Employee Engagement Booster Program Exercise: What is your management style?

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Quiz Questions

1.
About my employees' mental view of work.
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- A.
  I am inclined to think that most of my employees dislike work.
- B.
  I am inclined to think that most of my employees want to succeed.
- C.
  There are some things my employees would rather not do, but generally they enjoy working.
2.
How do my employees view responsibility?
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- A.
  I am inclined to think that most of my employees avoid work and responsibility.
- B.
  I am inclined to think that most of my employees are responsible and do the right thing.
- C.
  There is a certain amount of justification and finger pointing, but overall, my staff are taking ownership for their piece of the action.
3.
Are my employees working hard or tending to be lazy?
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- A.
  I am inclined to think that most of my employees are lazy.
- B.
  I am inclined to think that most of my employees like to work.
- C.
  I am inclined to think that sometimes my employees work hard, and other times they drag their feet.
4.
Do my employees value their job?
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- A.
  I am inclined to think that most of my employees value job security above everything else.
- B.
  I am inclined to think that most of my employees treat work like they do play.
- C.
  I am inclined to think that the majority of my employees see a purpose in what they do, but sometimes it is the paycheck that keeps them coming to work.
5.
How ambitious are my employees?
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- A.
  I am inclined to think that most of my employees lack ambition.
- B.
  I am inclined to think that most of my employees see achievement at work as part of the reward.
- C.
  I am inclined to think there is a status quo and most of my employee are happy with the way things are. Let's not rock the boat.
6.
Do my employees need to be externally driven or are they self-driven?
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- A.
  I am inclined to think that most of my employees work best when they are pushed hard.
- B.
  I am inclined to think that most of my employees have limitless capability to solve organizational challenges.
- C.
  I am inclined to think that my team does the work in front of them, but are not necessarily looking for more.
7.
How much supervision is needed to get things done?
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- A.
  I am inclined to think that most of my employees need to be monitored closely to be certain that they'll do the right things.
- B.
  I am inclined to think that most of my employees enjoy being part of the team and sharing in goals.
- C.
  I am inclined to let my staff perform with minimal supervision, but I supervise closely touchy situations and some aspects of the operation.
8.
How much are my employees putting their shoulders to the wheel?
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- A.
  I am inclined to think that most of my employees tend to dump their problems on my plate.
- B.
  I am inclined to think that most of my employees display a high level of initiative on the job.
- C.
  I am inclined to think that my staff will take care of the routine actions of their position, but tend to lean on me when situations are more delicate.
9.
How is the employee/employer relationship?
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- A.
  I am inclined to think that most of my employees tend to want to draw more out of the business than they put in.
- B.
  I am inclined to think that most of my employees feel they can approach me easily with new ideas or if they have an issue to solve.
- C.
  I am inclined to think that most of my employees are happy with me as their employer, but won't go out of their way to meet with me.
10.
How do I perceive my employees?
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- A.
  I am inclined to think that most of my employees are self-entitled.
- B.
  I am inclined to think that most of my employees are individuals whom I can help to develop their potential for the benefit of all involved in the business.
- C.
  I like them... most of the time.

Quiz Outcomes

1.
Managing your business is a constant struggle.
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There are two basic approaches a manager has toward his staff and many shades in between. We call these theory X and Y. If you want to know more about these two types of management styles, click on this link: https://www.rpmc.solutions/single-post/what-kind-of-a-manager-ar-you)Looks like you have had your share of disengaged or toxic employees. It might be because of past or current bad employees or just that this is the culture of the business you have taken over. The style X management style makes it necessary for you to micromanage a lot, to double check what your employees are doing, to put constant pressure on the staff to perform. It is difficult to engage your staff while using this management style. Expect them to give you minimal discretionary effort and you being the main driver in your company. That can be tiring a a source of stress as well as capping your company's production way below what it could achieve. As you read this, you might be telling yourself, "That's great but that is the only way I can get anything done!" There is a reason(s) your work environment is this way and, in this program you will get an understanding of why and what you can do about it. The reason why you have to put so much efforts in this is that effort equal to the amount you are exerting is being directed AGAINST yours. It might be intentional, it might be because of the current or past company culture or the result of lack of a clear cut organizational structure. All these situations, and there can be more, will FORCE a manager in a style X management style to get anything done. We will help you isolate the source of the counter effort and create an environment where your staff are pushing in the same direction, are displaying initiative and where you can depend on them to get the job done and meet your expectations.
2.
Managing is a struggle at times. You feel you are forced into a style X manager role.
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There are two basic approaches a manager has toward his staff and many shades in between. We call these theory X and Y. If you want to know more about these two types of management styles, click on this link: https://www.rpmc.solutions/single-post/what-kind-of-a-manager-ar-you)You are currently leaning more toward theory X style of management. You feel you need to be harder on your staff to get things done. This is not something you enjoy doing but necessity is forcing you to. Factually, you would rather have an engaged team that you could trust and that would work WITH you in the accomplishment of your goals. Your staff disengagement or lack of motivation is forcing you to have to intervene and micromanage what your staff are doing. It might be because of past or current bad employees or just that this is the culture of the business you have taken over. Personnel disengagement and lack of motivation has its sources. By address these, you can create an atmosphere where your staff are engaged and working the extra mile to back you up. Your stress level goes down and you can achieve some peace of mind. Wouldn't that be nice? As you read this, you might be telling yourself, "How do I get that engaged and motivated team?"Well, you are about to find out in the Employee Engagement Booster Program!
3.
Things are up an down. Sometimes you feel like you need to crack the whip when other times you feel like you are running an engaged team.
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There are two basic approaches a manager has toward his staff and many shades in between. We call these theory X and Y. If you want to know more about these two types of management styles, click on this link: https://www.rpmc.solutions/single-post/what-kind-of-a-manager-ar-you)You switch between X and Y management styles. Sometimes warm and supportive and other times, dark clouds and thunder. WHY WOULD THAT BE?It is clear that adapting a Y style of management will produce more engaged and supportive staff. You know that. But there are situations in your company and with the staff under you that disengage some of your staff. This when balls get dropped, drama shows its ugly head and tempers flare. As a results, the effort of your staff are not consistent. By pure necessity and because the work needs to be done, you are forced to adapt a X management style and crack the whip so as to speak. This is not something you enjoy doing but necessity is forcing you to. Factually, you would rather have an engaged team that you could trust and that would work WITH you in the accomplishment of your goals. My point is that you do not have a stable scene yet. There are reasons that brings this about. Personnel disengagement and lack of motivation has its sources. By addressing these, you can create an atmosphere where your staff are engaged and working the extra mile to back you up. Your stress level goes down and you can achieve some peace of mind. Wouldn't that be nice? As you read this, you might be telling yourself, "That's great but how do I tackle that?"Well, you are about to find out in the Employee Engagement Booster Program!
4.
Your team is quite supportive and you can depend on them... to a certain degree.
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There are two basic approaches a manager has toward his staff and many shades in between. We call these theory X and Y. If you want to know more about these two types of management styles, click on this link: https://www.rpmc.solutions/single-post/what-kind-of-a-manager-ar-you)You have build a team that you can be proud of!Theory Y Management style is where it is at for you. You see the value of your employees and enhancing their ability to think and do will contribute to the forward motion of your company. You have built a good team that you can be proud of. Take a bow! You have enough confidence in them to trust that they will be doing the right thing and let them create on their post. However, it is not cheery all the time. You still have a few employees not pulling their load and this can affect your staff and their motivation and engagement at work. There is still a certain amount of push back or resistance in getting your projects executed. These points must be isolated and dealt with to keep your team at a high level of cooperation and efficiency. Obviously, you do not want to fix what is working... Do what should you be addressing to improve your employees' motivation?Well, you are about to find out in the Employee Engagement Booster Program!
5.
Well done! You have built a great team who is engaged and truly supports you!
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There are two basic approaches a manager has toward his staff and many shades in between. We call these theory X and Y. If you want to know more about these two types of management styles, click on this link: https://www.rpmc.solutions/single-post/what-kind-of-a-manager-ar-you)It was tough, the journey was long but you made it! You have a great team that you can trust and who give you their 110%! You have assumed the Y Style of management.You have built a team that you can be proud of!Theory Y Management style is where it is at for you. You see the value of your employees and enhancing their ability to think and do will contribute to the forward motion of your company. You have enough confidence in them to trust that they will be doing the right thing and let them create on their post. Even if there are bumps on the road, your staff is engaged enough to deal with these without you having to intervene. Many executive and business owner strive to get to where you are now. The thing is that a company or organization is a living entity. Changes happen, it needs to evolve and sometimes pivot as many have experienced recently. You can't stagnate, you have to keep growing. My question is...What's next?Well, you are about to find out in the Employee Engagement Booster Program!

Employee Engagement Booster Program Exercise: What is your management style?

Your management style can tell a lot about your relationship with your staff and the amount of counter-efforts being exerted against you! Find out about your style by taking this quiz.

Quiz Questions

Quiz Outcomes