Scribd
Upload
5K views3 pages

Survey Questionnaire On Leadership Styles of Class Officers

This survey questionnaire aims to understand the leadership styles of class officers. It asks respondents about their age and then presents 30 statements related to leadership approaches, such as decision making processes, delegation, communication, and empowering team members. Respondents are asked to indicate their level of agreement on a 4-point scale from strongly agree to disagree for each statement. The goal is to determine which leadership style best describes how the class officer guides and directs their team.

Uploaded by

Gui De Ocampo
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOC, PDF, TXT or read online on Scribd
5K views3 pages

Survey Questionnaire On Leadership Styles of Class Officers

This survey questionnaire aims to understand the leadership styles of class officers. It asks respondents about their age and then presents 30 statements related to leadership approaches, such as decision making processes, delegation, communication, and empowering team members. Respondents are asked to indicate their level of agreement on a 4-point scale from strongly agree to disagree for each statement. The goal is to determine which leadership style best describes how the class officer guides and directs their team.

Uploaded by

Gui De Ocampo
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOC, PDF, TXT or read online on Scribd
You are on page 1/ 3

Survey Questionnaire on Leadership Styles of Class Officers

I. Respondent Profile
Instruction: Put a check in appropriate parenthesis.

1. Name: (optional)
2. Age: ( ) 15 and below ( ) 20-25 Years old
( ) 16-20 Years old ( ) 26 Above
II. Survey on leadership styles
Instructions: Put a check (✓) on the table that agrees to your response; please
select one for each query.

Legend/Scale:

4- Strongly agree 3- Agree 2- Strongly disagree 1- Disagree

Indicators 4 3 2 1
1. I make the final decision within my project or team.
2. I try to include one or more team members in determining
what to do and how to do it. However, I maintain the final
decision making authority.
3. My team members and I vote whenever a major decision has
to be made.
4. I do not consider suggestions made by my team members.
5. I ask for ideas and input on upcoming plans and projects.
6. For major decision to be made, it must have the approval of
each individual or the majority.
7. I tell my team members what has to be done and how
to do it.
8. 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 team members advice.
9. To get information out, I send it by email, memos, or voice
mail; very rarely is a meeting called, everyone is then expected
to act upon the information.
10. When someone makes a mistake, I tell him or her not to
ever do that again and make a note of it.
11. I want to create an environment where team members take
ownership of the project. I allow them to participate
in the decision making.
12. I allow my team members to determine what needs to be
done and how to do it.
13. Newcomers to a project are not allowed to make any
decision unless I approve it first.
14. I ask my team members for their vision of where they see
their work going and then use their vision where appropriate.
15. My team members know more about their jobs than me, so I
allow them to carry out the decisions to do their job
16. When something goes wrong, I tell my team that a
procedure is not working correctly and I establish a new one.
17. I allow my team members to set priorities with my
guidance.
18. I delegate tasks in order to implement a new procedure or
process.
19. I closely monitor my team to ensure they are performing
well.
20. When there are differences in role expectations, I work with
them to resolve the differences.
21. Each individual is responsible for defining his or her
job.
22. I like the power that my leadership position holds over my
team.
23. I like to use my leadership power to help my team members
grow.
24. I like to share my leadership power with my team members.
25. Team members must be directed or threatened with
sanctions in order to get them to achieve the project objectives.
26. Team members will exercise self- direction if they are
committed to the objectives.
27. Team members have the right to determine their own
organizational objectives.
28. Team member have the right to decide on their own.
29. Team member know how to use creativity and ingenuity to
solve organizational problems.
30. My team members can lead themselves just as well as I can.
Appendix D. Statistical Printouts

You might also like