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






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






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






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






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






6. To speak and write persuasively






7. One who includes employees in making decisions






8. The way a manager treats and involves employees






9. The ability to understand people's emotional makeup






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






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






12. Directive and controlling style of management






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






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






15. 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






16. 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.






17. Specialists in a specific area of the business






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






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






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






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






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






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






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






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






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






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






28. 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






29. 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






30. The combination of tactical and strategic management






31. Vision - Communication - Trust - Self-Management


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






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






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






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






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






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






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






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






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






42. A leader without ethics






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






44. 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






45. A system of moral principles






46. Receiving - Responding - Valuing






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






48. One who gives little or no direction to employees






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






50. An introductory act or step; leading action