Dear Respondent,

I am a student at GNIMT, Punjab Technical University, working on the topics of leadership

styles, organization effectiveness and organization commitment. I shall have been obliged if
you could spare some of your valuable time for filling up the questionnaire. Your help and
co-operation will go a long way in my research work. This is an entirely academic exercise
and the information given by you would not be used for any other purpose other than
academics.
Looking forward for your valuable co-operation.
Thank you.
GENERAL INFORMATION:Name of the Bank
Type of the Bank: Public:
Marital status:

Unmarried

Private: Age: Gender: Male

Married

Female

Single Designation:

Years of service:
Telephone no/Mobile:
Leadership Styles Questionnaire
There are various ways in which senior executives and top level managers provide leadership
to their employees. Consistencies in their beliefs about their subordinates and other employees,
and the way they interact with their subordinates reveal a lot about their styles. Through this
questionnaire we intend to assess your perceptions about your own leadership style. Please
give beliefs about your subordinates or the employees whom you supervise and the
characteristic ways in which you deal with them on the 10 sets of items given below.
Each set contains 3 items (a), (b) and (c). You have a total of 6 points to distribute in each set
between (a), (b) and (c). Give the maximum marks or points (say, 6,5 or 4) to the item that best
describes your beliefs or behaviour. Give the remaining points to the rest of the two items in such
a way they again describe your belief or behaviour. Thus in any set you can give all the 6 points to
one item if that is the best description of you and the other two (they get zero each) do not
characterize you at all. Or you may give 5 points to the best describing item and 1 to another item
which has some characteristic of you. Similar other combinations can be 4, 2, 0 or 4, 1, 1, or 3,
1, 2, etc.
Please answer all the items. Your sincere and true responses will help you to gain right insights
into your styles.
1. Beliefs about Subordinates
(a)

I firmly believe that subordinates should be treated very affectionately and constantly
guided and helped. Therefore, Tend to keep giving instructions to them constantly.

(b) Most often I feel that the subordinates I have tend to avoid work unless they are closely
supervised. Therefore, I prefer to keep a close watch on them to make sure that they put in at
least some effort.
(c) I generally tend to believe that my subordinates are capable of working on their own.
Therefore, I tend to leave them freely to work on their own most of the time, providing support
only in difficult or most needy situations.
Scores (a)

(b)

(c)

2. Vision
(a) I think mostly in terms of my people and protecting them. A good leader should make efforts
to gain loyalty of subordinates by satisfying them as it is the people that count in the long run.
(b) I prefer to think mostly in terms of immediate tasks and short term goals. I do not mind
dissatisfying a few if immediate tasks are not accomplished. In the present day environment
there is very little time to think about future.
(c) 1 always think in terms of the long term interests and future of the organization. I invest
considerable amount of my time in developing subordinates for the future of the organization.
Scores

(a)

(b)

(c)

3. Mistakes
(a) I tend to tolerate the mistakes of my subordinates. Quite often I end up salvaging the situation
and protecting them as far as possible.
(b) I lose my patience and tolerance when my subordinates make mistakes. I tend to get upset
and irritated easily.
(c) 1 encourage my subordinates to use mistakes as learning opportunities. I discuss with them
and educate them to become more competent.
Scores (a)

(b)

(c)

4. Conflicts
(a) When conflicts arise my subordinates normally look to me for my judgment on who is right
and who is wrong. I do tell them what I think is the best.
(b) When conflicts arise I prefer to bring it to the notice of my seniors or take action to pull
up the erring side.

(c) When conflicts arise I prefer to call the parties together and try to help them solve the
problems in a manner that understanding between them is increased and eventually they learnt to
resolve their conflicts
Scores (a)

(b)

(c).

5. Decision Making
(a) I tend to take most decisions myself rather than delegating to subordinates and prefer to
inform only those who need to know.
(b) I prefer to take most decisions by myself as I am not sure if my subordinates have the
competencies.
(c) I prefer my subordinates to take most decisions relating to their job on their own. I consult
my subordinates and other relevant employees on critical decisions and keep them informed to
give them a sense of involvement and identification with the company.
Scores (a)

(b)

(c)

6. Assignment of Tasks
(a) I tend to assign tasks on the basis of my assessment of the subordinates and their
competencies. By and large they seem to like my judgment.
(b) I prefer to assign tasks purely according to organizational norms even if it hurts some people.
(c) While assigning tasks I ensure that they match the competencies of the subordinates at
the same time providing them opportunities for development.
Scores (a)

(b)

(c)

7. Significance
(a) I prefer to have subordinates who can be trusted and loyal to me personally.
(b) I am quite careful in praising my subordinates. Nowadays f you praise them, they tend to
sit on your head: Employees normally tend to put up a show to impress you. It is difficult to trust
them.
(c) I believe in treating my subordinates with respect. I believe that I cannot be a powerful
leader unless I make my subordinates powerful.
Scores

(a)

8. Communication

(b)

(c)

(a) I prefer to share any new information I get to know about the company, its plans and
policies, external environment, technology etc. only with a select few and particularly those
related to it.
(b) I do not think there is any need to share any information about the company or its external
environment, techno-logical developments etc. with my subordinates.
(c) Whenever I come to know about any important developments in the country, the technology
we use, sociopolitical and economic change, about the company its - plans, policies etc., I make
efforts to share this with all of my subordinates. I do this as an effort to build up their
competencies for future.
Scores (a)

(b)

(c)

9. Inspiration
(a) I tend to give a high weightage to people and their relationships. I would like my employees
to do things that I like and they do try to keep me satisfied.
(b) I do my job well and I expect my subordinates also to do their job well and I find it difficult
to tolerate any deviation from the tasks assigned to my subordinates.
(c) I think I do have a leadership style that inspires my subordinates. I try to create conditions
for my subordinates so that they enjoy the work they do.
Scores (a)

(b)

(c)

10. Initiative
(a) I permit only some of my employees to take initiative and work on their own. There is no
point giving freedom to everyone in the team. Some are more capable than others.
(b) I prefer my subordinates to conform to the rules-and procedures and do what they are
expected to do. If they follow the instructions given to them it is sufficient.
(c) I encourage my subordinates to take initiative and do things. They cannot develop unless they
cultivate some initiative.
Scores (a)

(b)

(c)

Questionnaire on Organisational Effectiveness and Organisations Citizen Behaviour

Stateme
nt No

Statements

SDA

DA

SA

1. 1.

Goals are set and clearly understood by most

members of the organizations.

2.

The work effort is usually intense and height.

3.

Creative-insights and innovative ideas are

encouraged.

4.

Outsiders perceive it as vibrant and high

potential unit.

5.

There is positive interpersonal climate.

6.

Employees feel that their most of the needs are

satisfied.

7.

Decisions are communicated to all concerned as

when they are taken.

8.

The work process is coordinated and under

control.

9.

It is easy to give an explanation of the overall

objectives of organization to subordinates.

10.

There is constant striving for greater

accomplishments.

11.

The organization is responsive to changes in

external conditions.

12.

The organization has the image of a growing

dynamic system.

13.

Employees feel like they really belong to each

other.

14.

Employees feel that they are satisfied with their

job and work climate.

15.

Formal management system is widely used.

16.

There is a stable, predictable work environment.

17.

Goal clarity is valued and encouraged.

18.

Maximum output is obtained from the resources

employed in the organizations (i.e., man,
material, equipments).
Flexibility and readiness to change are highly
valued and inspired.

20.

The organization is continuously increasing its

resources.

21.

Employees feel they are part of a team.

22.

The morale of employees is high.

23.

Employees at all levels freely exchange

information with each other.

24.

The day-to-day work is seldom interrupted.

25.

My colleagues represent the organisation favourably to

the outsiders.

26.

My colleagues do not tell outsiders that this is a good

place to work.

27..

My colleagues do not the organisation when other

employees criticize it.

28

My colleagues actively promote the organisation's

product or services to the potential customer or client.

29

My colleagues would accept an offer of employment

from a competing organisation if it would mean more
money.
My colleagues rarely waste time while at work

31

My colleagues produce as much as he or she is capable

of producing at all times.

32

My colleagues always come to work on time.

33

My colleagues regardless of the circumstances,

produce the highest quality work he or she can.

34

My colleagues are mentally alert and ready to work

when he or she arrives each day

19.

30

35

My colleagues follow work rules and instructions with

extreme care.

36

My colleagues waste organisational resources as he or

she working.

37

My colleagues keep his or her area clean and neat.

38

My colleague is volunteer for overtime work when the

organisation needs it

39

My colleagues would not be willing to encourage coworkers to invest their own money in the organisation
if these were permissible and the organisation needed
My colleagues do not meet all deadlines set by the
organisations.

41

Sometimes my colleagues miss work even though he or 1

she does not have a legitimate reason for doing so

42

My colleagues try to make his or her personal

apperance at work as attractive as possible, and also
appropriate to the setting.
My colleagues use their professional judgements to
asses what is right and wrong for the organization

44

My colleagues do not push me or other supervise to

perform to a high standard.

45

My colleague does not pursue opportunities of the job

for additional training, which would help them to do a
better job at work.
My colleague avoid taking on extra duties and
responsibilities at work

47

My colleague do not work beyond what they are

required to do.

48

It is difficult for my colleagues to cooperate with others 1

on group projects.

49

My colleagues only attend work related meeting if it

required by his or her job.

50

My colleagues share ideas for new projects or

improved operations as widely as possible throughout
the organization
My colleagues keep informed about all the
organisation's products and services so he or she can
suggest them to potential users.

40

43

46

51

52

My colleagues frequently make creative suggestions to

co-workers about organisational improvements

53

My colleagues encourage management to keep their

knowledge and skills up to date.

54

My colleagues encourage others to speak up at

meeting.

55

My colleagues help co-workers to think for themselves. 1

56

My colleagues keep well informed about organisational

issues where his or her opinion might be useful to the
organisation.