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






2. 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






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






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






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






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






7. A system of moral principles






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






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






10. 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






11. Receiving - Responding - Valuing






12. Providing extrensic awards may...






13. To speak and write persuasively






14. The arrangement of resources in order to meet goals






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






16. Directing and leading people






17. The ability to understand people's emotional makeup






18. 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






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






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






21. 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






22. One who gives little or no direction to employees






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






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






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






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






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






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






29. One who includes employees in making decisions






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






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






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






33. An introductory act or step; leading action






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






35. A leader without ethics






36. 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






37. Directive and controlling style of management






38. 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






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






40. 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






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






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






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






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






45. The combination of tactical and strategic management






46. Obtaining - training - and compensating employees






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






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






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






50. Vision - Communication - Trust - Self-Management

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