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Appendix B
Download Appendix B| Primary Leadership Dimension | Global Leadership Dimension | Leadership Survey Items |
|---|---|---|
| Visionary (Survey A) | Charismatic | Clearly articulates his/her vision of the future |
| Anticipates possible future events | ||
| Makes plans and takes actions based on future goals | ||
| Inspires others to be motivated to work hard | ||
| Smart, learns and understands easily | ||
| Has a clear understanding of where we are going | ||
| Visionary (Survey B) | Charismatic | Anticipates and prepares in advance |
| Has a vision and imagination of the future | ||
| Has a clear sense of where he/she wants this organization to be in 5 years | ||
| Inspirational (Survey A) | Charismatic | Highly involved, energetic, enthused, motivated |
| Gives courage, confidence, or hope through reassuring and advising | ||
| Demonstrates and imparts strong positive emotions for work | ||
| Increases morale of subordinates by offering encouragement, praise, and/or by being confident | ||
| Inspirational (Survey B) | Charismatic | Mobilizes and activates followers |
| Emphasizes the importance of being committed to our values and beliefs | ||
| Is generally optimistic and confident |
| Primary Leadership Dimension | Global Leadership Dimension | Leadership Survey Items |
|---|---|---|
| Self-Sacrificial (Survey A) | Charismatic | Foregoes self-interests and makes personal sacrifices in the interest of a goal or vision |
| Can be trusted to serve the interests of his/her subordinates rather than him/herself | ||
| Self-Sacrificial (Survey B) | Charismatic | Views obstacles as challenges rather than threats |
| Is usually able to persuade others of his/her viewpoint | ||
| Integrity (Survey A) | Charismatic | Talks to subordinates about his/her important values and beliefs |
| Emphasizes the importance of having a strong sense of purpose | ||
| Can be relied on to meet obligations | ||
| Speaks and acts truthfully | ||
| Acts according to what is right or fair | ||
| Integrity (Survey B) | Charismatic | Means what he/she says |
| Deserves trust, can be believed and relied upon to keep his/her word | ||
| Builds trust with subordinates | ||
| Makes sure that his/her actions are always ethical | ||
| Decisive (Survey A) | Charismatic | Makes decisions firmly and quickly |
| Has good intuition, insightful | ||
| Applies logic when thinking | ||
| Performance oriented (Survey A) | Charismatic | Sets high goals; works hard |
| Seeks continuous performance improvement | ||
| Sets goals for my performance |
| Primary Leadership Dimension | Global Leadership Dimension | Leadership Survey Items |
|---|---|---|
| Performance oriented (Survey B) | Charismatic | Strives for excellence in performance of self and subordinates |
| Sets high performance standards | ||
| Communicates his/her performance expectations for group members | ||
| Insists on only the best performance | ||
| Collaborative team orientation (Survey A) | Team Oriented | Tends to be a good friend of subordinates |
| Concerned with the welfare of the group | ||
| Stays with and supports friends even when they have substantial problems or difficulties | ||
| Intervenes to solve conflicts between individuals | ||
| Team integrator (Survey A) | Team Oriented | Easily understood |
| Communicates with others frequently | ||
| Integrates and manages work of subordinates | ||
| Knowledgeable, is aware of information | ||
| Integrates people or things into cohesive, working whole | ||
| Team integrator (Survey B) | Team Oriented | Works at getting members to work together |
| Explains what is expected of each member of the group | ||
| Is open in his/her communication with subordinates | ||
| Diplomatic (Survey A) | Team Oriented | Skilled at interpersonal relations |
| Is able to negotiate effectively, able to make transactions with others on favorable terms | ||
| Diplomatic (Survey B) | Team Oriented | Able to identify solutions which satisfy individuals with diverse and conflicting interests |
| Interested in temporal events, has a world outlook | ||
| Is able to maintain good relationships with others |
| Primary Leadership Dimension | Global Leadership Dimension | Leadership Survey Items |
|---|---|---|
| Malevolent (Survey A) | Team Oriented | Tends to believe the worst about people and events |
| Is sly, deceitful, full of guile | ||
| Is not sincere, fraudulent | ||
| Is actively unfriendly, acts negatively toward others | ||
| Malevolent (Survey B) | Team Oriented | Is punitive; has no pity or compassion |
| Is vengeful; seeks revenge when wronged | ||
| Pursues own best interests at the expense of others | ||
| Administratively competent (Survey A) | Team Oriented | Is able to plan, organize, coordinate, and control work of |
| large numbers (over 30) of individuals | ||
| Explains the rules and procedures group members are expected to follow | ||
| Has the ability to manage complex office work and administrative systems | ||
| Administratively competent (Survey B) | Team Oriented | Well-organized, methodical, orderly |
| Is organized and methodological in work | ||
| Clarifies priorities | ||
| Participative (Survey B) | Participative | Gives subordinates a high degree of discretion to perform |
| their work | ||
| Shares critical information with subordinates | ||
| Allows subordinates to have influence on critical decisions | ||
| Seeks advice concerning organizational strategy from | ||
| subordinates | ||
| Will reconsider decisions on the basis of recommendations | ||
| by those who report to him/her |
| Primary Leadership Dimension | Global Leadership Dimension | Leadership Survey Items |
|---|---|---|
| Autocratic (Survey A) | Participative | Makes decisions in dictatorial way |
| Is overbearing | ||
| Forces his/her values and opinions on others | ||
| Is inclined to dominate others | ||
| Tells subordinates what to do in a commanding way | ||
| Is an extremely close supervisor; one who insists on | ||
| making all decisions | ||
| Autocratic (Survey B) | Participative | Is in charge and does not tolerate disagreement or questioning; gives orders |
| Acts like a tyrant or despot; imperious | ||
| Does not allow others to participate in decision making | ||
| Expects unquestioning obedience of those who report to | ||
| him/her | ||
| Modesty (Survey A) | Humane Oriented | Not easily distressed |
| Does not boast, presents self in a humble manner | ||
| Given to being moody; easily agitated (Reverse Coded) | ||
| Modesty (Survey B) | Humane Oriented | Has and shows patience |
| Is modest | ||
| Humane Orientation (Survey A) | Humane Oriented | Has empathy for others, inclined to be helpful or show mercy |
| Willing to give time, money, resources, and help to others | ||
| Humane Orientation (Survey B) | Humane Oriented | Is aware of slight changes in others’ moods |
| Sees that the interests of subordinates are given due consideration | ||
| Looks out for my personal welfare |
| Primary Leadership Dimension | Global Leadership Dimension | Leadership Survey Items |
|---|---|---|
| Autonomous (Survey A) | Autonomous | Acts independently, does not rely on others |
| Does not rely on others; self-governing | ||
| Autonomous (Survey B) | Autonomous | Is individually oriented; places high value on preserving individual rather than group needs |
| Self-Centered (Survey A) | Self-Protective | Avoids people or groups, prefers own company |
| Aloof, stands off from others, difficult to become friends with | ||
| Self-absorbed, thoughts focus mostly on one’s self | ||
| Is a loner, tends to work and act separately from others | ||
| Status conscious (Survey A) | Self-Protective | Is conscious of class and status boundaries and acts accordingly |
| Believes that a small number of people with similar backgrounds are superior and should enjoy privileges | ||
| Status conscious (Survey B) | Self-Protective | Aware of others’ socially accepted status |
| Believes that all individuals are not equal and only some should have equal rights and privileges | ||
| Does not show favoritism toward an individual or group of individuals | ||
| Internally competitive (Survey B) | Self-Protective | Holds me accountable for work over which I have no control |
| Stimulates unrest | ||
| Tends to conceal information from others | ||
| Does not criticize subordinates without good reason (Reverse Coded) | ||
| Is unwilling to work jointly with others | ||
| Primary Leadership Dimension | Global Leadership Dimension | Leadership Survey Items |
|---|---|---|
| Face-Saver (Survey A) | Self-Protective | Refrains from making negative comments to maintain good relationships and save face |
| Avoids disputes with members of his/her group | ||
| Avoids saying no to impracticable requests | ||
| Face-Saver (Survey B) | Self-Protective | Ensures that subordinates are not embarrassed or shamed |
|
Bureaucratic (Survey A) |
Self-Protective | Administers rewards in a fair manner |
| Uses a common standard to evaluate all who report to him/her | ||
| Acts in accordance with rules, convention, and ceremonies | ||
| Bureaucratic (Survey B) | Self-Protective | Follows established rules and guidelines |
| Tends to behave according to established norms, policies, and procedures |