WorksheetsManagement styles
Total questions: 12
Worksheet time: 6mins
Your employees have not been sensitive to your friendly conversations and attentions concerning their working conditions; the quality of their work is in free fall:
I would like to re-emphasize the implementation of uniform procedures and the need for everyone to do the work decided upon
I make myself available for discussion, but don't let them exaggerate...
I talk to each employee and then set a goal.
I carefully avoid interveining
The team's work results have improved. You have done your best to ensure that all your employees are aware of the standards to be applied and the role they have to play
I engage in a friendly dialogue, but I continue to make sure they are all aware of the standards and the role they have to play
I do not engage in any marked action in one direction or another
I do everything I can to make the group of employees feel needed and to make everyone feel involved
I would like to re-emphasize the importance of the time frame and the work that needs to be done to achieve the goals
The team is unable to solve a problem on their own. Normally, they were supposed to be able to do it themselves. Nevertheless, for the time being, the quality of the work and the relationships between them remain good:
I train the employees to solve the problem together, by themselves.
I let the team solve the problem on their own , without intervening
I act myself, quickly and firmly, to correct the situation and get everyone back on track
I encourage the team to work on the problem while making myself available for possible intervention
A major change needs to be made in the business organization (hours, dates off, work tools). Your employees are capable and have always been up to the task in the past. In addition, they undersatnd the reasons for the change
I allow the team to have some input into the implementation of the change, without putting too much pressure
I announce the decided changes and implement them with careful monitoring
I let the team determine its own directions within the framework set
I take into account the remarks and recommandations of all of you, but I am the one who directs this change
Your team's performance has declined in recent months. Employees no longer seem to care about achieving objectives. You need to keep the pressure on by reminding them of the deadlines and the stakes. In the past, redefining everyone's roles has helped turn the situation around
I leave it to the team to set their own direction to turn things around
I take into account their remarks and recommendations, but I do everything possible to ensure that the objectives are achieved on time
I redefine everyone's objectives and carefully monitor their implementation
I allow the team to participate in redefining their goals without pressure
You are appointed manager of a store that was previously managed in a very efficient way, knowing that your predecessor had a very "directive" style. You want to maintain productivity, but you would also like to humanize the working relationship a bit:
I do everything I can to make everyone feel needed
I insist again on the importance of the deadlines and the objectives to be reached
I am attentive to what is happening, but I am not intervening at the moment
I envolve the team in decisions that affect them, but i carefully monitor that goals are being met
You are considering major changes in the structure and organization of your team. Some employees have made suggestions about these changes. In addition, in the day-to-day work, the group has already proven its ability to adapt:
I define the changes and carefully monitor the implementation.
I solicit buy-in from the team and let the members organize the implemantation together.
I am willing to make the changes that are committed, but I maintain control over their implementation.
I am avoiding any confrontation for the moment and leaving things as they are
The team's performance is good, as are the relationships between the employees. But you feel a little uncertain about your ability to lead the group:
I let everyone work in their own way.
I discuss the situation with the team before making the necessary changes.
I take the necessary steps to get employees to work in a determined manner.
I prevent the supervisor/supervisee relationship from deteriorating by being too directive.
You have to lead a working group of employees that has to make certain recommandations for change to management. However, the group does not seem to be very clear on its objectives, absenteeism at meetings is high and the meetings that are held tend to become armchair discussions. Yet, you know that this group has all the necessary capabilities to carry out the task it has been given:
I give the group some latitude to determine their own mission objectives, without pressuring them one way or the other
I define the group's work objectives myself and closely monitor the progress of the work along this axis.
I let the working group evolve in its own way without exerting any pressure.
I take into account the recommendations of the task force on how to work together, but I make sure that the management objective is met.
Your employees, who are generally capable of taking resonsibility, do not seem to respond to your recent action to redefine with them more efficient ways of working:
I try to bring them back together to participate in redefining their new work standards, and I intervene as little as possible in the discussion.
I myself redefine the work methods to be implemented and closely monitor their application.
I avoid confrontation, do not exert any pressure in one direction or the other, and postpone for the time being the redefinition of the working methods.
I redefine the working methods myself, but I ask their opinion on their concrete implementation.
You have just been appointed to manage a store. Your predecessor was not very involved in the team's affairs, but the team seems to have done its job well. Internal relationships are good:
I am taking the necessary steps to get everyone to work within a well-defined line.
I allow some participation of everyone in decisions and strive to strengthen the existing good relationships.
I discuss with them the results obtained in the past and examine with them the possibility of adopting new methods.
I continue to let the team work by itself as in the past
Recent information shows that there are internal difficulties between members of your team. In the past, this group has proven its ability to succeed while maintaining a good atmosphere. All team members are fully qualified:
I find a short-term solution, I implement it, but I also examine with the team the need for new working methods in the medium term.
I let them solve the problem by themselves.
I act quickly and decisively to correct the situation, refocus individuals and redirect energies towards action.
I make myself available for discussion of current issues within the team, while avoiding degrading the relationship between them and me.
