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Leadership And Motivation

Subject : soft-skills
  • Answer 50 questions in 15 minutes.
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  • 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. Directing and leading people

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

4. Specialists in a specific area of the business

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

6. A system of moral principles

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

8. An introductory act or step; leading action

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

10. The combination of tactical and strategic management

11. Obtaining - training - and compensating employees

12. 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.

13. Directive and controlling style of management

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

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

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

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

18. Vision - Communication - Trust - Self-Management

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

20. The way a manager treats and involves employees

21. Providing extrensic awards may...

22. 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

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

24. The arrangement of resources in order to meet goals

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

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

27. 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

28. 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

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

30. To speak and write persuasively

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

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

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

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

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

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

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

38. 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

39. 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

40. One who includes employees in making decisions

41. Receiving - Responding - Valuing

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

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

44. A leader without ethics

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

46. 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

47. One who gives little or no direction to employees

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

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

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