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 combination of tactical and strategic management






2. A system of moral principles






3. Vision - Communication - Trust - Self-Management


4. One who includes employees in making decisions






5. Providing extrensic awards may...






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






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






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






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






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






11. 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






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






13. An introductory act or step; leading action






14. Directive and controlling style of management






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






16. Receiving - Responding - Valuing






17. 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






18. 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.






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






20. One who gives little or no direction to employees






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






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






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






24. 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






25. Specialists in a specific area of the business






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






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






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






29. 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






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






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






32. The way a manager treats and involves employees






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






34. To speak and write persuasively






35. 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






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






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






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






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






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






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






42. 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






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






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






45. Obtaining - training - and compensating employees






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






47. The ability to understand people's emotional makeup






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






49. Directing and leading people






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