Final answer:
The query addresses the fact that managerial roles can be filled by individuals with diverse backgrounds, rejecting the notion of a standard mold for managers. It highlights the role of expressive leadership in personal and emotionally charged environments and the additional challenge of dealing with bias in the professional image.
Step-by-step explanation:
Understanding Management Diversity
The assertion that there's no pattern or prototype or standard criteria for who can be a manager suggests that managers can be diverse in age, gender, and industry (option c). This statement directly opposes the idea that managers must follow a rigid pattern or adhere to specific criteria, and instead recognizes the diverse backgrounds and approaches they may bring to their roles.
Expressive leadership, which often involves a more personal and emotionally engaging style, might be most applicable to occupations requiring close interactions and personal connections, such as the director of a summer camp for chronically ill children (option c).
While managing personal traits is important for presenting a professional image, dealing with bias and stereotypes, such as those faced by younger employees or members of certain groups, is an additional challenge that needs to be recognized.