For Situation 1, the development level 4 style of leadership is the level that best describes this
situation/person and the action that should be taken. The best action would be answer A, which
states, “Assign the project to her and let her determine how to accomplish it.” This person was
identified as very experienced, competent, knowledgeable, etc. For this worker and situation, a
delegated approach is taken. What helped me in the situation was how the employee was
described. Because of his/her experience and knowledge in all areas of the company, a low
supportive and low directive leadership is the best approach.
For Situation 2, the development level 1 style of leadership is what the situation describes and
what response should be used. The best action would be C. This answer states, “Define the steps
necessary to complete the assigned tasks and monitor her performance frequently.” What helped
me identify the best course of action was that the employee did not have the needed experience,
but was very enthusiastic about the job. This shows that he/she will need to be given directions
on how to carry out tasks and the quality expected. Once this is done, the employee’s
performance should be monitored and supervised very closely.
For Situation 3, the development level 2 style of leadership is the level that describes the
situation and should be used based on this situation/encounter. The best course of action would
be answer C. This states, “Continue to define group activities but involve the group members
more in decision making and incorporate their ideas.” What helped me identify the best course of
action was that the employee’s do know what is required of them as well as expected. They have
just lost motivation because of obstacles that have recently ensued. This means that the leader
needs to have a more supportive coaching style.
For Situation 4, the development level 3 style of leadership is the level that describes the
situation and how the leader should use their leadership. The best course of action would be C,
which states, “Listen to his concerns but assure him he can do the job and support his efforts.”
What helped me in decided the best action for this situation was that the skills are there for this
employee, but he might not have as much confidence in his abilities to carry out this job. He is