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 includes employees in making decisions






2. Providing extrensic awards may...






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






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






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






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






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






8. An introductory act or step; leading action






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






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






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






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






13. The way a manager treats and involves employees






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






15. Vision - Communication - Trust - Self-Management


16. 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






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






18. Specialists in a specific area of the business






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






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






21. 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






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






23. One who gives little or no direction to employees






24. 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.






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






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






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






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






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






30. Directive and controlling style of management






31. A system of moral principles






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






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






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






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






36. To speak and write persuasively






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






38. The combination of tactical and strategic management






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






40. Directing and leading people






41. Receiving - Responding - Valuing






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






43. 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






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






45. Obtaining - training - and compensating employees






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






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






48. 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






49. 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






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