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






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






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






4. The combination of tactical and strategic management






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






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






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






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






9. Directive and controlling style of management






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






11. Receiving - Responding - Valuing






12. An introductory act or step; leading action






13. Obtaining - training - and compensating employees






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






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






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






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






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






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






21. 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






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






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






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






25. 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






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






27. To speak and write persuasively






28. Providing extrensic awards may...






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






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






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






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






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






35. 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.






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






37. 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






38. A leader without ethics






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






40. Vision - Communication - Trust - Self-Management


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






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






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






44. One who gives little or no direction to employees






45. A system of moral principles






46. The ability to understand people's emotional makeup






47. The arrangement of resources in order to meet goals






48. Directing and leading people






49. 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






50. One who includes employees in making decisions