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






2. Providing extrensic awards may...






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






4. 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.






5. 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






6. 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






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






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






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






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






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






12. 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






13. The arrangement of resources in order to meet goals






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






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






16. Vision - Communication - Trust - Self-Management


17. The combination of tactical and strategic management






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






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






20. One who includes employees in making decisions






21. Directive and controlling style of management






22. 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






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






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






25. Specialists in a specific area of the business






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






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






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






29. 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






30. 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






31. Obtaining - training - and compensating employees






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






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






34. A leader without ethics






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






36. 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






37. The ability to understand people's emotional makeup






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






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






40. Directing and leading people






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






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






43. To speak and write persuasively






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






45. The way a manager treats and involves employees






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






47. Receiving - Responding - Valuing






48. One who gives little or no direction to employees






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






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