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Multifactorial Leadership Assessment

This document presents a multifactorial leadership questionnaire to evaluate a director's leadership style from an employee's perspective. The questionnaire contains 46 statements about the leader's behavior and asks the employee to rate each statement on a scale from 0 to 4. The statements are grouped into 6 leadership variables: attributed idealized influence, behavioral idealized influence, inspirational motivation, intellectual stimulation, individualized consideration, and laissez-faire.

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5 views2 pages

Multifactorial Leadership Assessment

This document presents a multifactorial leadership questionnaire to evaluate a director's leadership style from an employee's perspective. The questionnaire contains 46 statements about the leader's behavior and asks the employee to rate each statement on a scale from 0 to 4. The statements are grouped into 6 leadership variables: attributed idealized influence, behavioral idealized influence, inspirational motivation, intellectual stimulation, individualized consideration, and laissez-faire.

Translated by

ScribdTranslations
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
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MULTIFACTORIAL LEADERSHIP QUESTIONNAIRE

This questionnaire aims to describe the leadership style of the director.


your institution, as perceived by you. Please answer all items
from this booklet. If an item seems irrelevant to you or you think it is not
sure that if you do not know your answer, do not answer it. It can only be
mark an option for each question. This questionnaire is anonymous, no
should not be identified at any time.

The following pages present 46 descriptive statements. Judge


how frequently each statement fits with the person you are
describing.
Use the following rating scale for your answers, marking
mark the category corresponding to your preference with a circle:

Never Sometimes Normally Frequently Always


0 1 2 3 4

1. Usually evaluates beliefs and assumptions critically to see 0if 1 2 3 4


they are the appropriate ones
It is difficult for him to get involved when a relevant situation arises. 0 1 2 3 4
3. Express your most important values and beliefs 0 1 2 3 4
4. Tends to be absent when important problems arise. 0 1 2 3 4
5. When solving problems, try to see them in different ways. 0 1 2 3 4
6. Direct attention towards the future in an optimistic way. 0 1 2 3 4
I am proud to be associated with him/her. 0 1 2 3 4
8. Tends to speak enthusiastically about goals 0 1 2 3 4
9. It is important to have a clear objective in what you do. 0 1 2 3 4
10. Spend time teaching and guiding. 0 1 2 3 4
For the well-being of the group, he/she is able to go beyond his/her own interests. 0 1 2 3 4
12. treats me as an individual and not just as a member of a group. 0 1 2 3 4
13. Act in a way that earns my respect. 0 1 2 3 4
14. Take into consideration the moral and ethical consequences in the 0 1 2 3 4
adopted decisions
15. It appears reliable and safe. 0 1 2 3 4
16. Build a motivating vision of the future. 0 1 2 3 4
He/She has difficulty making decisions. 0 1 2 3 4
It helps me to look at problems from different points of view. 0 1 2 3 4
It helps me develop my strengths. 0 1 2 3 4
20. Suggest new ways to do the work. 0 1 2 3 4
It tends to delay the response to urgent matters. 0 1 2 3 4
22. Emphasizes the importance of having a shared mission. 0 1 2 3 4
23. Express confidence that the goals will be achieved. 0 1 2 3 4
24. Share the risks in the decisions made in the work group. 0 1 2 3 4
I trust their judgments and decisions. 0 1 2 3 4
26. Increases my self-confidence 0 1 2 3 4
27. Evaluate the consequences of the decisions made 0 1 2 3 4
28. Find a way to develop my abilities 0 1 2 3 4
29. Clarify what I will receive in return for my work. 0 1 2 3 4
30. Tends not to correct mistakes or failures. 0 1 2 3 4
31. He/She is consistent between what he/she says and what he/she does. 0 1 2 3 4
To me, he/she is a role model. 0 1 2 3 4
It guides me towards achievable goals. 0 1 2 3 4
Encourages tolerance for differences of opinion. 0 1 2 3 4
35. He/she relates to me personally. 0 1 2 3 4
Generally prefers not to make decisions. 0 1 2 3 4
37. Expresses interest in the value of my contributions to solve 0 1 2 3 4
problems.
He is interested in understanding the needs of the work group. 0 1 2 3 4
39. It shows me the benefits that achieving goals brings me. 0 1 2 3 4
organizational.
It encourages me to express my ideas and opinions about the method of 0 1 2 3 4
work.
He/She realizes what I need. 0 1 2 3 4
42. They believe that everyone should seek their own way of doing it. 0 1 2 3 4
work.
43. He constantly informs me about my strengths. 0 1 2 3 4
44. He believes that many problems solve themselves, without the need for 0 1 2 3 4
intervene.
I listen to him/her carefully. 0 1 2 3 4
46. Build goals that include my needs. 0 1 2 3 4

Direct variables Items


Idealized Attributed Influence 7, 11, 13, 15, 25, 32, 45
Idealized Behavioral Influence 3, 9, 14, 22, 24, 29, 31, 38
Motivation Inspirations 6, 8, 16, 23, 26, 33, 39, 46
Intellectual Stimulation 1, 5, 18, 20, 27, 34, 37, 40
Individualized Consideration 10, 12, 19, 28, 35, 41, 43
Let do 2, 4, 17, 21, 30, 36, 42, 44

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