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. Providing extrensic awards may...






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






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






5. To speak and write persuasively






6. Receiving - Responding - Valuing






7. A leader without ethics






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






9. The combination of tactical and strategic management






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






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






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






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






14. 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






15. Directing and leading people






16. Specialists in a specific area of the business






17. 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






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






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






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






21. The way a manager treats and involves employees






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






23. The arrangement of resources in order to meet goals






24. A system of moral principles






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






26. 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






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






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






29. Obtaining - training - and compensating employees






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






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






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






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






34. 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






35. 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






36. One who includes employees in making decisions






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






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






39. Directive and controlling style of management






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






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






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






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






44. The ability to understand people's emotional makeup






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






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






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






48. 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.






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






50. 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