Management Style Test

For each situation listed below, select a solution that best fits your management style
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A red asterisk (*) indicates required questions.

  1. SITUATION 1

    The employees in your program appear to be having serious problems getting the job done. Their performance has been going downhill rapidly. They have not responded to your efforts to be friendly or to your expressions of concern for their welfare.*
    Re-establish the need for following program procedures and meeting the expectations for task accomplishment
    Be sure that staff members know you are available for discussion, but don't pressure them
    Talk with your employees and then set performance goals
    Wait and see what happens


  1. SITUATION 2

    During the past few months, the quality of work done by staff members has been increasing. Record keeping is accurate and up to date. You have been careful to make sure that the staff members are aware of your performance expectations.*
    Stay un-involved
    Continue to emphasize the importance of completing tasks and meeting deadlines
    Be supportive and provide clear feedback. Continue to make sure that staff members are aware of performance expectations
    Make every effort to let staff members feels important and involved in the decision-making process


  1. SITUATION 3

    Performance and interpersonal relations among your staff have been good. You have normally left them alone. However, a new situation has developed, and it appears that staff members are unable to solve the problem themselves.*
    Bring the group together and work as a team to solve the problem
    Continue to leave them alone to work it out
    Act quickly and firmly to identify the problem and establish procedures to correct it
    Encourage the staff to work on the problem, letting them know you are available as a resource and for discussion if they need you


  1. SITUATION 4

    You are considering a major change in your program. Your staff has a fine record of accomplishment and a strong commitment to excellence. They are supportive of the need for change and have been involved in the planning.*
    Continue to involve the staff in the planning, but direct the change
    Announce the changes and then implement them with close supervision
    Allow the group to be involved in developing the change, but don't push the process
    Let the staff manage the change process





School of Business
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School of Business, Innovation and Science
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