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 pursue goals with energy and persistence - for reasons that go beyond money or status






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






3. 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






4. 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






5. 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






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






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






8. Specialists in a specific area of the business






9. The way a manager treats and involves employees






10. 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






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






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






13. The arrangement of resources in order to meet goals






14. The ability to understand people's emotional makeup






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






16. Vision - Communication - Trust - Self-Management


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






18. 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






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






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






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






22. Obtaining - training - and compensating employees






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






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






25. 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.






26. 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






27. To speak and write persuasively






28. The combination of tactical and strategic management






29. A leader without ethics






30. A system of moral principles






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






32. Directive and controlling style of management






33. One who includes employees in making decisions






34. 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






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






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






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






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






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






40. Providing extrensic awards may...






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






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






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






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






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






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






47. Receiving - Responding - Valuing






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






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






50. An introductory act or step; leading action