Leadership Style Survey

I always retain the final decision making authority within my department or team.

I always try to include one or more employees in determining what to do and how to do it. However, I maintain the final decision making authority.

I and my employees always vote whenever a major decision has to be made.

I do not consider suggestions made by my employees as I do not have the time for them.

I ask for employee ideas and input on upcoming plans and projects.

For a major decision to pass in my department, it must have the approval of each individual or the majority.

I tell my employees what has to be done and how to do it.

When things go wrong and I need to create a strategy to keep a project or process running on schedule, I call a meeting to get my employee's advice.

To get information out, I send it by email, memos, or voice mail; very rarely is a meeting called. My employees are then expected to act upon the information.

When someone makes a mistake, I tell them not to ever do that again and make a note of it.

I want to create an environment where the employees take ownership of the project. I allow them to participate in the decision making process.

I allow my employees to determine what needs to be done and how to do it.

New hires are not allowed to make any decisions unless it is approved by me first.

I ask employees for their vision of where they see their jobs going and then use their vision where appropriate.

My workers know more about their jobs than me, so I allow them to carry out the decisions to do their job.

When something goes wrong, I tell my employees that a procedure is not working correctly and I establish a new one.

I allow my employees to set priorities with my guidance.

I delegate tasks in order to implement a new procedure or process.

I closely monitor my employees to ensure they are performing correctly.

When there are differences in role expectations, I work with them to resolve the differences.

Each individual is responsible for defining their job.

I like the power that my leadership position holds over subordinates.

I like to use my leadership power to help subordinates grow.

I like to share my leadership power with my subordinates.

Employees must be directed or threatened with punishment in order to get them to achieve the organizational objectives.

Employees will exercise self-direction if they are committed to the objectives.

Employees have the right to determine their own organizational objectives.

Employees seek mainly security.

Employees know how to use creativity and ingenuity to solve organizational problems.

My employees can lead themselves just as well as I can.