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






2. 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






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






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






5. Obtaining - training - and compensating employees






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






7. Providing extrensic awards may...






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






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






10. To speak and write persuasively






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






12. Directing and leading people






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






14. Directive and controlling style of management






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






16. 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






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






18. Vision - Communication - Trust - Self-Management






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






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






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






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






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






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






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






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






27. Specialists in a specific area of the business






28. An introductory act or step; leading action






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






30. 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






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






32. A leader without ethics






33. 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






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






37. The combination of tactical and strategic management






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






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






40. 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






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






42. The ability to understand people's emotional makeup






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






44. The arrangement of resources in order to meet goals






45. One who includes employees in making decisions






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






47. 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






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






49. The way a manager treats and involves employees






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