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. One who gives little or no direction to employees






2. 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






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






4. Specialists in a specific area of the business






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






6. The ability to understand people's emotional makeup






7. Directing and leading people






8. A system of moral principles






9. 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






10. 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






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






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






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






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






15. Providing extrensic awards may...






16. To speak and write persuasively






17. 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






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






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






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






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. Discipline and training of oneself - usually for improvement.






23. 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






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






25. Vision - Communication - Trust - Self-Management


26. The combination of tactical and strategic management






27. Receiving - Responding - Valuing






28. 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






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






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






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






32. 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






33. The arrangement of resources in order to meet goals






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






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






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






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






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






39. A leader without ethics






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






41. Directive and controlling style of management






42. The way a manager treats and involves employees






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






44. An introductory act or step; leading action






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






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






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






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






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






50. One who includes employees in making decisions