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






2. Directing and leading people






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






4. Specialists in a specific area of the business






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






6. A system of moral principles






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






8. An introductory act or step; leading action






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






10. The combination of tactical and strategic management






11. Obtaining - training - and compensating employees






12. 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.






13. Directive and controlling style of management






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






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






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






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






18. Vision - Communication - Trust - Self-Management






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






20. The way a manager treats and involves employees






21. Providing extrensic awards may...






22. 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






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






24. The arrangement of resources in order to meet goals






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






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






27. 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






28. 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






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






30. To speak and write persuasively






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






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






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






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






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






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






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






38. 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






39. 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






40. One who includes employees in making decisions






41. Receiving - Responding - Valuing






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






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






44. A leader without ethics






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






46. 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






47. One who gives little or no direction to employees






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






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






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