Final answer:
Directive leadership is most effective for employees with an external locus of control, as they respond well to clear guidance and structured processes. It is less effective for highly capable employees, during stressful tasks, or when tasks are boring and repetitive.
Step-by-step explanation:
In which scenario would directive leadership be most effective? To answer this question, let us define directive leadership: it is a leadership style where the leader provides specific instructions and closely supervises team members. This leadership style can be particularly effective when tasks are perceived as unchallenging or when employees lack confidence in their abilities.
Considering the options provided, directive leadership would be most effective when employees have an external locus of control (option d). An external locus of control involves the belief that factors outside of one's control dictate the outcomes of one's actions. In such cases, individuals may prefer and respond positively to directive leadership that offers clear guidance and structured processes, which helps them navigate their tasks with more confidence. This contrasts with individuals who have a high need for autonomy, who may not respond as well to a directive approach.
Regarding the other options, employees with high abilities (option a) may find directive leadership to be too constraining. When tasks are stressful (option b), supportive leadership might be more appropriate to help alleviate stress. For tasks that are boring and repetitive (option c), while directive leadership may ensure tasks are completed, transforming, or engaging leadership might be needed to motivate employees and prevent disengagement.