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. A system of moral principles






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






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






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






5. An introductory act or step; leading action






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






7. Receiving - Responding - Valuing






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. The combination of tactical and strategic management






10. The arrangement of resources in order to meet goals






11. 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






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






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






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






16. 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






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






18. Vision - Communication - Trust - Self-Management


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






20. 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






21. To speak and write persuasively






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






23. A leader without ethics






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






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






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






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






28. The ability to understand people's emotional makeup






29. One who gives little or no direction to employees






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






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






32. Specialists in a specific area of the business






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






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






35. Directing and leading people






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






37. 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






38. Providing extrensic awards may...






39. The way a manager treats and involves employees






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






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






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






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






44. 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.






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






46. One who includes employees in making decisions






47. 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






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






49. Obtaining - training - and compensating employees






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