Test your basic knowledge |

Leadership And Motivation

Subject : soft-skills
  • Answer 50 questions in 15 minutes.
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  • Match each statement with the correct term.
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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 manager who gives little or no direction to workers.

2. 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

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

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

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

6. The way a manager treats and involves employees

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

8. Receiving - Responding - Valuing

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

10. 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

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

12. Providing extrensic awards may...

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

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

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

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

17. One who gives little or no direction to employees

18. A leader without ethics

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

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

21. 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

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

23. Directive and controlling style of management

24. 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

25. A system of moral principles

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

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

28. Specialists in a specific area of the business

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

30. 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

31. One who includes employees in making decisions

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

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

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

35. 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

36. The ability to understand people's emotional makeup

37. To speak and write persuasively

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

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

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

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

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

43. The arrangement of resources in order to meet goals

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

45. 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

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

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

48. 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.

49. Obtaining - training - and compensating employees

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