Leadership Style Self-Assessment 2 Complete this Self-Assessment “Determining Your Preferred Group  Leadership Style”. Click on the icon below to download

Leadership Style Self-Assessment 2

Complete this Self-Assessment “Determining Your Preferred Group  Leadership Style”. Click on the icon below to download

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Leadership Style Self-Assessment 2

Complete this Self-Assessment “Determining Your Preferred Group  Leadership Style”. Click on the icon below to download the Leadership  assessment.


Create and action plan for implementing your preferred leadership style. Respond to the following prompts:

Identify your strongest leadership style and your  weakest.  What leadership style did you identify that might be one you  could further develop.  Ensure that you have referenced three (3) of the  items in the leadership assessment.
Describe at least three (3) steps you can take to improve your decision making in groups.
Length/Formatting Instructions

   Length 100 Words   Font 12 point Calibri font, 1″ margins all around the page.   Program/File Type Submit in Word   Attachments Should be pasted into the Word document if possible.   Referencing system APA referencing system is necessary in assignments, especially material copied from the Internet. 

For examples of correct citations, visit the following links: Page | 1

R04 – Human Relations

Self-Analysis 2 – Group Leadership Preferences

Identify Your Leadership Style

In the 12 situations below, select the response (a, b, c, or d) that represents what you would actually do

as the group’s leader.

1. Your group works well together; members are cohesive, with positive norms. They maintain a
fairly consistent level of production that is above the organizational average, as long as you
continue to provide maintenance behavior. You have a new assignment for them. To accomplish
it, you would:

a. Explain what needs to be done and tell them how to do it. Oversee them while they
perform the task.

b. Tell the group how pleased you are with their past performance. Explain the new
assignment but let them decide how to accomplish it. Be available if they need help.

c. Tell the group what needs to be done. Encourage them to give input on how to do the
job. Oversee task performance.

d. Explain to the group what needs to be done.

2. You have been promoted to a new supervisory position. The group appears to have little talent to

do the job, but members do seem to care about the quality of the work they do. The last
supervisor was terminated because of the department’s low productivity level. To increase
productivity, you would:

a. Let the group know you are aware of its low production level, but let them decide how to
improve it.

b. Spend most of your time overseeing group members as they perform their jobs. Train
them as needed.

c. Explain to the group that you would like to work together to improve productivity. Work
together as a team.

d. Tell the group some ways productivity can be improved. With their ideas, develop
methods, and make sure they are implemented.

3. Your department continues to be one of the top performers in the organization. It works well as a

team. In the past, you generally let members take care of the work on their own. You decide to:
a. Go around encouraging group members on a regular basis.
b. Define members’ roles and spend more time overseeing performance.
c. Continue things the way they are; let them alone.
d. Hold a meeting. Recommend ways to improve and get members’ ideas as well. After

agreeing on changes, oversee the group to make sure it implements the new ideas and
does improve.

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4. You have spent much of the past year training your employees. However, they do not need as
much of your time to oversee production as they used to. Several group members no longer get
along as well as they did in the past. You’ve played referee lately. You:

a. Have a group meeting to discuss ways to increase performance. Let the group decide
what changes to make. Be supportive.

b. Continue things the way they are now. Supervise them closely and be the referee when

c. Let the members alone to work things out for themselves.
d. Continue to supervise closely as needed, but spend more time playing maintenance roles;

develop a team spirit.

5. Your department has been doing such a great job that it has grown in numbers. You are surprised

at how fast the new members were integrated. The team continues to come up with ways to
improve performance on its own. As a result of the growth, your department will be moving to a
new, larger location. You decide to:

a. Design the new layout and present it to the group to see if they can improve it.
b. In essence, become a group member and allow the group to design the new layout.
c. Design the new layout and put a copy on the bulletin board so employees know where to

report for work after the move.
d. Hold a meeting to get employee ideas on the layout of the new location. After the

meeting, think about it and finalize the layout.

6. You are appointed to head a task group. Because of the death of a relative, you had to miss the

first meeting. At the second meeting, the group seems to have developed objectives and some
ground rules. Members have volunteered for assignments that have to be accomplished. You:

a. Take over as a strong leader. Change some ground rules and assignments.
b. Review what has been done so far and keep things as is. However, take charge and

provide clear direction from now on.
c. Take over the leadership but allow the group to make the decisions. Be supportive and

encourage them.
d. Seeing that the group is doing so well, leave and do not attend any more meetings.

7. Your group was working at, or just below, standard. However, there has been a conflict within the

group. As a result, production is behind schedule. You:
a. Tell the group how to resolve the conflict. Then closely supervise to make sure your plan

is followed and production increases.
b. Let the group work it out.
c. Hold a meeting to work as a team to come up with a solution. Encourage the group to

work together.
d. Hold a meeting to present a way to resolve the conflict. Sell the members on its merits,

include their input, and follow up.

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8. The organization has allowed flextime. Two of your employees have asked if they could change
work hours. You are concerned because all busy work hours need adequate coverage. The
department is very cohesive, with positive norms. You decide to:

a. Tell them things are going well; keep things as they are now.
b. Hold a department meeting to get everyone’s input; then reschedule members’ hours.
c. Hold a department meeting to get everyone’s input; then reschedule members’ hours on

a trial basis. Tell the group that if there is any drop in productivity, you will go back to the
old schedule.

d. Tell them to hold a department meeting. If the department agrees to have at least three
people on the job during the busy hours, they can make changes, giving you a copy of the
new schedule.

9. You have arrived 10 minutes late for a department meeting. Your employees are discussing the

latest assignment. This surprises you because, in the past, you had to provide clear direction and
employees rarely would say anything. You:

a. Take control immediately and provide your usual direction.
b. Say nothing and just sit back.
c. Encourage the group to continue, but also provide direction.
d. Thank the group for starting without you, and encourage them to continue. Support their


10. Your department is consistently very productive. However, occasionally, the members fool

around, and someone has an accident. There has never been a serious injury. You hear a noise
and go to see what it was. From a distance you can see Sue sitting on the floor, laughing, with a
ball made from company material in her hand. You:

a. Say and do nothing. After all, she’s OK, and the department is very productive; you don’t

want to make waves.
b. Call the group together and ask for suggestions on how to keep accidents from recurring.

Tell them you will be checking up on them to make sure the fooling around does not

c. Call the group together and discuss the situation. Encourage them to be more careful in
the future.

d. Tell the group that from now on, you will be checking up on them regularly. Bring Sue to
your office and discipline her.

11. You are at the first meeting of an ad hoc committee you are leading. Most of the members are

second- and third-level managers from marketing and financial areas; you are a supervisor from
production. You decide to start by:

a. Working on developing relationships. Get everyone to feel as though they know each
other before you talk about business.

b. Going over the group’s purpose and the authority it has. Provide clear directives.
c. Asking the group to define its purpose. Because most of the members are higher-level

managers, let them provide the leadership.
d. Providing both direction and encouragement. Give directives and thank people for their


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12. Your department has done a great job in the past. It is now getting a new computer, somewhat
different from the old one. You have been trained to operate the computer, and you are expected
to train your employees to operate it. To train them, you:

a. Give the group instructions. Work with them individually, providing direction and

b. Get the group together to decide how they want to be instructed. Be very supportive of
their efforts to learn.

c. Tell them it’s a simple system. Give them a copy of the manual and have them study it on
their own.

d. Give the group instructions. Then go around and supervise their work closely, giving
additional instructions as needed.

Calculate Your Score – Determine Your Group Leadership Style(s)

To determine your preferred group leadership style, in the table below, circle the letter you selected in

situations 1 through 12. The column headings indicate the style you selected.

Autocratic (S-A) Consultative (S-C) Participative (S-P) Laissez-faire (S-L)

1. a c b d

2. b d c a

3. b d a c

4. b d a c

5. c a d b

6. a b c d

7. a d c b

8. a c b d

9. a c d b

10. d b a c

11. b d a c

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12. d a b c


Add the number of circled items per column. The total for all four columns should equal 12. The column

with the highest number represents your preferred group leadership style. There is no one best style in

all situations.

The more evenly distributed the numbers are among the four styles, the more flexible you are at leading

groups. A total of 0 or 1 in any column may indicate a reluctance to use that style. You could have

problems in situations calling for that style.

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