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. Directive and controlling style of management






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. Determining to what extent the business is accomplishing the goals






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






5. Providing extrensic awards may...






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






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






8. Specialists in a specific area of the business






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






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






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






13. 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






14. Receiving - Responding - Valuing






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






16. The combination of tactical and strategic management






17. One who includes employees in making decisions






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






19. An introductory act or step; leading action






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






21. 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






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






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






24. Obtaining - training - and compensating employees






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






26. 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






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






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






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






30. 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






31. 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.






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






33. The way a manager treats and involves employees






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






35. 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






36. The ability to understand people's emotional makeup






37. To speak and write persuasively






38. A leader without ethics






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






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






41. 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






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






43. The arrangement of resources in order to meet goals






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






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






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






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






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






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






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