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 manager who gives little or no direction to workers.






2. The arrangement of resources in order to meet goals






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






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






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






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






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






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






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






10. Directing and leading people






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






12. 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






13. 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






14. The way a manager treats and involves employees






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






16. 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






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






18. One who includes employees in making decisions






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






20. 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






21. The combination of tactical and strategic management






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






23. An introductory act or step; leading action






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






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






26. 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






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






28. Obtaining - training - and compensating employees






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






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






31. A leader without ethics






32. 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.






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






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






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






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






37. Directive and controlling style of management






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






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






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






41. Receiving - Responding - Valuing






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






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






44. Providing extrensic awards may...






45. 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






46. Vision - Communication - Trust - Self-Management

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47. Specialists in a specific area of the business






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






49. A system of moral principles






50. The ability to understand people's emotional makeup