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. A system of moral principles






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






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






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






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






6. 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






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






8. Providing extrensic awards may...






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






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






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






13. The combination of tactical and strategic management






14. Vision - Communication - Trust - Self-Management


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






16. The arrangement of resources in order to meet goals






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






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






19. 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






20. 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






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






22. One who gives little or no direction to employees






23. One who includes employees in making decisions






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






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






26. 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






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






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






29. Specialists in a specific area of the business






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






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






32. A leader without ethics






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






34. 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






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






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






37. 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






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






39. An introductory act or step; leading action






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






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






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






43. Obtaining - training - and compensating employees






44. 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






45. The ability to understand people's emotional makeup






46. 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.






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






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






49. Directing and leading people






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