2 Leadership Questionnaire

2 priedas
Multifactor Leadership Questionnaire

Includes Actual form and Ought form
and Scoring Guide
by Bruce Avolio and Bernard Bass
Published by Mind Garden, Inc.

info@mindgarden.com
www.mindgarden.com
IMPORTANT NOTE TO LICENSEE

If you have purchased a license to reproduce or administer a fixed number of copies
of an existing Mind Garden instrument, manual, or workbook, you agree that it is your
legal responsibility to compensate the copyright holder of this work -- via payment to
Mind Garden for reproduction or administration in any medium. Reproduction
includes all forms of physical or electronic administration including online
survey, handheld survey devices, etc.
The copyright holder has agreed to grant a license to reproduce the specified number
of copies of this document or instrument within one year from the date of purchase.
You agree that you or a person in your organization will be assigned to track
the number of reproductions or administrations and will be responsible for
compensating Mind Garden for any reproductions or administrations in excess of
the number purchased.
Copyright 1995 Bruce Avolio and Bernard Bass. All Rights Reserved.
1995 Bruce Avolio and Bernard Bass. All Rights Reserved.

Published by Mind Garden, Inc., www.mindgarden.com
MLQ Multifactor Leadership Questionnaire
Actual/Ought
Actual Form
This survey will help you describe your leadership style as you perceive it. Starting with the first
question, judge how frequently each statement fits you. For items 1 through 18, indicate what you
actually do. For items 19 through 36, indicate what you ought to be doing. If an item is irrelevant, or if
you are unsure or do not know the answer, leave it blank. Use the rating scale below:
Not at all Once in a while Sometimes Fairly often Frequently,

if not always
0 1 2 3 4
1. I avoid getting involved when important issues arise ......................................................................... 0 1 2 3 4

2. I talk about my most important values and beliefs.............................................................................. 0 1 2 3 4
3. I seek differing perspectives when solving problems ......................................................................... 0 1 2 3 4
4. I discuss in specific terms who is responsible for achieving performance targets .............................. 0 1 2 3 4
5. I wait for things to go wrong before taking action .............................................................................. 0 1 2 3 4
6. I talk enthusiastically about what needs to be accomplished .............................................................. 0 1 2 3 4
7. I spend time teaching and coaching .................................................................................................... 0 1 2 3 4
8. I show that I am a firm believer in If it aint broke, dont fix it. ..................................................... 0 1 2 3 4
9. I go beyond self-interest for the good of the group ............................................................................. 0 1 2 3 4
10. I act in ways that build others respect for me .................................................................................... 0 1 2 3 4
11. I concentrate my full attention on dealing with mistakes, complaints, and failures ............................ 0 1 2 3 4
12. I consider the moral and ethical consequences of decisions ............................................................... 0 1 2 3 4
13. I direct my attention toward failures to meet standards ...................................................................... 0 1 2 3 4
14. I consider an individual as having different needs, abilities, and aspirations from others .................. 0 1 2 3 4
15. I suggest new ways of looking at how to complete assignments ........................................................ 0 1 2 3 4
16. I delay responding to urgent questions................................................................................................ 0 1 2 3 4
17. I express satisfaction when others meet expectations ......................................................................... 0 1 2 3 4
18. I express confidence that goals will be achieved ................................................................................ 0 1 2 3 4

Actual/Ought
Ought Form
Now indicate what you ought to be doing.
if not always
0 1 2 3 4
19. I avoid getting involved when important issues arise ......................................................................... 0 1 2 3 4

20. I talk about my most important values and beliefs.............................................................................. 0 1 2 3 4
21. I seek differing perspectives when solving problems ......................................................................... 0 1 2 3 4
22. I discuss in specific terms who is responsible for achieving performance targets .............................. 0 1 2 3 4
23. I wait for things to go wrong before taking action .............................................................................. 0 1 2 3 4
24. I talk enthusiastically about what needs to be accomplished .............................................................. 0 1 2 3 4
25. I spend time teaching and coaching .................................................................................................... 0 1 2 3 4
26. I show that I am a firm believer in If it aint broke, dont fix it. ..................................................... 0 1 2 3 4
27. I go beyond self-interest for the good of the group ............................................................................. 0 1 2 3 4
28. I act in ways that build others respect for me .................................................................................... 0 1 2 3 4
29. I concentrate my full attention on dealing with mistakes, complaints, and failures ............................ 0 1 2 3 4
30. I consider the moral and ethical consequences of decisions ............................................................... 0 1 2 3 4
31. I direct my attention toward failures to meet standards ...................................................................... 0 1 2 3 4
32. I consider an individual as having different needs, abilities, and aspirations from others .................. 0 1 2 3 4
33. I suggest new ways of looking at how to complete assignments ........................................................ 0 1 2 3 4
34. I delay responding to urgent questions................................................................................................ 0 1 2 3 4
35. I express satisfaction when others meet expectations ......................................................................... 0 1 2 3 4
36. I express confidence that goals will be achieved ................................................................................ 0 1 2 3 4

Scoring Key - Actual
Scoring: The MLQ scale scores are average scores for the items on the scale. The score can be derived
by summing the items and dividing by two. All of the leadership style scales have two items.

if not always
0 1 2 3 4
Idealized Influence (Attributed) total/2 = Management-by-Exception (Active) total/2 =
Idealized Influence (Behavior) total/2 = Management-by-Exception (Passive) total/2 =
Inspirational Motivation total/2 = Laissez-faire Leadership total/2 =
Intellectual Stimulation total/2 =
Individualized Consideration total/2 =
Contingent Reward total/2 =
1. Laissez-faire .......................................................................................................... 0 1 2 3 4
2. Idealized Influence (Behavior) ............................................................................. 0 1 2 3 4
3. Intellectual Stimulation ........................................................................................ 0 1 2 3 4
4. Contingent Reward ............................................................................................... 0 1 2 3 4
5. Management-by-Exception (Passive) .................................................................. 0 1 2 3 4
6. Inspirational Motivation ...................................................................................... 0 1 2 3 4
7. Individualized Consideration .............................................................................. 0 1 2 3 4
9. Idealized Influence (Attributed) .......................................................................... 0 1 2 3 4
11. Management-by-Exception (Active) ................................................................... 0 1 2 3 4
13. Management-by-Exception (Active).................................................................... 0 1 2 3 4
16. Laissez-faire .......................................................................................................... 0 1 2 3 4

Scoring Key - Ought
Scoring: The MLQ scale scores are average scores for the items on the scale. The score can be derived
by summing the items and dividing by two. All of the leadership style scales have two items.

if not always
0 1 2 3 4
Idealized Influence (Attributed) total/2 = Management-by-Exception (Active) total/2 =
Idealized Influence (Behavior) total/2 = Management-by-Exception (Passive) total/2 =
Inspirational Motivation total/2 = Laissez-faire Leadership total/2 =
Intellectual Stimulation total/2 =
Individualized Consideration total/2 =
Contingent Reward total/2 =
19. Laissez-faire .......................................................................................................... 0 1 2 3 4

29. Management-by-Exception (Active) ................................................................... 0 1 2 3 4
31. Management-by-Exception (Active).................................................................... 0 1 2 3 4
34. Laissez-faire .......................................................................................................... 0 1 2 3 4


2 Leadership Questionnaire

Transféré par

Informations du document

Copyright

Formats disponibles

Partager ce document

Partager ou intégrer le document

Options de partage

Avez-vous trouvé ce document utile ?

Ce contenu est-il inapproprié ?

Droits d'auteur :

Formats disponibles

2 Leadership Questionnaire

Transféré par

Droits d'auteur :

Formats disponibles

2 priedas

Multifactor Leadership Questionnaire

by Bruce Avolio and Bernard Bass

Published by Mind Garden, Inc.

IMPORTANT NOTE TO LICENSEE

1995 Bruce Avolio and Bernard Bass. All Rights Reserved.

Not at all Once in a while Sometimes Fairly often Frequently,

1. I avoid getting involved when important issues arise ......................................................................... 0 1 2 3 4

1995 Bruce Avolio and Bernard Bass. All Rights Reserved.

19. I avoid getting involved when important issues arise ......................................................................... 0 1 2 3 4

1995 Bruce Avolio and Bernard Bass. All Rights Reserved.

Not at all Once in a while Sometimes Fairly often Frequently,

Individualized Consideration total/2 =

Contingent Reward total/2 =

MLQ Multifactor Leadership Questionnaire

1995 Bruce Avolio and Bernard Bass. All Rights Reserved.

Not at all Once in a while Sometimes Fairly often Frequently,

Individualized Consideration total/2 =

Contingent Reward total/2 =

19. Laissez-faire .......................................................................................................... 0 1 2 3 4

1995 Bruce Avolio and Bernard Bass. All Rights Reserved.

Vous aimerez peut-être aussi