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. An introductory act or step; leading action






2. One who includes employees in making decisions






3. 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






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






5. 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






6. The arrangement of resources in order to meet goals






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






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






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. 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






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






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






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






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






15. Receiving - Responding - Valuing






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






17. Vision - Communication - Trust - Self-Management


18. The way a manager treats and involves employees






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






20. 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






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






22. Directing and leading people






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






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






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






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






27. A leader without ethics






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






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






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






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






32. Directive and controlling style of management






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






34. To speak and write persuasively






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






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






37. Providing extrensic awards may...






38. One who gives little or no direction to employees






39. The ability to understand people's emotional makeup






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






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






42. 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






43. 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






44. The combination of tactical and strategic management






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






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






47. 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






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






49. 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.






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