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






2. The combination of tactical and strategic management






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






4. 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






5. To speak and write persuasively






6. The way a manager treats and involves employees






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






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






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






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






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






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






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






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






15. Receiving - Responding - Valuing






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






17. A leader without ethics






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






19. 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.






20. 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






21. One who includes employees in making decisions






22. Directive and controlling style of management






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






24. 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






25. The ability to understand people's emotional makeup






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






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






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






29. Providing extrensic awards may...






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






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






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






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






34. 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






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






36. Directing and leading people






37. An introductory act or step; leading action






38. A system of moral principles






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






41. Vision - Communication - Trust - Self-Management


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






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






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






45. 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






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






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






48. One who gives little or no direction to employees






49. 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






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