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






2. Receiving - Responding - Valuing






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






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






5. 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






6. 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






7. A leader without ethics






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






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






10. The ability to understand people's emotional makeup






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






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






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






14. To speak and write persuasively






15. Obtaining - training - and compensating employees






16. 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






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






18. 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






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






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






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






22. One who includes employees in making decisions






23. One who gives little or no direction to employees






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






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






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






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






28. 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






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






30. 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






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






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






33. Specialists in a specific area of the business






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






35. The combination of tactical and strategic management






36. Providing extrensic awards may...






37. An introductory act or step; leading action






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






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






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






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






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






43. 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






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






45. A system of moral principles






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






47. Vision - Communication - Trust - Self-Management


48. The way a manager treats and involves employees






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






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