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






2. Directive and controlling style of management






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






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






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






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






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






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






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






10. Vision - Communication - Trust - Self-Management


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






12. Directing and leading people






13. The combination of tactical and strategic management






14. 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.






15. 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






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






17. 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






18. An introductory act or step; leading action






19. A leader without ethics






20. 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






21. The ability to understand people's emotional makeup






22. Obtaining - training - and compensating employees






23. 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






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






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






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






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






28. 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






29. A system of moral principles






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






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. 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






33. Receiving - Responding - Valuing






34. Specialists in a specific area of the business






35. One who gives little or no direction to employees






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






37. Providing extrensic awards may...






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






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






40. To speak and write persuasively






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






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






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






44. The arrangement of resources in order to meet goals






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






46. The way a manager treats and involves employees






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






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






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






50. One who includes employees in making decisions