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






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






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






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






5. A system of moral principles






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






7. 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






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






9. Directive and controlling style of management






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






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






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






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






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






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






16. One who includes employees in making decisions






17. A leader without ethics






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






19. Directing and leading people






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






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






23. 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.






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






25. Receiving - Responding - Valuing






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






27. 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






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






29. One who gives little or no direction to employees






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






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






32. 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






33. An introductory act or step; leading action






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






35. 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






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






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






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






39. Vision - Communication - Trust - Self-Management






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






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






42. The combination of tactical and strategic management






43. 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






44. To speak and write persuasively






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






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






47. Obtaining - training - and compensating employees






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. The ability to understand people's emotional makeup






50. The way a manager treats and involves employees