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






2. The way a manager treats and involves employees






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






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






5. The combination of tactical and strategic management






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






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






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






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






10. 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






11. To speak and write persuasively






12. Vision - Communication - Trust - Self-Management


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






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






16. A leader without ethics






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






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






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






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






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






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






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






24. The ability to understand people's emotional makeup






25. Directive and controlling style of management






26. Specialists in a specific area of the business






27. An introductory act or step; leading action






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






29. One who includes employees in making decisions






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






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






32. A system of moral principles






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






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






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






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






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






38. 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






39. One who gives little or no direction to employees






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






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






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. Obtaining - training - and compensating employees






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






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






46. 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






47. 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.






48. Receiving - Responding - Valuing






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






50. 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