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. One who gives little or no direction to employees






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






3. 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






4. Vision - Communication - Trust - Self-Management


5. Providing extrensic awards may...






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






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






8. The arrangement of resources in order to meet goals






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






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






11. Specialists in a specific area of the business






12. To speak and write persuasively






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






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






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






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






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






18. A system of moral principles






19. Obtaining - training - and compensating employees






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






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






22. Directive and controlling style of management






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






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






25. 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






26. Receiving - Responding - Valuing






27. 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






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






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






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






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






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






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






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






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. The way a manager treats and involves employees






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






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






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






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






41. A leader without ethics






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






43. The ability to understand people's emotional makeup






44. The combination of tactical and strategic management






45. An introductory act or step; leading action






46. 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.






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






48. 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






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






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