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






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






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






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






5. The combination of tactical and strategic management






6. 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.






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






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






9. 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






10. One who includes employees in making decisions






11. Vision - Communication - Trust - Self-Management


12. An introductory act or step; leading action






13. Directive and controlling style of management






14. Specialists in a specific area of the business






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






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






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






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






19. Directing and leading people






20. Providing extrensic awards may...






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






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






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






24. 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






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






26. To speak and write persuasively






27. The ability to understand people's emotional makeup






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






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






30. 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






31. 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






32. Receiving - Responding - Valuing






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






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






35. Obtaining - training - and compensating employees






36. 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






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






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






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






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






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






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






43. One who gives little or no direction to employees






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






45. A leader without ethics






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






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






48. 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






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






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