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






2. One who gives little or no direction to employees






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






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






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






6. A leader without ethics






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






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






9. One who includes employees in making decisions






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






11. Directing and leading people






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






13. 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






14. 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






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






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






17. 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






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






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






20. The way a manager treats and involves employees






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






22. 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






23. The ability to understand people's emotional makeup






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






25. 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.






26. A system of moral principles






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






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






29. 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






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






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






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






33. Specialists in a specific area of the business






34. An introductory act or step; leading action






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






36. Vision - Communication - Trust - Self-Management


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






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






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






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






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






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






43. The arrangement of resources in order to meet goals






44. Receiving - Responding - Valuing






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






46. 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






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






48. To speak and write persuasively






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






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