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






2. The arrangement of resources in order to meet goals






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






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






5. Directing and leading people






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






7. 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.






8. Providing extrensic awards may...






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






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






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






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






13. 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






14. A leader without ethics






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






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






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






18. Obtaining - training - and compensating employees






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






20. 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






21. To speak and write persuasively






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






23. One who includes employees in making decisions






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






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






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






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






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






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






30. 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






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






32. A system of moral principles






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






34. An introductory act or step; leading action






35. One who gives little or no direction to employees






36. 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






37. Directive and controlling style of management






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






39. The ability to understand people's emotional makeup






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






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






42. Receiving - Responding - Valuing






43. Vision - Communication - Trust - Self-Management


44. 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






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






46. 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






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






48. The combination of tactical and strategic management






49. The way a manager treats and involves employees






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