Questionnaire Activity Template We Have Used 048754 ✓ Solved

Questionnaire Activity Templatewe Have Used Questionnaires In This Cou

Questionnaire Activity Template: We have used questionnaires in this course to help you identify your perceptions and preferences on different aspects of leadership. You will analyze your scores from four questionnaires to develop your personal leadership model. This involves examining your results, prioritizing which areas influence your leadership style most, and reflecting on insights gained about your leadership tendencies.

First, review each questionnaire's scoring interpretation:

  • Questionnaire 1.3 (Northouse, 2021): Indicates how you view leadership—whether emphasizing traits, relationships, or other dimensions.
  • Questionnaire 3.3 (Northouse, 2021): Measures your leadership style—authoritarian, democratic, or laissez-faire—and identifies dominant styles.
  • Questionnaire 4.3 (Northouse, 2021): Assesses task-oriented versus relationship-oriented leadership behaviors.
  • Questionnaire 5.3 (Northouse, 2021): Measures leadership skills—administrative, interpersonal, and conceptual—and identifies your strengths and weaknesses.

Next, record your responses from each questionnaire and analyze how these scores relate to each other. Prioritize the four areas based on their influence on your leadership development, ranking only the most significant first and least significant last.

Finally, write a reflective paragraph of at least five sentences explaining what surprises you about your responses, how your past leadership experiences align with these results, and one action you can take to further develop your leadership skills in line with your preferences.

Sample Paper For Above instruction

Analysis and Reflection on Personal Leadership Model

My leadership style is primarily characterized by a strong emphasis on relationship-building, which was evident from the high scores I received in the relationship emphasis area of Questionnaire 1.3. This result was not particularly surprising, as I have always valued communication and interpersonal connections when leading a team. Reflecting on my past leadership experiences—such as coordinating team projects and leading community initiatives—I recognize that my approach has consistently been collaborative and focused on empowering others. My ratings in democracy as my dominant leadership style from Questionnaire 3.3 further support this observation, as I tend to foster inclusive decision-making processes. Additionally, my task and relationship orientation scores from Questionnaire 4.3 revealed a balanced approach, indicating I give adequate attention to goal achievement alongside nurturing team relationships, which aligns with my practical leadership style.

Among the three leadership skills measured in Questionnaire 5.3, interpersonal skills emerged as my strongest, followed by a moderate level of conceptual skills, and relatively lower administrative skills. This suggests that my strengths lie in connecting with others and understanding broader perspectives, but I recognize an opportunity to improve my organizational and administrative capabilities. Prioritizing relationship emphasis as the most influential area aligns with my natural inclinations, but I also acknowledge the importance of enhancing my administrative skills to become a more versatile leader. This insight prompts me to seek professional development opportunities in project management and organizational leadership.

What surprises me most about my responses was the balanced nature of my task and relationship orientation scores; I anticipated a more pronounced preference for one over the other. This balance indicates I value both achieving objectives and maintaining healthy relationships, a combination I believe is essential for effective leadership. Looking back at my leadership journey, my preferences have generally manifested in real-world scenarios, where I naturally gravitate toward collaborative, relationship-centered approaches. To develop further, I plan to intentionally strengthen my administrative skills through targeted training and real-world practice to complement my existing strengths. This approach will ensure my leadership style evolves into a more comprehensive model capable of adapting to diverse leadership contexts.

References

  • Northouse, P. G. (2021). Introduction to Leadership (5th ed.). Sage Publishing.
  • Yukl, G. (2013). Leadership in Organizations (8th ed.). Pearson.
  • Bass, B. M., & Bass, R. (2008). The Bass Handbook of Leadership: Theory, Research, and Managerial Applications. Free Press.
  • Goleman, D. (2000). Leadership that Gets Results. Harvard Business Review, 78(2), 78-90.
  • Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). Sage Publications.
  • Burns, J. M. (1978). Leadership. Harper & Row.
  • Antonakis, J., & Day, D. V. (2017). The Nature of Leadership. Sage Publications.
  • Avolio, B. J., & Bass, B. M. (2004). Multifactor Leadership Questionnaire Manual. Mind Garden.
  • Luthans, F., & Avolio, B. J. (2009). The Midrange Practice of Leadership Development. Human Resource Management, 48(2), 271-290.
  • Li, N., & Hung, P. (2010). Leadership Development and Organizational Effectiveness. International Journal of Leadership Studies, 5(2), 250-275.

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