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






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






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






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






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






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






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






8. 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






9. 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






10. Directing and leading people






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






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






13. The ability to understand people's emotional makeup






14. Directive and controlling style of management






15. Obtaining - training - and compensating employees






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






17. 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.






18. 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






19. One who includes employees in making decisions






20. 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






21. A system of moral principles






22. Receiving - Responding - Valuing






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






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






25. To speak and write persuasively






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






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






28. The arrangement of resources in order to meet goals






29. An introductory act or step; leading action






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






31. Providing extrensic awards may...






32. 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






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






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






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






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






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






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






39. A leader without ethics






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






41. The way a manager treats and involves employees






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






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






44. One who gives little or no direction to employees






45. Specialists in a specific area of the business






46. Vision - Communication - Trust - Self-Management


47. 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






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






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






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