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






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






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






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






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






6. The arrangement of resources in order to meet goals






7. 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






8. The way a manager treats and involves employees






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






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






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






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






13. One who includes employees in making decisions






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






15. 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






16. Vision - Communication - Trust - Self-Management


17. A system of moral principles






18. Obtaining - training - and compensating employees






19. 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






20. Directing and leading people






21. 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.






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






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






24. Receiving - Responding - Valuing






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






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






27. An introductory act or step; leading action






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






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






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. A leader without ethics






32. Providing extrensic awards may...






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






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






35. 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






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






37. To speak and write persuasively






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






39. One who gives little or no direction to employees






40. Directive and controlling style of management






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






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






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






44. Specialists in a specific area of the business






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






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






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






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






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






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