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






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






3. A leader without ethics






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






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






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






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






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. The arrangement of resources in order to meet goals






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






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






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






13. 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.






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






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






16. One who includes employees in making decisions






17. 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






18. 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






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






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






21. The combination of tactical and strategic management






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






23. The way a manager treats and involves employees






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






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






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






27. Vision - Communication - Trust - Self-Management


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






29. Directive and controlling style of management






30. Specialists in a specific area of the business






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






32. Directing and leading people






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






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






35. 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






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






37. An introductory act or step; leading action






38. A system of moral principles






39. 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






40. One who gives little or no direction to employees






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






42. Providing extrensic awards may...






43. To speak and write persuasively






44. 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






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






46. Obtaining - training - and compensating employees






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






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






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






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