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






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






3. 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






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






5. The way a manager treats and involves employees






6. 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






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






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






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






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






11. 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






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






13. One who gives little or no direction to employees






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






15. A system of moral principles






16. The arrangement of resources in order to meet goals






17. Vision - Communication - Trust - Self-Management


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






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






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






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






22. Receiving - Responding - Valuing






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






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






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






26. Providing extrensic awards may...






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






28. To speak and write persuasively






29. The combination of tactical and strategic management






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






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






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






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






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






35. An introductory act or step; leading action






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






37. A leader without ethics






38. 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.






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






40. 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






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






42. The ability to understand people's emotional makeup






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






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






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






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






48. 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






49. Directing and leading people






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