least preferred coworker scale.doc

Least Preferred Coworker Scale

Least Preferred Coworker ScaleInstructions

Think of all the different people with whom you have ever worked . . . in jobs, in social clubs, in student projects, or whatever. Next think of the one person with whom you could work least well, that is, the person with whom you had the most difficulty getting a job done. This is the one person (a peer, boss, or subordinate) with whom you would least want to work. Describe this person by circling numbers at the appropriate points on each of the following pairs of bipolar adjectives. Work rapidly. There are no right or wrong answers. ScoringCompute your LPC score by totaling all the numbers you circled. Enter that score below:

LPC = _____

Interpretation

The LPC scale is used by Fiedler to identify a persons dominant leadership style (see the textbook material). Fiedler believes that this style is a relatively fixed part of ones personality, and is therefore difficult to change. This leads Fiedler to his contingency views, which suggest that the key to leadership success is finding (or creating) good matches between style and situation.

If your score is 73 or above, you are considered a relationship-oriented leader. If your score is 64 or below, you are considered a task-oriented leader. If your score is 65 to 72, you are a mixture of both, and it is up to you to determine which leadership style is most like yours.LPC (Least Preferred Co-worker) Scale InterpretationThe LPC Scale measures your underlying tendency to exhibit certain behaviors in managerial situations; it does not, however, measure your skill with those behaviors.

Your score of indicates that you are probablyrelationship motivatedas a manager. All scores between 73 and 144 indicate relationship motivation, the higher your score the stronger your tendency will probably be to maintain or build good relationships with others. You will find success easiest in organizations where the task is structured and the development of a cohesive unit is required. The closer to 73 is your score the more likely you are to exhibit some task-motivated behaviors.Conversely, all scores between 64 and 18 indicatetask motivation, the lower the score the stronger the tendency will be to exhibit task related behaviors including those associated with exercising control. Such managers will find success easiest in situations where an organization is in chaos or when the organization is already working well. In the former situation, they will use their primary motivation of being task focused to develop direction for the organization. In the latter situation, they will move to their secondary motivation, relationship orientation, and provide positive feedback to those who help in the accomplishment of goals.

All scores between 65 and 72 indicatesocio-independent motivation. In other words, such managers are likely to consciously decide the kind of behavior they exhibit. They will find success in a large variety of situations due to flexibility in selecting the appropriate behavior for the appropriate situation. Your score of indicates that you are probablytask motivatedas a manager. All scores between 64 and 18 indicate task motivation, the lower your score the stronger your tendency will be to exhibit task related behaviors including those associated with exercising control. You will find success easiest in situations where an organization is in chaos or when the organization is already working well. In the former situation, you will use your primary motivation of being task focused to develop direction for the organization. In the latter situation, you will move to your secondary motivation, relationship orientation, and provide positive feedback to those who help in the accomplishment of goals. The closer to 64 is your score the more likely you are to exhibit some relationship-motivated behaviors.

All scores between 73 and 144 indicaterelationship motivation, the higher the score the stronger the tendency will probably be to maintain or build good relationships with others. Such managers find success easiest in organizations where the task is structured and the development of a cohesive unit is required.

All scores between 65 and 72 indicatesocio-independent motivation. In other words, such managers are likely to consciously decide the kind of behavior they exhibit. They will find success in a large variety of situations due to flexibility in selecting the appropriate behavior for the appropriate situation. Your score of indicates that you probably exhibit strongly neither relationship nor task-motivated behaviors as a manager. All scores between 65 and 72 indicatesocio-independent motivation. In other words, you are likely to consciously decide the kind of behavior you exhibit. The higher your score the stronger your tendency will probably be to maintain or build good relationships with others. Conversely, the lower your score the stronger your tendency will probably be to focus on the task. You will find success in a large variety of situations due to flexibility in selecting the appropriate behavior for the appropriate situation.

All scores between 73 and 144 indicaterelationship motivation, the higher the score the stronger the tendency will probably be to maintain or build good relationships with others. Such managers find success easiest in organizations where the task is structured and the development of a cohesive unit is required.

All scores between 64 and 18 indicatetask motivation, the lower the score the stronger the tendency will be to exhibit task related behaviors including those associated with exercising control. Such managers will find success easiest in situations where an organization is in chaos or when the organization is already working well. In the former situation, they will use their primary motivation of being task focused to develop direction for the organization. In the latter situation, they will move to their secondary motivation, relationship orientation, and provide positive feedback to those who help in the accomplishment of goals.

Emotional Intelligence (EI)Purpose:The purpose of this scale is to assess your Emotional Intelligence (EI). Salovey and Mayer (1990), two of the early researchers on EI, defined it as "the subset of social intelligence that involves the ability to monitor one's own and other's feeling and emotions to discriminate among them and to use this information to guide one's thinking and actions." EI has been shown to be a good predictor of job performance when other attributes such as general mental abilities are simultaneously considered. In addition, research on managers has found EI to be related to managerial effectiveness in North American, European and Asian cultures. Thus, knowing your EI should be useful in your own development. Do not despair regardless of how you score because as Daniel Goleman says,"EIis not unimprovable. Emotional intelligence can be learned, and in fact we are each building it, in varying degrees, throughout life. It's sometimes called maturity.EIis nothing more or less than a collection of tools that we can sharpen to help ensure our own survival."Instructions:To determine yourEmotional Intelligence (EI),pleaserespond to the following items. PLEASE RATE EVERY ITEM; DO NOT LEAVE ANY ITEM BLANK. Rate each item on the following 7-point scale:1strongly disagree2moderately disagree3slightly disagree45slightly agree6moderately agree7strongly agree

Top of Form

There are no right or wrong answers. Work rapidly; your first answer is likely to be the best.1.I have a good sense of why I have certain feelings most of the time.

1strongly disagree2moderately disagree3slightly disagree45slightly agree6moderately agree7strongly agree

2.I have a good understanding of my emotions.


3.I really understand what I feel.


4.I always know whether or not I am happy.


5.I always know my friends' emotions from their behavior.


6.I am a good observer of others' emotions.


7.I am sensitive to the feelings and emotions of others.


8.I have a good understanding of the emotions of people around me.


9.I always set goals for myself and then try my best to achieve them.


10.I always tell myself I am a competent person.


11.I am a self-motivated person.


12.I would always encourage myself to try my best.


13.I am able to control my temper and handle difficulties rationally.


14.I am capable of controlling my emotions.


15.I can always calm down quickly when I am very angry.


16.I have good control of my emotions.


Bottom of Form

Emotional Intelligence (EI) FeedbackYour responses to the Emotional Intelligence questionnaire are broken down into four component scores to provide you with more definitive and actionable feedback. Definitions of the four components and scores on each are as follows:Appraisal and expression of emotion in the self(SelfEmotionalAppraisal[SEA])-This relates to theyourability to understandyourdeep emotions andyour abilityto express these emotions naturally. People who have great ability in this area will sense and acknowledge their emotions well before most people. YourSelf Emotional Appraisal (SEA) Score =6.25

ScoreInterpretation ofSelf Emotional Appraisal (SEA) Score

Less than 2.76Very LowSelf Emotional Appraisal (SEA)

2.76 -- 3.72Below AverageSelf Emotional Appraisal (SEA)

3.73 -- 5.67ModerateSelf Emotional Appraisal (SEA)

5.68 -- 6.64Above AverageSelf Emotional Appraisal (SEA)

Greater than 6.64Very HighSelf Emotional Appraisal (SEA)

Appraisal and recognition of emotion in others(OthersEmotionalAppraisal[OEA])-This relates toyourability to perceive and understand the emotions of those people aroundyou. People who are high in this ability will be much more sensitive to the feelings and emotions of others as well as reading their minds.YourOthers' Emotional Appraisal (OEA) Score =5ScoreInterpretation ofOthers' Emotional Appraisal (OEA) Score

Less than 2.89Very LowOthers' Emotional Appraisal (OEA)

2.89 -- 3.79Below AverageOthers' Emotional Appraisal (OEA)

3.80 -- 5.62ModerateOthers' Emotional Appraisal (OEA)

5.63 -- 6.53Above AverageOthers' Emotional Appraisal (OEA)

Greater than 6.53Very HighOthers' Emotional Appraisal (OEA)

Regulation of emotion in the self(RegulationofEmotion [ROE])-This relates toyourability of people to regulateyouremotions.People who are high in this abilitywill morerapidlyrecover from psychological distress.YourRegulation of Emotion (ROE) Score=6.25ScoreInterpretation ofRegulation of Emotion (ROE) Score

Less than 2.58Very LowRegulation of Emotion (ROE)

2.58 -- 3.53Below AverageRegulation of Emotion (ROE)

3.54 -- 5.46ModerateRegulation of Emotion (ROE)

5.47 -- 6.42Above AverageRegulation of Emotion (ROE)

Greater than 6.42Very HighRegulation of Emotion (ROE)

Use of emotion to facilitate performance(Use ofEmotion [UOE]). This relates toyour abilityto make use ofyouremotions by directing them towards constructive activities and personal performance.YourUse of Emotion (UOE) Score =5.75ScoreInterpretation ofUse of Emotion (UOE) Score

Less than 2.67Very LowUse of Emotion (UOE)

2.67 -- 3.62Below AverageUse of Emotion (UOE)

3.63 -- 5.55ModerateUse of Emotion (UOE)

5.56 -- 6.51Above AverageUse of Emotion (UOE)

Greater than 6.51Very HighUse of Emotion (UOE)

Overall Emotional Intelligence (EI) Score- This relates to your overall ability to monitor your own and others' feelings and emotions to discriminate among them and to use this information to guide your thinking and actions.Your Overall Emotional Intelligence (EI) Score =5.8125ScoreInterpretation ofOverall Emotional Intelligence (EI) Score

Less than 2.97Very LowEmotional Intelligence (EI)

2.97 -- 3.79Below AverageEmotional Intelligence (EI)

3.80 -- 5.46ModerateEmotional Intelligence (EI)

5.47 -- 6.29Above AverageEmotional Intelligence (EI)

Greater than 6.29Very HighEmotional Intelligence (EI)

Remember -- do not despair regardless of how you score because as Daniel Goleman, author of the best sellerEmotional Intelligence: Why It Can Matter More Than IQ,says,"EIis not unimprovable. Emotional intelligence can be learned, and in fact we are each building it, in varying degrees, throughout life. 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least preferred coworker scale.doc

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