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






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






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






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






5. 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






6. One who gives little or no direction to employees






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






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






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






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






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






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






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






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






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






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






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






18. The combination of tactical and strategic management






19. Vision - Communication - Trust - Self-Management


20. 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.






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






22. A system of moral principles






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






24. The ability to understand people's emotional makeup






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






26. The way a manager treats and involves employees






27. To speak and write persuasively






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






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






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






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






32. 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






33. Providing extrensic awards may...






34. 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






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






36. Receiving - Responding - Valuing






37. 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






38. Specialists in a specific area of the business






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






40. The arrangement of resources in order to meet goals






41. An introductory act or step; leading action






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






43. One who includes employees in making decisions






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






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






46. 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






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






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






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






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