Q) Post your results and your thoughts on it's accuracy?Do you agree with the results? Why or why not? Is there something you would like to work on? What's your plan?

THE TASK SCORE IS:34 WHICH IS MODERTOLAY LOW RANGE

RELASHIONSHIP IS:39 WHICH IS MODERTOLY HIGH RANGE

1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1. Tells group members what they are supposed to do. 2. Acts friendly with members of the group. 3. Sets standards of performance for group members. 4. Helps others in the group feel comfortable. 5. Makes suggestions about how to solve problems. 6. Responds favorably to suggestions made by others. 7. Makes his or her perspective clear to others. 8. Treats others fairly. 9. Develops a plan of action for the group. 10. Behaves in a predictable manner toward group members. 11. Defines role responsibilities for each group member. 12. Communicates actively with group members. 13. Clarifies his or her own role within the group. 14. Shows concern for the well-being of others. 15. Provides a plan for how the work is to be done. 16. Shows flexibility in making decisions. 17. Provides criteria for what is expected of the group. 18. Discloses thoughts and feelings to group members. 19. Encourages group members to do high-quality work. 20. Helps group members get along with each other. 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 45-50 4044 Very high range High range Moderately high range Moderately low range 35-39 30-34 25-29 Low range 10-24 Very low range The score you receive for task refers to the degree to which you help others by defining their roles and letting them know what is expected of them. This factor describes your tendencies to be task directed toward others when you are in a leadership position. The score you receive for relationship is a measure of the degree to which you try to make followers feel comfort- able with themselves, each other, and the group itself. It represents a mea- sure of how people oriented you are. Your results on the Leadership Behavior Questionnaire give you data about your task orientation and people orientation. What do your scores suggest about your leadership style? Are you more likely to lead with an emphasis on task or with an emphasis on relationship? As you interpret your responses to the Leadership Behavior Questionnaire, ask yourself if there are ways you could change your behavior to shift the emphasis you give to tasks and relationships. To gain more information about your style, you may want to have four or five of your coworkers fill out the questionnaire based on their perceptions of you as a leader. This will give you additional data to compare and contrast to your own scores about yourself