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. Discipline and training of oneself - usually for improvement.






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






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






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






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






6. The arrangement of resources in order to meet goals






7. A system of moral principles






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






9. Providing extrensic awards may...






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






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






12. 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






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






14. A leader without ethics






15. 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






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






17. Directing and leading people






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






19. 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






20. To speak and write persuasively






21. 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






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






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






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






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






26. An introductory act or step; leading action






27. Obtaining - training - and compensating employees






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






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






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






31. Specialists in a specific area of the business






32. Receiving - Responding - Valuing






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






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






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






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






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






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






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






41. The ability to understand people's emotional makeup






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






43. Vision - Communication - Trust - Self-Management


44. The combination of tactical and strategic management






45. One who includes employees in making decisions






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






47. 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






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






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






50. 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