Rhonda is a frontline manager in a call center. She prides herself on being a hands-on, involved manager who feels that employee development is her most important job. Before delegating work, she usually analyzes the situation carefully. But, when she is under pressure or gets backed up with her own work, she stresses out, becomes curt with her team members, and tells them what to do without their input. Today, one of Rhonda's employees walked into her office to ask a question about an assignment she had delegated to him. Rhonda responded, "I already took the time to train you on how to handle it. Right now I am too busy to train you again. Look, if you don't know what to do, just leave it here and I'll do it myself." She sighed loudly and looked down at the work on her desk. The employee, looking puzzled, left the work on her desk and walked out of her office.

1. Where does Ruth's management style fall on the continuum

2. Based on this scenario, list Ruth's strengths and areas needing improvement.

3. Write out a developmental action plan for Rhonda. Note her areas needing improvement, set goals, and, note time frames for completion dates (example: 1 month).