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. Directive and controlling style of management






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






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






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






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






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






8. The arrangement of resources in order to meet goals






9. One who includes employees in making decisions






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






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






12. The ability to understand people's emotional makeup






13. 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






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






15. A system of moral principles






16. Specialists in a specific area of the business






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






18. To speak and write persuasively






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






20. 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






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






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






23. One who gives little or no direction to employees






24. Obtaining - training - and compensating employees






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






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






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






28. Vision - Communication - Trust - Self-Management


29. An introductory act or step; leading action






30. A leader without ethics






31. 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.






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






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






34. The way a manager treats and involves employees






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






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






37. Receiving - Responding - Valuing






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






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






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






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






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






43. 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






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






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






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






47. 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






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






49. Directing and leading people






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