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






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






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






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






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






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






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






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






9. A leader without ethics






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






11. 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






12. The combination of tactical and strategic management






13. One who gives little or no direction to employees






14. 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






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






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






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






18. 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






19. Providing extrensic awards may...






20. 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






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. To speak and write persuasively






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






24. The ability to understand people's emotional makeup






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






26. One who includes employees in making decisions






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






28. Directing and leading people






29. Receiving - Responding - Valuing






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






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






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






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






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






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






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






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






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






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






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






41. 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






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






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






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






45. Obtaining - training - and compensating employees






46. The arrangement of resources in order to meet goals






47. The way a manager treats and involves employees






48. Specialists in a specific area of the business






49. 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






50. Directive and controlling style of management