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