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






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






3. The way a manager treats and involves employees






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






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






6. 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






7. 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






8. 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






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






10. Obtaining - training - and compensating employees






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






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






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






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






15. 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






16. Directing and leading people






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






18. One who gives little or no direction to employees






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






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






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






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






23. Directive and controlling style of management






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






25. 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






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






27. An introductory act or step; leading action






28. The combination of tactical and strategic management






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






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






31. 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






32. Receiving - Responding - Valuing






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






34. One who includes employees in making decisions






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






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






37. Specialists in a specific area of the business






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






39. A leader without ethics






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






41. The ability to understand people's emotional makeup






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






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






44. A system of moral principles






45. To speak and write persuasively






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






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






48. The arrangement of resources in order to meet goals






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






50. 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.