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. 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






3. Specialists in a specific area of the business






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






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






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






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






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. An introductory act or step; leading action






10. A leader without ethics






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






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






13. 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






14. Directive and controlling style of management






15. 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






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






17. Vision - Communication - Trust - Self-Management


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






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






20. 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.






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






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






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






24. The way a manager treats and involves employees






25. The arrangement of resources in order to meet goals






26. 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






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






28. Receiving - Responding - Valuing






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






30. The combination of tactical and strategic management






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






32. 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






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






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






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






36. 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






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






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






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






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






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






42. A system of moral principles






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






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






45. Directing and leading people






46. Providing extrensic awards may...






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






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






49. To speak and write persuasively






50. The ability to understand people's emotional makeup