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. 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






2. Providing extrensic awards may...






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






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






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






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






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






8. 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






9. Receiving - Responding - Valuing






10. Vision - Communication - Trust - Self-Management


11. The way a manager treats and involves employees






12. 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






13. Directing and leading people






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






15. Directive and controlling style of management






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






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






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






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






20. The arrangement of resources in order to meet goals






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






22. 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.






23. The ability to understand people's emotional makeup






24. An introductory act or step; leading action






25. A system of moral principles






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






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






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






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






30. Specialists in a specific area of the business






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






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






33. A leader without ethics






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






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






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






37. To speak and write persuasively






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






39. Obtaining - training - and compensating employees






40. 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






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






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






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






44. 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






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






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






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






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






49. 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






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