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. Directive and controlling style of management






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






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






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






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






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. The ability to understand people's emotional makeup






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






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






10. A leader without ethics






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






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






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






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






15. The arrangement of resources in order to meet goals






16. Vision - Communication - Trust - Self-Management


17. 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






18. One who gives little or no direction to employees






19. 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






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






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






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






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. 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.






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






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






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






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






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






30. To speak and write persuasively






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






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






33. An introductory act or step; leading action






34. 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






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






36. 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






37. Specialists in a specific area of the business






38. Providing extrensic awards may...






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






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






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






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






43. A system of moral principles






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






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






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






47. Directing and leading people






48. Receiving - Responding - Valuing






49. The combination of tactical and strategic management






50. 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