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






2. The combination of tactical and strategic management






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






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






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






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






7. 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






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






9. Specialists in a specific area of the business






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






11. 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.






12. Vision - Communication - Trust - Self-Management


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






14. Receiving - Responding - Valuing






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






16. 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






17. To speak and write persuasively






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






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






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






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






22. One who gives little or no direction to employees






23. A system of moral principles






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






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






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






27. The arrangement of resources in order to meet goals






28. Providing extrensic awards may...






29. 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






30. One who includes employees in making decisions






31. Directive and controlling style of management






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






33. The ability to understand people's emotional makeup






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






35. 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






36. Obtaining - training - and compensating employees






37. An introductory act or step; leading action






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






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






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






41. Directing and leading people






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






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






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






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






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






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






48. 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






49. 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






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