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 way a manager treats and involves employees






2. 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






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. One who includes employees in making decisions






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






6. 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






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






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






9. 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.






10. 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






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






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






13. Vision - Communication - Trust - Self-Management

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






15. 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






16. A leader without ethics






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






18. The ability to understand people's emotional makeup






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






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






21. The combination of tactical and strategic management






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






23. One who gives little or no direction to employees






24. To speak and write persuasively






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






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






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






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






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






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






31. Specialists in a specific area of the business






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






33. 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






34. An introductory act or step; leading action






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






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






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






38. Receiving - Responding - Valuing






39. Directive and controlling style of management






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






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






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






43. 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






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






45. Directing and leading people






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






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






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






49. Providing extrensic awards may...






50. The arrangement of resources in order to meet goals