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.