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. 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






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






3. Directing and leading people






4. Receiving - Responding - Valuing






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






6. 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






7. Directive and controlling style of management






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






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






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






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






12. 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






13. The way a manager treats and involves employees






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






15. 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.






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






17. The combination of tactical and strategic management






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






19. A leader without ethics






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






21. Providing extrensic awards may...






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






23. One who includes employees in making decisions






24. An introductory act or step; leading action






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






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






27. The arrangement of resources in order to meet goals






28. To speak and write persuasively






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






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






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






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






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






34. A system of moral principles






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






36. 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






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






38. 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






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






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






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






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






43. Obtaining - training - and compensating employees






44. 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






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






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






47. Specialists in a specific area of the business






48. The ability to understand people's emotional makeup






49. Vision - Communication - Trust - Self-Management


50. One who gives little or no direction to employees