Which leadership action label applies to 'An experienced worker has been engaged in horseplay, creating potential safety problems'?

Which leadership action label applies to 'An experienced worker has been engaged in horseplay, creating potential safety problems'?

• A. Directive
• B. Coaching
• C. Delegating
• D. Supportive

Answer: (D)

The main idea here is handling safety concerns in a way that respects an experienced worker while reinforcing standards. A supportive approach fits because it focuses on keeping people safe and maintaining a positive working relationship. It conveys concern for safety without shaming the worker, and it invites cooperation to return to proper conduct. Why it works: the worker already has the skills and knows the tasks, so the goal is to correct the unsafe behavior and reinforce the safety expectations in a respectful, non-confrontational way. A calm, engaging conversation can remind them of the risks, clarify the standards, and offer help or reminders to stay compliant—keeping morale high and reducing defensiveness. Why not the other options: a directive stance would feel overly controlling and could damage trust, especially with someone experienced. Coaching blends instruction with relationship-building but emphasizes developing performance through guidance, which is broader than the specific need to curb unsafe horseplay. Delegating would minimize supervision, which isn’t appropriate when safety is at stake. In short, addressing the behavior with a supportive, safety-focused approach preserves the worker’s experience while clearly reinforcing safe practices.

The main idea here is handling safety concerns in a way that respects an experienced worker while reinforcing standards. A supportive approach fits because it focuses on keeping people safe and maintaining a positive working relationship. It conveys concern for safety without shaming the worker, and it invites cooperation to return to proper conduct.

Why it works: the worker already has the skills and knows the tasks, so the goal is to correct the unsafe behavior and reinforce the safety expectations in a respectful, non-confrontational way. A calm, engaging conversation can remind them of the risks, clarify the standards, and offer help or reminders to stay compliant—keeping morale high and reducing defensiveness.

Why not the other options: a directive stance would feel overly controlling and could damage trust, especially with someone experienced. Coaching blends instruction with relationship-building but emphasizes developing performance through guidance, which is broader than the specific need to curb unsafe horseplay. Delegating would minimize supervision, which isn’t appropriate when safety is at stake.

In short, addressing the behavior with a supportive, safety-focused approach preserves the worker’s experience while clearly reinforcing safe practices.