| A | B |
|---|
| Managers project himself as the high authority power with uncompromising position. | autocratic |
| Manager project himself as knowledgeable and gives solutions for a situation and expects a “no question asked” environment. | autocratic |
| Manager gets things done the way he wants and listens to no one | autocratic |
| Manager can make fast decisions – Gets moving fast. | autocratic |
| There is no unexpected side track due to lack of communication among staffs. | autocratic |
| Staff feels useless as they are not consulted. | autocratic |
| No new ideas from staff as it will not be considered anyway. | autocratic |
| Lack team work among staff due to lack discussion. | autocratic |
| Employees have to wait for instruction thus causing delays | autocratic |
| Manager is seen as a having a mild approach personnel in terms of control and is sometimes indecisive. | democratic |
| Manager is often considered someone do not want to make his own decision | democratic |
| Manager is perceived to be someone who plays it safe in carrying out new tasks since decision has gone through one more layer of consideration (i.e. the staffs) | democratic |
| Values the opinions of the staff | democratic |
| With the management style, the decision made may not be the best for the company. | democratic |
| With this type of management style, the staff may not have enough knowledge about the decision that they are allowed to make. | democratic |
| Which type of management style would be best for the situation when management seek new ideas? | democratic |
| This type of management style is used when employees are highly skilled, experienced, and educated. | open |
| Management style used when employees are trustworthy and experienced. | open |
| Management style that allows maximum freedom to subordinates; they are given a free hand in deciding their own policies and methods. | open |
| Manager does not lead, but leaves the group entirely to itself | open |
| Manager has total control over all decisions and little input from group members | autocratic |
| Manager typically make choices based on their own ideas and judgments and rarely accept advice from followers. | autocratic |
| Group members are rarely trusted with decisions or important tasks | autocratic |
| Beneficial when decisions need to be made quickly without consulting with a large group of people. | autocratic |
| People in the group may dislike that they are unable to contribute ideas | autocratic |
| Managers are less concerned with investing their own leadership development, and prefer to simply work on the task at hand. | autocratic |
| A more productive group ‘while the leader is watching’. | autocratic |
| Increased workload for the manager. | autocratic |
| Teams become dependent upon their leader. | autocratic |
| Work environments where spans of control are wide and hence the manager has little time to devote to each employee | autocratic |
| Industries where employees need to perform low-skilled, monotonous and repetitive tasks and generally have low levels of motivation. | autocratic |
| Projects where the work performed needs to be completed to exact specifications and/or with a tight deadline. | autocratic |
| Companies that suffer from a high employee turnover, i.e. where time and resources devoted to leadership development would be largely wasted. | autocratic |
| considers employees as inherently lazy and disliking work, and assumes they seek to avoid work as much as possible | autocratic |
| Manager distrusts their subordinate’s ability, and closely supervise and control people under them. | autocratic |
| Managers involve themselves in detailed day-to-day activities, and rarely delegate or empower subordinates. | autocratic |
| Manager adopts one-way communication | autocratic |
| Assumes that employee motivation comes not through empowerment, but by creating a structured set of rewards and punishments. | autocratic |
| Manager gets work done by issuing threats and punishments and evoking fear. | autocratic |
| The primary concern remains dealing with the work at hand and not on developmental activities. | autocratic |
| Assumes full responsibility and take full credit for the work. | autocratic |
| This type of leader usually not only tells you what to do but also how to do it | autocratic |
| The only feedback these type of leaders provide to their people is negative feedback | autocratic |
| A typical expression in this type of work environment is, “no news is good news.” | autocratic |
| This style is effective when it is necessary to make unpopular decision, such as cut backs in personnel. | autocratic |
| This style might prove efficient when new employees still don’t possess the necessary skills and don’t know the procedures they need to follow – detailed orders and instructions might be the order of the day. | autocratic |
| Some people might have little trouble adapting to this style either because they like to be told what to do and / or because they are not motivated to do the task at hand. | autocratic |
| These leaders are not capable to build trust in employees | autocratic |
| These leaders do not build commitment and accountability among their workforce. | autocratic |
| Employees don’t voice their opinions nor do they share their wisdom among each other and with their superiors. | autocratic |
| Under this leadership style, workers are less likely to take initiatives, be creative and innovate – people development is almost non-existent. | autocratic |
| People are not motivated; there is lower employee morale and a higher turnover rate and a tendency to more absenteeism. | autocratic |
| Managers closely supervise and control workers | autocratic |
| The most effective style to use when you have new, untrained employees who do not know which tasks to perform or which procedures to follow | autocratic |
| Style that should NOT be used when employees become tense, fearful, or resentful | autocratic |
| Style that should NOT be used when employees expect to have their opinions heard | autocratic |
| Style that should NOT be used when employees begin depending on their manager to make all their decisions | autocratic |
| Style that should NOT be used when there is low employee morale, high turnover and absenteeism and work stoppage | autocratic |
| • Group members are encouraged to share ideas and opinions, even though the leader retains the final say over decisions. | democratic |
| • Members of the group feel more engaged in the process. | democratic |
| • Creativity is encouraged and rewarded. | democratic |
| • Members of the group feel more engaged in the process | democratic |
| • Develops plans to help employees evaluate their own performance | democratic |
| Allows employees to establish goals | democratic |
| Encourages employees to grow on the job and be promoted | democratic |
| Recognizes and encourages achievement | democratic |
| The leadership style that is most effective when the leader wants to keep employees informed about matters that affect them | democratic |
| The leadership style that is most effective when the leader wants employees to share in decision-making and problem-solving duties | democratic |
| The leadership style that is most effective when the leader wants to provide opportunities for employees to develop a high sense of personal growth and job satisfaction. | democratic |
| The leadership style that is most effective when there is a large or complex problem that requires lots of input to solve. | democratic |
| The leadership style that is most effective when changes must be made or problems solved that affect employees or groups of employees | democratic |
| The leadership style that is most effective when the manager wants to encourage team building and participation | democratic |
| Type of leadership that should NOT be used when there is not enough time to get everyone's input. | democratic |
| Type of leadership that should NOT be used when easier and more cost-effective for the manager to make the decision. | democratic |
| Type of leadership that should NOT be used when the business can't afford mistakes. | open |
| Type of leadership that should NOT be used when the manager feels threatened by this type of leadership | democratic |
| Type of leadership that should NOT be used when employee safety is a critical concern. | democratic |
| Offers a great deal of flexibility to adapt to better ways of doing things. | democratic |
| Gives little or no direction to group/individuals | open |
| Opinion is offered only when requested | open |
| A person does not seem to be in charge | open |
| Effective when there is a high degree of skill and motivation | open |
| Managers are hands-off and allow group members to make the decisions | open |
| This is generally the leadership style that leads to the lowest productivity among group members. | open |
| Not ideal in situations where group members lack the knowledge or experience they need to complete tasks and make decisions. | open |
| Should NOT be used with people that are not good at setting their own deadlines, managing their own projects and solving problems on their own. | open |
| All authority or power is given to the employees and they must determine goals, make decisions, and resolve problems on their own | open |
| This is an effective style to use when employees have pride in their work and the drive to do it successfully on their own. | open |
| This leadership style should NOT be used if it makes employees feel insecure at the unavailability of a manager | open |
| This leadership style should NOT be used if the manager cannot provide regular feedback to let employees know how well they are doing. | open |
| This leadership style should NOT be used if the managers are unable to thank employees for their good work. | open |
| This leadership style should NOT be used if the manager doesn't understand his or her responsibilities and is hoping the employees can cover for him or her. | open |
| Allows followers to have complete freedom to make decisions concerning the completion of their work or ask questions of the leader | open |
| The leader provides the followers with the materials they need to accomplish their goals and answers the follower's questions | open |
| Three ways that employee problems are handled in the workplace: | 1) Employee is able to resolve the problem; 2) manager just needs to be sympathetic by listening to employees and showing understanding of their situation; 3) managers need to work with the employee to get the necesary help to resolve the problem |
| Regulations created to maintain an effective working environment in a business. | Work Rules |
| If a business does not have a formal set of work rules... | each manager needs to develop procedures and policies that tell employees what the manager expects of them and how the manager will resolve the problems if they occur. |
| If managers do not communicate expectations to employees and do not handle them in a reasonable and equitable way... | they will soon lose the respect of the employees. |
| Reacting immediately, objectively and firmly to a rules violation | Hot Stove Principle |
| Effective leaders handle many types of work related problems... | with confidence. |
| When conflict and problems in the work place occur, successful managers.. | work to solve them before they create larger problems. |
| The general way a manager treats and supervises employees | leadership style |
