






11. Directive and controlling style of management






12. Receiving - Responding - Valuing






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






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






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






16. 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.






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






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






19. One who gives little or no direction to employees






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






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






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






23. To speak and write persuasively






24. One who includes employees in making decisions






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






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






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






28. Directing and leading people






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






30. Specialists in a specific area of the business






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






32. 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






33. A leader without ethics






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






35. 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






36. The arrangement of resources in order to meet goals






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






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






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






40. The way a manager treats and involves employees






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






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






43. The ability to understand people's emotional makeup






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






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






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






47. Vision - Communication - Trust - Self-Management


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






49. Obtaining - training - and compensating employees






50. 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