The Least-Preferred Coworker (LPC) scale is a measure of an individual's interpersonal style. The scale was developed by psychologist Robert R. Blake and his colleagues in the late 1950s and has been widely used in research on leadership and organizational behavior.
The LPC scale consists of a series of statements about how the respondent prefers to interact with others. The respondent is asked to rate each statement on a scale of 1 to 8, with 1 being the least preferred and 8 being the most preferred.
The scale has been found to be a reliable and valid measure of an individual's interpersonal style. Individuals who score high on the scale are typically seen as being more task-oriented and less people-oriented. Individuals who score low on the scale are typically seen as being more people-oriented and less task-oriented.
What is the LPC scale quizlet?
The LPC scale is a leadership development tool that can be used to assess an individual's leadership potential. It is based on the premise that there are four key areas of leadership development: technical skills, interpersonal skills, conceptual skills, and strategic skills. The LPC scale consists of 44 items that are each rated on a scale of 1 to 5, with 1 being the lowest and 5 being the highest. The scale can be used to provide a snapshot of an individual's leadership development needs and can be used as a guide for further development. When a leader is said to have cognitive ability What does it typically indicate? When a leader is said to have cognitive ability, it typically indicates that the leader is intelligent and able to think clearly and make decisions quickly. This type of leader is often able to see the big picture and make strategic decisions that are in the best interests of the company or organization.
What is an example of contingency theory? In business, contingency theory states that there is no one best way to lead or manage an organization, and that the best way to lead or manage depends on the specific situation that the leader or manager is facing. For example, a leader who is facing a rapidly changing and uncertain environment may need to be more flexible and adaptable than a leader who is facing a more stable and predictable environment.
contingency theory is based on the idea that there are many different ways to lead or manage an organization, and that the best way to lead or manage depends on the specific situation that the leader or manager is facing.
What is an example of Fiedler's contingency theory?
Fiedler's contingency theory is a leadership theory that argues that there is no one best style of leadership. Instead, the best style of leadership depends on the situation. The theory was proposed by Fred Fiedler in the 1960s.
There are three main elements to the theory:
1. Leader-member relations: The relationship between the leader and the followers.
2. Task structure: The degree to which the task is structured and the level of clarity of the task.
3. Position power: The leader's formal authority.
Fiedler argued that a leader's style is most effective when it is matched to the situation. For example, a leader with a task-oriented style would be more effective in a situation where the task is clear and the followers are motivated. A leader with a relationship-oriented style would be more effective in a situation where the task is less clear and the followers need more guidance.
What does Fiedler's least preferred coworker questionnaire measure?
Fiedler's least preferred coworker (LPC) questionnaire is a measure of a person's leadership style. The questionnaire consists of a series of forced-choice items in which the respondent is asked to choose which of two statements is more true of them. The statements are designed to tap into a person's preference for either task-oriented or relationship-oriented behavior.
The LPC has been found to be a reliable and valid measure of leadership style, and it has been used in a variety of settings, including business, education, and the military. The questionnaire can be used to predict a person's effectiveness as a leader, and it can also be used to match people with appropriate leadership roles.