According to the Fiedler contingency model, a very favorable situation in which the leader has a great deal of control is characterized by . High task structure, good leader-member relations, and strong position power Low position power, unstructured jobs Limited position power, good leader-member relations, and low task structure / less structured jobs Low position power, and moderate leader-member relations / good leader-member relations Strong position power, and moderate leader-member relations / broad employee responsibilities visibility_off

High task structure, good leader-member relations, and strong position power

Explanation:

Fielder's Contingency Theory of Leadership states that your effectiveness as a leader is determined by how well your leadership style matches the situation. This theory is based on the idea that leadership styles hinge on four behaviors: telling, selling, participating and delegating. The maturity levels range from an incompetence or unwillingness to perform the task, to a willingness and ability to perform.

High task structure, good leader-member relations, and strong position power

Explanation:

The model states that there is no one best style of leadership. Instead, a leader's effectiveness is based on the situation. This is the result of two factors – "leadership style" and "situational favorableness". The situational favorablebness is then subdivided into three major parts which are;

Leader-Member Relations – This is the level of trust and confidence that your team has in you. A leader who is more trusted is said to be more favorable than the one who is not trusted.

Task Structure – This refers to the type of task you're doing: clear and structured, or vague and unstructured. A clear and structured task seem to be more favorable

Leader's Position Power – This is the amount of power you have to direct the group, and provide reward or punishment. The more power you have, the more favorable your situation

b) the planets year length would be longer

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i got 3,4 and 5 as an answer