Questionaire Management Style - Revision history

Dirkjan at 19:28, 27 August 2020

2020-08-27T19:28:05Z

Dirkjan: Replaced content with "Questionaire Management Style Category:goleman"

2020-08-27T18:40:15Z

Replaced content with "Questionaire Management Style Category:goleman"

Dirkjan: Created page with "I feel that close supervision is not necessary in a situation where team members have participated in discussions of job-related issues I believe team members’ rights and fe..."

2020-08-25T07:25:09Z

Created page with "I feel that close supervision is not necessary in a situation where team members have participated in discussions of job-related issues I believe team members’ rights and fe..."

New page

I feel that close supervision is not necessary in a situation where team members have participated in discussions of job-related issues
I believe team members’ rights and feelings are more important than the immediate job at hand.
I am concerned with high standards of performance and encourage team members to reach these standards.
I often give orders in the form ofa suggestion, lout make it clear what I want.
In the long run, I will frre or transfer a person I consider to be unmanageable.
I expect my team members to carry out plans exactly as I have prepared them.
I tend to rely on group consensus rather than direct supervision or control.
I believe that developing close personal relationships with team members is the mark of a good manager.
l focus on getting team members to follow my example rather than establishing close personal relationships with them.
When team members fail to perform, I calmly but firmly let them know why they have failed.
I give members of my team responsibility, but take it back if performance is not forthcoming.
I try to reduce resistance to my decisions by indicating what team members have to gain.
I believe it is a manager’s job to motivate team members by providing performance feedback.
I create work plans that represent the ideas of my team members.
I believe a popular leader is better than an unpopular one.
I believe that firm discipline is important to get the job done.
I have high standards of performance and little sympathy for those whose performance falls short.
When a team member’s work plan is inappropriate, I suggest rethinking the matter and coming up with another.

[[Category:goleman]]

← Older revision		Revision as of 18:40, 27 August 2020
Line 1:		Line 1:
−	~~I feel that close supervision is not necessary in a situation where team members have participated in discussions of job-related issues~~	+	Questionaire Management Style
−	~~I believe team members’ rights and feelings are more important than the immediate job at hand.~~
−	~~I am concerned with high standards of performance and encourage team members to reach these standards.~~
−	~~I often give orders in the form ofa suggestion, lout make it clear what I want.~~
−	~~In the long run, I will frre or transfer a person I consider to be unmanageable.~~
−	~~I expect my team members to carry out plans exactly as I have prepared them.~~
−	~~I tend to rely on group consensus rather than direct supervision or control.~~
−	~~I believe that developing close personal relationships with team members is the mark of a good manager.~~
−	~~l focus on getting team members to follow my example rather than establishing close personal relationships with them.~~
−	~~When team members fail to perform, I calmly but firmly let them know why they have failed.~~
−	~~I give members of my team responsibility, but take it back if performance is not forthcoming.~~
−	~~I try to reduce resistance to my decisions by indicating what team members have to gain.~~
−	~~I believe it is a manager’s job to motivate team members by providing performance feedback.~~
−	~~I create work plans that represent the ideas of my team members.~~
−	~~I believe a popular leader is better than an unpopular one.~~
−	~~I believe that firm discipline is important to get the job done.~~
−	~~I have high standards of performance and little sympathy for those whose performance falls short.~~
−	~~When a team member’s work plan is inappropriate, I suggest rethinking the matter and coming up with another.~~
−
−
−
	[[Category:goleman]]		[[Category:goleman]]

← Older revision		Revision as of 19:28, 27 August 2020
Line 1:		Line 1:
−	~~Questionaire Management Style~~	+	I feel that close supervision is not necessary in a situation where team members have participated in discussions of job-related issues
		+	I believe team members’ rights and feelings are more important than the immediate job at hand.
		+	I am concerned with high standards of performance and encourage team members to reach these standards.
		+	I often give orders in the form ofa suggestion, lout make it clear what I want.
		+	In the long run, I will frre or transfer a person I consider to be unmanageable.
		+	I expect my team members to carry out plans exactly as I have prepared them.
		+	I tend to rely on group consensus rather than direct supervision or control.
		+	I believe that developing close personal relationships with team members is the mark of a good manager.
		+	l focus on getting team members to follow my example rather than establishing close personal relationships with them.
		+	When team members fail to perform, I calmly but firmly let them know why they have failed.
		+	I give members of my team responsibility, but take it back if performance is not forthcoming.
		+	I try to reduce resistance to my decisions by indicating what team members have to gain.
		+	I believe it is a manager’s job to motivate team members by providing performance feedback.
		+	I create work plans that represent the ideas of my team members.
		+	I believe a popular leader is better than an unpopular one.
		+	I believe that firm discipline is important to get the job done.
		+	I have high standards of performance and little sympathy for those whose performance falls short.
		+	When a team member’s work plan is inappropriate, I suggest rethinking the matter and coming up with another.
		+
		+
		+
	[[Category:goleman]]		[[Category:goleman]]