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. 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






2. The arrangement of resources in order to meet goals






3. 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






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






5. One who includes employees in making decisions






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






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






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






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






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






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






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






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. The ability to understand people's emotional makeup






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






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






17. One who gives little or no direction to employees






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






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






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






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






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






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






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






25. The way a manager treats and involves employees






26. A leader without ethics






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






28. 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






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






30. Receiving - Responding - Valuing






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






32. Vision - Communication - Trust - Self-Management


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






34. Providing extrensic awards may...






35. An introductory act or step; leading action






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






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






38. The combination of tactical and strategic management






39. 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






40. To speak and write persuasively






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






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






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






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






45. 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.






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






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






48. Specialists in a specific area of the business






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






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