Adrian Atwood, a senior manager at MNC, spends a lot of his time assigning group members to particular tasks and scheduling their work such that deadlines are achievable. Adrian also sets high expectations for standards of performance and holds regular meetings to ensure that productivity and quality are up to the mark. In the light of the Ohio State Studies, this indicates that Adrian, as a leader, is ________.单项选择题
A
high in consideration
B
low in task orientation
C
employee oriented
D
high in initiating structure
E
relationship oriented

Question

Adrian Atwood, a senior manager at MNC, spends a lot of his time assigning group members to particular tasks and scheduling their work such that deadlines are achievable. Adrian also sets high expectations for standards of performance and holds regular meetings to ensure that productivity and quality are up to the mark. In the light of the Ohio State Studies, this indicates that Adrian, as a leader, is ________.单项选择题

A

high in consideration

B

low in task orientation

C

employee oriented

D

high in initiating structure

E

relationship oriented

BlackTom AI · Accepted Answer

Topic under consideration: the Ohio State Studies and how leadership behaviors are categorized. 
Option A: 'high in consideration' — This describes a leader who focuses on people, relationships, support, and the social aspects of the work environment. While Adrian does hold meetings and communicate standards, the emphasis described is more on organizing tasks, defining roles, and scheduling to meet deadlines, which aligns less with consideration and more with task structuring.
Option B: 'low in task orientation' — This would imply a leader who does not emphasize tasks, deadlines, or structured work plans. The scenario actually highlights proactive task assignment, scheduling, and clear performance expectations, which contradicts a low task orientation.
Option C: 'employee oriented' — This is another term used in leadership research to signify consideration-focused behavior that prioritizes employees’ needs and welfare. The given actions focus on task execution and productivity standards rather than primarily on employee welfare, so this is not the best fit.
Option D: 'high in initiating structure' — This option centers on organizing work, defining roles, setting schedules, and establishing standards and procedures to guide task accomplishment. Adrian’s actions—assigning tasks, scheduling work to meet deadlines, setting high performance standards, and conducting regular meetings to monitor productivity—embody initiating structure, which is a core dimension in the Ohio State leadership studies.
Option E: 'relationship oriented' — Similar to 'employee oriented' or 'consideration,' this emphasizes fostering good relationships and a supportive climate. While some supportive elements may be present, the dominant description is the systematic, task-focused structuring of work, pointing away from a purely relationship-oriented style.
In summary, the narrative centers on structuring tasks, coordinating activity, and enforcing performance benchmarks, which strongly maps onto the initiating-structure facet from the Ohio State framework, rather than the relationship-oriented or consideration-focused facets. The remaining options describe dimensions that don’t capture the primary emphasis of Adrian’s behavior as given in the scenario.

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