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






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






3. Directive and controlling style of management






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






5. Obtaining - training - and compensating employees






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






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






8. 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






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






10. Directing and leading people






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






12. One who gives little or no direction to employees






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






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






15. 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






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






17. Receiving - Responding - Valuing






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






19. One who includes employees in making decisions






20. To speak and write persuasively






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






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






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






24. The way a manager treats and involves employees






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






26. Specialists in a specific area of the business






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






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






29. 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.






30. A system of moral principles






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






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






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






35. A leader without ethics






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






37. Vision - Communication - Trust - Self-Management

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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. 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






41. 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






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






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






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






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






46. The arrangement of resources in order to meet goals






47. The combination of tactical and strategic management






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. Providing extrensic awards may...