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 motivate individuals and groups to accomplish important goals






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






3. Providing extrensic awards may...






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






5. A leader without ethics






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






7. One who gives little or no direction to employees






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






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






10. 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






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






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






13. Specialists in a specific area of the business






14. Obtaining - training - and compensating employees






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






16. 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






17. 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.






18. Receiving - Responding - Valuing






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






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






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






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






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






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






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






26. Directive and controlling style of management






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






28. 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






29. The way a manager treats and involves employees






30. The ability to understand people's emotional makeup






31. The combination of tactical and strategic management






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






33. A system of moral principles






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






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






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






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






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






39. 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






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






41. 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






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






43. The arrangement of resources in order to meet goals






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






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






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






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






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






49. 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






50. One who includes employees in making decisions