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






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






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






4. One who includes employees in making decisions






5. An introductory act or step; leading action






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






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






8. Receiving - Responding - Valuing






9. 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






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






11. The ability to understand people's emotional makeup






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






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






14. Directing and leading people






15. A system of moral principles






16. Vision - Communication - Trust - Self-Management

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






18. 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






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






20. The way a manager treats and involves employees






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






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






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






24. Obtaining - training - and compensating employees






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






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






27. Directive and controlling style of management






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






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






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






31. 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






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






33. One who gives little or no direction to employees






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






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






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






37. 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.






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






39. 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






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






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






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






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






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






45. 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






46. A leader without ethics






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






48. To speak and write persuasively






49. Specialists in a specific area of the business






50. The arrangement of resources in order to meet goals