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. 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






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






3. The ability to understand people's emotional makeup






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






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






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






7. 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






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






9. 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






10. To speak and write persuasively






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






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






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






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






15. Directive and controlling style of management






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






17. An introductory act or step; leading action






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






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






20. Receiving - Responding - Valuing






21. 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.






22. One who gives little or no direction to employees






23. A leader without ethics






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






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






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






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






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






29. 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






30. Vision - Communication - Trust - Self-Management

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31. One who includes employees in making decisions






32. Providing extrensic awards may...






33. Specialists in a specific area of the business






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






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






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






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






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






39. 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






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






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






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






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






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






45. 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






46. Directing and leading people






47. 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






48. The way a manager treats and involves employees






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






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