Least Preferred Coworker Scale

Instructions
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.
Scoring
Compute 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 Interpretation
The 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 probably relationship motivated as 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 taskmotivated behaviors.
Conversely, all scores between 64 and 18 indicate task 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 indicate socio-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
probably task motivated as 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 indicate relationship 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 indicate socio-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
indicate socio-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 indicate relationship 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 indicate task 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, "EI is 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. EI is nothing more or less than a collection of tools that we can sharpen to help ensure
our own survival."
Instructions: To determine your Emotional Intelligence (EI), please respond to the following items. PLEASE RATE EVERY ITEM;
DO NOT LEAVE ANY ITEM BLANK. Rate each item on the following 7-point scale:
1
2
3
4
5
6
7
strongly disagree moderately disagree slightly disagree
slightly agree
moderately agree strongly agree

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.
1
2
strongly disagree moderately disagree

3
4
slightly disagree

5
slightly agree

6
moderately agree

7
strongly agree

3
4
slightly disagree

5
slightly agree

6
moderately agree

7
strongly agree

3
4
slightly disagree

5
slightly agree

6
moderately agree

7
strongly agree

5
slightly agree

6
moderately agree

7
strongly agree

5
slightly agree

6
moderately agree

7
strongly agree

5
slightly agree

6
moderately agree

7
strongly agree

2. I have a good understanding of my emotions.

1
2
strongly disagree moderately disagree
3. I really understand what I feel.
1
2
strongly disagree moderately disagree

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

1
2
strongly disagree moderately disagree

3
4
slightly disagree

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

1
2
strongly disagree moderately disagree

3
4
slightly disagree

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

1
2
3
strongly disagree moderately disagree slightly disagree

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

1
2
3
strongly disagree moderately disagree slightly disagree

5
slightly agree

6
moderately agree

7
strongly agree

5
slightly agree

6
moderately agree

7
strongly agree

5
slightly agree

6
moderately agree

7
strongly agree

3
4
slightly disagree

5
slightly agree

6
moderately agree

7
strongly agree

3
4
slightly disagree

5
slightly agree

6
moderately agree

7
strongly agree

5
slightly agree

6
moderately agree

7
strongly agree

5
slightly agree

6
moderately agree

7
strongly agree

5
slightly agree

6
moderately agree

7
strongly agree

5
slightly agree

6
moderately agree

7
strongly agree

5
slightly agree

6
moderately agree

7
strongly agree

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

1
2
3
strongly disagree moderately disagree slightly disagree

9. I always set goals for myself and then try my best to achieve them.
1
2
3
strongly disagree moderately disagree slightly disagree

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

1
2
strongly disagree moderately disagree
11. I am a self-motivated person.
1
2
strongly disagree moderately disagree

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

1
2
strongly disagree moderately disagree

3
4
slightly disagree

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

1
2
strongly disagree moderately disagree

3
4
slightly disagree

14. I am capable of controlling my emotions.

1
2
strongly disagree moderately disagree

3
4
slightly disagree

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

1
2
strongly disagree moderately disagree

3
4
slightly disagree

16. I have good control of my emotions.

1
2
strongly disagree

moderately disagree 3
slightly
disagree

Emotional Intelligence (EI) Feedback

Your 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 (Self Emotional Appraisal [SEA]) - This relates to the your ability to
understand your deep emotions and your abilityto express these emotions naturally. People who have great ability in this area will
sense and acknowledge their emotions well before most people
. Your Self Emotional Appraisal (SEA) Score = 6.25

Score

Interpretation of Self Emotional Appraisal (SEA) Score

Less than 2.76

Very Low Self Emotional Appraisal (SEA)

2.76 -- 3.72

Below Average Self Emotional Appraisal (SEA)

3.73 -- 5.67

Moderate Self Emotional Appraisal (SEA)

5.68 -- 6.64

Above Average Self Emotional Appraisal (SEA)

Greater than 6.64

Very High Self Emotional Appraisal (SEA)

Appraisal and recognition of emotion in others (Others Emotional Appraisal [OEA]) - This relates to your ability to perceive and
understand the emotions of those people around you. 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.
Your Others' Emotional Appraisal (OEA) Score = 5
Score

Interpretation of Others' Emotional Appraisal (OEA) Score

Less than 2.89

Very Low Others' Emotional Appraisal (OEA)

2.89 -- 3.79

Below Average Others' Emotional Appraisal (OEA)

3.80 -- 5.62

Moderate Others' Emotional Appraisal (OEA)

5.63 -- 6.53

Above Average Others' Emotional Appraisal (OEA)

Greater than 6.53

Very High Others' Emotional Appraisal (OEA)

Regulation of emotion in the self (Regulation of Emotion [ROE]) - This relates to your ability
regulate your emotions. People who are high in this abilitywill more rapidly recover from psychological distress.
Your Regulation of Emotion (ROE) Score = 6.25
Score

Interpretation of Regulation of Emotion (ROE) Score

Less than 2.58

Very Low Regulation of Emotion (ROE)

2.58 -- 3.53

Below Average Regulation of Emotion (ROE)

3.54 -- 5.46

Moderate Regulation of Emotion (ROE)

5.47 -- 6.42

Above Average Regulation of Emotion (ROE)

Greater than 6.42

Very High Regulation of Emotion (ROE)

of

people

to

Use of emotion to facilitate performance (Use of Emotion [UOE]). This relates to your ability to make use of your emotions by
directing them towards constructive activities and personal performance.
Your Use of Emotion (UOE) Score = 5.75
Score

Interpretation of Use of Emotion (UOE) Score

Less than 2.67

Very Low Use of Emotion (UOE)

2.67 -- 3.62

Below Average Use of Emotion (UOE)

3.63 -- 5.55

Moderate Use of Emotion (UOE)

5.56 -- 6.51

Above Average Use of Emotion (UOE)

Greater than 6.51

Very High Use 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 = 5.8125
Score

Interpretation of Overall Emotional Intelligence (EI) Score

Less than 2.97

Very Low Emotional Intelligence (EI)

2.97 -- 3.79

Below Average Emotional Intelligence (EI)

3.80 -- 5.46

Moderate Emotional Intelligence (EI)

5.47 -- 6.29

Above Average Emotional Intelligence (EI)

Greater than 6.29

Very High Emotional Intelligence (EI)

Remember -- do not despair regardless of how you score because as Daniel Goleman, author of the best seller Emotional
Intelligence: Why It Can Matter More Than IQ, says, "EI is 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. EI is nothing more or less than a collection
of tools that we can sharpen to help ensure our own survival."