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. 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.






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






3. An introductory act or step; leading action






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






5. 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






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






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






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






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






10. One who gives little or no direction to employees






11. Directing and leading people






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






13. 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






14. 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






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






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






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






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






19. Vision - Communication - Trust - Self-Management


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






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






22. Receiving - Responding - Valuing






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






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






25. 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






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






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






28. A system of moral principles






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






30. The arrangement of resources in order to meet goals






31. Directive and controlling style of management






32. One who includes employees in making decisions






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






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






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






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






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






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






39. Providing extrensic awards may...






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






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






42. To speak and write persuasively






43. 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






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






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






46. Obtaining - training - and compensating employees






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






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






49. The way a manager treats and involves employees






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