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. Obtaining - training - and compensating employees






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






4. A system of moral principles






5. To speak and write persuasively






6. Directive and controlling style of management






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






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






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






10. 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






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






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






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






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






15. The ability to understand people's emotional makeup






16. A leader without ethics






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






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






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






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






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






22. Receiving - Responding - Valuing






23. 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






24. One who gives little or no direction to employees






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






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






28. 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






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






30. Specialists in a specific area of the business






31. 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.






32. One who includes employees in making decisions






33. 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






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






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






36. 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






37. Vision - Communication - Trust - Self-Management


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






39. The combination of tactical and strategic management






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






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






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






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






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






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






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






47. The arrangement of resources in order to meet goals






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






49. An introductory act or step; leading action






50. The way a manager treats and involves employees