An experienced worker is short-tempered and its impact on productivity is evident; the supervisor should address this with supportive leadership. Which leadership action should be used?

An experienced worker is short-tempered and its impact on productivity is evident; the supervisor should address this with supportive leadership. Which leadership action should be used?

• A. Directive
• B. None required
• C. Supportive
• D. Coercive

Answer: (C)

Supportive leadership focuses on understanding and helping an employee manage emotions and workload, rather than simply directing actions or punishing behavior. When an experienced worker is short-tempered and this affects productivity, addressing the issue with empathy and practical support helps reduce stress, re-engage the person, and improve outcomes for the team. A supervisor can start with a private, nonjudgmental conversation to understand what’s causing the frustration, clarify expectations for professional conduct, and offer resources such as coaching, workload adjustments, or time off if needed. Regular follow-ups reinforce support and track improvement, signaling that the worker’s well-being matters and that performance goals remain achievable. This approach avoids the pitfalls of a directive style that may overlook emotional factors, a coercive style that can erode trust, or doing nothing, which lets the issue linger.

Supportive leadership focuses on understanding and helping an employee manage emotions and workload, rather than simply directing actions or punishing behavior. When an experienced worker is short-tempered and this affects productivity, addressing the issue with empathy and practical support helps reduce stress, re-engage the person, and improve outcomes for the team. A supervisor can start with a private, nonjudgmental conversation to understand what’s causing the frustration, clarify expectations for professional conduct, and offer resources such as coaching, workload adjustments, or time off if needed. Regular follow-ups reinforce support and track improvement, signaling that the worker’s well-being matters and that performance goals remain achievable. This approach avoids the pitfalls of a directive style that may overlook emotional factors, a coercive style that can erode trust, or doing nothing, which lets the issue linger.