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Leadership and Influence Questionnaire

Leadership and Influence Questionnaire - 12.2 Leadership...

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Unformatted text preview: 12.2 Leadership and Influence In order to get a better idea of what your leadership style is and how productive it would be, fill out the questionnaire be— low. If you are currently a manager or have been a manager, answer the questions considering “members" to be your em— ployees. If you have never been a manager, think of situations when you were a leader in an organization and consider “members” to be people working for you. Response choices for each item: A = always B = often C : occasionally D = seldom E: never A B C D E 1. I would act as the spokesperson of the group. 2. I would allow the members com- plete freedom in their work. 3. I would encourage overtime work. 4. I would permit the members to use their own judgment in solving prob- lems. S. I would encourage the use of uni- form procedures. 6. I would needle members for greater effort. 7. I would stress being ahead of com— peting groups. 8. I would let the members do their work the way they think best. 9. I would speak as the representative of the group. 10. I would be able to tolerate postpone— ment and uncertainty. 11. I would try out my ideas in the group. 12. I would turn the members loose on a job, and let them go on it. 13. lwould work hard for a promotion. 14. I would get swamped by details. 15. I would speak for the group when visitors are present. ‘ ‘ 16. I would be reluctant to allow the members any freedom of action. 17. I would keep the work moving at a rapid pace. 18. I would let some members have au~ thority that I should keep. 19. I would settle conflicts when they occur in the group. 20. I would allow the group a high de- gree of initiative. 21. I would represent the group at out— side meetings. 22. I would be willing to make changes. 23 24. 25. 26. 27. 28. 29. 30. 31. 32. 33. 34. 35 . I would decide what will be done and how it will be done. I would trust the members to exer- cise good judgment. I would push for increased produc— tion. I would refuse to explain my ac— tions. Things usually turn out as I predict. l would permit the group to set its own pace. I would assign group members to particular tasks. I would act without consulting the group. I would ask the members to work harder. I would schedule the work to be done. I would persuade others that my ideas are to their advantage. I would urge the group to beat its previous record. . I would ask that group members fol— low standard rules and regulations. Scoring People oriented: Place a check mark behind the number if you answered either A or B to any of these questions. Question #2 10 22 4 ..._ 12 .... 24 __.... 6 ... 18 .... 28 .... 8 20 Place a check behind the number if you answered either D or E to any of these questions. 14 16 26 30 Count your checks to get your total people-oriented score. Task oriented: Place a check 'mark behind the number if you answered either A or B to any of these questions. 3 7 11 13 17 _._. 25.... 29.... 31.... 34 Place a check behind the number if you answer C or D to any of these questions. 1 5 9 ._.. 15 .___ 19 ._.._ 21.... 23.... 27--.- 32 33 35 Count your check marks to get your total task—oriented score. Effective leaders, however, are able to use both styles, - pending on the situation. There may be time when a rush demands great attention placed on task completion. Durii time of low morale, though, sensitivity to workers’ problc would be more appropriate. The best managers are able t< balance hoth task and people concerns. Therefore a high 5 People 0_7; Task 10_20 You tend to be Task— on both would show this balance. Ultimately, you will gai spect, admiration and productivity out of your workers. Range Range People 0—7; Task 0—10 You are not in— Uninvolved volved enough in either the task or the people. autocratic, a oriented whip-snapper. You get the job done, but at a high emotional cost. People 8—15; Task 0~10 People are happy People- in their work, but oriented sometimes at the expense of pro— ductivity. People 8—15; Task 10-20 People enjoy Balanced working for you and are produc- tive. They natu— rally expend en— ergy because they get positive rein- forcement for doing a good job. As a leader, most people tend to be more task—oriented or more people—oriented. Task~orientation is concerned with get— ting the job done, while people-orientation focuses on group interactions and the needs of individual workers. ...
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