Escolar Documentos
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GRADUATE SCHOOL
City of San Fernando, La Union
I. Profile
Name:__________________
Position:________________
School Connected with: ______________________
A. Highest Educational Attainment
___ BSED/BSE/AB/BS graduate
___ with MS/MA units
___ MS/MA graduate
___ with EDd/PHd units
___ EDd/PHd graduate
B. Years in school/ instructional leadership
___0-5 years ___6-10 years ___11-15 years
___16-20 years ___21-25 years ___26 years and above
C. School/ Instructional Leadership Seminar (for the last two years)
Name of Seminar School Local Regional National Internat’l
_____________________________ ___ ___ ___ ___ ___
_____________________________ ___ ___ ___ ___ ___
_____________________________ ___ ___ ___ ___ ___
_____________________________ ___ ___ ___ ___ ___
Leadership Styles 5 4 3 2 1
As a school/instructional leader,
1. I always have the final decision-making authority
within my school, department or subject area.
2. I always try to include or consult one or a group of
employees/ teachers in determining what to do and
how to do it. However, I still maintain the final
decision-making authority.
3. I and my employees/ teachers always vote whenever
a major decision has to be made.
4. I do not consider suggestions made by my
employees/teachers as I do not have the time for them.
5. I ask for teacher’s/ employee’s ideas and input on
upcoming plans and activities.
6. For a major decision to pass in my
department/subject area/ school, it must have the
approval of each individual or the majority of
employees/ teachers.
7. I instruct my employees/teachers what has to be
done and how to do it.
8. When things go wrong and I need to create a strategy
to keep an activity or process running on schedule, I
call a meeting to get my teacher’s/ employee's ideas.
9. To get information out, I send it by e-mails, memos,
or voice mails/ texts; very rarely is a meeting called. My
employees/teachers are then expected to act upon the
information.
10. When someone makes a mistake, I tell them not to
ever do that again and make a note of it.
11. I want to create a working environment where the
employees/teachers take ownership of the activity. I
allow them to participate in the decision-making
process.
12. I allow my employees/teachers to determine what
needs to be done and how to do it.
13. New hired employees/teachers are not allowed to
make any decisions unless it is approved by me first.
14. I ask employees/teachers for their vision of where
they see their jobs going and then use their vision
where appropriate.
15. My employees/teachers know more about their jobs
than me, so I allow them to carry out the decisions to
do their job.
16. When something goes wrong, I tell my
employees/teachers that a procedure is not working
correctly and I establish a new one.
17. I allow my employees/teachers to set priorities with
my guidance.
18. I delegate tasks in order to implement a new
procedure or process.
19. I closely monitor my employees/teachers to ensure
they are performing correctly.
20. When there are differences in role expectations, I
work with them to resolve the differences.
21. Each individual is responsible for defining their job.
22. I like the power that my leadership position holds
over my subordinates.
23. I like to use my leadership power to help
subordinates grow.
24. I like to share my leadership power with my
subordinates.
25. Employees/ teachers must be directed or
threatened with punishment in order to get them to
achieve the organizational objectives.
26. Employees/ teachers will exercise self-direction if
they are committed to the objectives.
27. Employees/ teachers have the right to determine
their own organizational objectives.
28. Employees/ teachers seek mainly security.
29. Employees/ teachers know how to use creativity
and ingenuity to solve organizational problems.
30. My employees/ teachers can lead themselves just
as well as I can.
Saint Louis College
GRADUATE SCHOOL
City of San Fernando, La Union
I. Profile
Name:__________________
Position:________________
School Connected with: ______________________
Leadership Styles 5 4 3 2 1
As an employee, I prefer a school/ instructional
Leader who
1. has final decision-making authority within the
school, department or subject area.
2. always tries to include one or a group of
employees/teachers in determining what to do and how
to do it; however, he/she still maintains the final
decision-making authority.
3. always lets his/her employees/teachers vote
whenever a major decision has to be made.
4. does not consider suggestions made by his/her
employees/teachers since he does not have the time for
them.
5. asks for employee’s/teacher’s ideas and input on
upcoming plans and activities.
6. must have the approval of each individual or the
majority before a major decision will be made
7. tells his/her employees/teachers what has to be
done and how to do it.
8. calls a meeting to get his/her employee's/teacher’s
ideas or advice when things go wrong; and, creates a
strategy to keep a project or process running on
schedule
9. sends information by e-mails, memos, voice mails or
texts; calls meeting very rarely; thus, his
employees/teachers are then expected to act upon the
information.
10. tells his/her employees/teachers not to ever do a
mistake again and makes a note of it.
11. wants to create an environment where the
employees/teachers take ownership of the project;
allows employees/teachers to participate in the
decision-making process.
12. allows his/her employees/teachers to determine
what needs to be done and how to do it.
13. does not allow new-hired employees/teachers to
make any decisions unless it is approved by him/her.
14. asks employees/teachers for their vision of where
they see their jobs going and then use their vision
where appropriate.
15. allows employees/teachers to carry out the
decisions to do their job when his/her workers know
more about their jobs than him
16. tells his/her employees/teachers that a procedure
is not working correctly and establishes a new one.
17. allows his/her employees/teachers to set priorities
with his/her guidance.
18. delegates tasks in order to implement a new
procedure or process.
19. closely monitors his/her employees/teachers to
ensure they are performing correctly.
20. works with employees/teachers to resolve the
differences when there are differences in role
expectations
21. considers that each individual is responsible for
defining their job.
22. likes the power that his/her leadership position
holds over his/her employees/teachers.
23. likes to use his/her leadership power to help
employees/teachers grow.
24. likes to share his/her leadership power with his
employees/teachers.
25. directs or threatens employees with punishment in
order to get them to achieve the organizational
objectives.
26. allows employees/teachers to exercise self-direction
if they are committed to the objectives.
27. ensures that employees/teachers have the right to
determine their own organizational objectives.
28. allows that employees/teachers seek mainly
security.
29. allows that employees/teachers know how to use
creativity and ingenuity to solve organizational
problems.
30. considers that employees/teachers can lead
themselves just as well as he/she can.