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. Specialists in a specific area of the business






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






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






4. The arrangement of resources in order to meet goals






5. Receiving - Responding - Valuing






6. To speak and write persuasively






7. 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






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






9. 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






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






11. The combination of tactical and strategic management






12. 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






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






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






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






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






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






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






19. A system of moral principles






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






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






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






23. Directing and leading people






24. A leader without ethics






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






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






27. 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.






28. Providing extrensic awards may...






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






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






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






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






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






34. 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






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






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






37. 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






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






39. Directive and controlling style of management






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






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






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






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






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






45. An introductory act or step; leading action






46. One who gives little or no direction to employees






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






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






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






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