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. A leader without ethics






2. 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






3. 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






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






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






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






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






8. 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






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






10. Specialists in a specific area of the business






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






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






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






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






15. Providing extrensic awards may...






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






17. 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.






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






19. 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






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






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






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






23. To speak and write persuasively






24. 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






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






26. Vision - Communication - Trust - Self-Management


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






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






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






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






31. The ability to understand people's emotional makeup






32. 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






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






34. The way a manager treats and involves employees






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






36. One who gives little or no direction to employees






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






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






39. Directive and controlling style of management






40. A system of moral principles






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






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






43. Directing and leading people






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






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






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






47. The arrangement of resources in order to meet goals






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






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






50. Obtaining - training - and compensating employees