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






2. 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






3. One who gives little or no direction to employees






4. 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






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






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






7. Directing and leading people






8. An introductory act or step; leading action






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






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






11. Specialists in a specific area of the business






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






13. Obtaining - training - and compensating employees






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






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






16. 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.






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






18. One who includes employees in making decisions






19. The arrangement of resources in order to meet goals






20. Directive and controlling style of management






21. Receiving - Responding - Valuing






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. The ability to understand people's emotional makeup






25. 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






26. The way a manager treats and involves employees






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






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






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






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






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






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






33. Vision - Communication - Trust - Self-Management


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






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






36. The combination of tactical and strategic management






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






38. Providing extrensic awards may...






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






40. 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






41. 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






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






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






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






45. 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






46. To speak and write persuasively






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






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






49. A system of moral principles






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