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






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






3. 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






4. 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






5. One who includes employees in making decisions






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






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






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






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






10. One who gives little or no direction to employees






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






12. 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.






13. 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






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






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






16. An introductory act or step; leading action






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






18. Obtaining - training - and compensating employees






19. Directive and controlling style of management






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






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






22. The way a manager treats and involves employees






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






24. To speak and write persuasively






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






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






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






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






29. The arrangement of resources in order to meet goals






30. Receiving - Responding - Valuing






31. 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






32. 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






33. The ability to understand people's emotional makeup






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






35. Providing extrensic awards may...






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






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






38. Specialists in a specific area of the business






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






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






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






42. Vision - Communication - Trust - Self-Management

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






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






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






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






47. 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






48. Directing and leading people






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






50. A system of moral principles