1. Leadership Assessment Tool
GROUP-1
Atul Kumar Mishra 11PGDMHR14
Nicky Kumari 11PGDMHR33
Nirankar Singh Royal 11PGDMHR36
Swimmy Alasaka 11PGDMHR55

2. ] The Original Framework [
Coaching
Affiliative
Democratic
Pacesetting
Commanding
Visionary
Leadership
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3. Commanding Visionary Affiliative Democratic Pacesetting Coaching
The leader’s
Modus operandi
Demands immediate
compliance
Mobilizes people
toward a vision
Creates harmony
and builds
emotional bonds
Forges
consensus
through
participation
Sets high
standards for
performance
Develops people
for the future
The style in a
phrase
“Do what I tell
you.”
“Come with
me.”
“People come
first.”
“What do you
think?”
“Do as I do,
now”
“Try this.”
Underlying
emotional
intelligence
competency
Drive to achieve,
initiative, selfcontrol
Self-confidence,
empathy, change
catalyst
Empathy,
building
relationships,
communication
Collaboration,
team leadership,
communication
Conscientiousness,
drive to
achieve,
initiative
Developing
others, empathy,
self-awareness
When the style
works best
In a crisis, to
kick start a
turnaround, or
with problem
employees
When changes
require a new
vision , or when a
clear direction is
needed
To heal rifts in a
team or to
motivate people
during stressful
circumstances
To build buy-in
or consensus, or
to get input from
valuable
employees
To get quick
results form a
highly motivated
and competent
team
To help an
employee
improve
performance or
develop long-
term strengths
Overall impact
on climate
Negative Most strongly
positive
Positive Positive Negative Positive
] Leadership Style Grid [

4. • Earlier 20th century focused on great man and trait theories
• R. M. stogdill identified 10 traits and skills of effective leaders
through two meta analytical surveys of 124 previous studies in 1948
and 163 others in 1974.
• 1939 – Lewin identified behavioural leadership style while
evaluating performance of 11 year old boys
• Fiedler proposed Contingency theory of Leadership. Developed
least Preferred coworker scale to establish whether a particular
manager-supervisor was a good match or not
• Likert’s Leadership theory (1967) – measurement on Likert Scale;
Exploitative authoritative, Benevolent Authoritative, Consultive,
participative
• Multi-factor Leadership Questionnaire (MLQ) developed by Dr
Bernard Bass (1985) – 65 items for transformational leadership
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] Literature Review [

5. • Avolio & Bass (1990 &95) – 45 item questionnaire for
transformational & transactional leadership styles
• Authentic leadership questionnaire – newest leadership style
proposed in 2008 by Dr. Avolio.
• All the previous theories stated that leadership styles can’t be
changed
• David Goleman’s Leadership styles based on Emotional Intelligence
is based on premises that these 6 Leadership styles should be
changed according to situations
• Higher the variety of Leadership style on uses, better leader he/she
is
• Hay/McBer Research on 3871 executives found 6 leadership styles,
each springing from different components of emotional
intelligence. (leadership that gets results, HBR, 2000)
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] Literature Review Contd.. [

6. ] Methodology [
Sample Details
Sample Size 126
Description B-School Students (Future Managers)
Average Age 23 Years 9 Months
Average Work Experience 1 Year 7 Months
Number of Males 72
Number of Females 51
0%
Male
59%
Female
41%
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7. ] Methodology Contd.. [
Sampling Technique Used: Convenient Random Sampling
Procedure of Data Collection:
Spreadsheet floated Online.
Data downloaded in Excel sheet.
Excel data imported to SPSS for
data analysis.
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8. ] Description of Tool [
Number of factors: 06
Number of items: 35
Rating Scale used: Forced 4 point rating scale
1-Strongly Agree
2-Agree
3-Disagree
4-Strongly Disagree
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9. ] Data Analysis [
Item Analysis
Corrected Item Total Correlation:
•A value greater than 0.2 is desirable for an item to
be retained.
•Was found to be greater than 0.2 for 14 items after
three repeated reliability analysis.
Mean: The average for each item’s response-
Was found to be greater than 3 for 12 items after
and greater than 2 for 2 items on a four point
scale.
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10. ] Reliability Analysis [
Cronbach’s Alpha: Tests the overall reliability of the test.
For 35 Items: 0.569
For 17 Items: 0.654
For 14 Items: 0.706
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11. ] Factor Analysis [
Kaiser-Meyer-Olkin Test (KMO):
•It measures the adequacy of sample, whether we
can proceed with factor analysis or not.
•Minimum value should be 0.5
•KMO 0.634
Bartlett’s test of Sphericity
•To know whether the items are correlated with each
other or not
•Significance level .00 >>> Strong correlation
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12. ] Factor Analysis Contd.. [
Varimax Rotation:
•How grouping of items measure the same factor
•Each item tends to be associated with one factor
•Acceptable value of factor loadings: 0.5
Principle component Analysis:
•All five factors have Eigen values greater than 1
•Number of Factors are 5
•All items in Factors are with factor loadings >0.5
5 factors cumulatively account for 60.43% of variance
Based on factor loadings, item are grouped and factors are labeled
Factor 1: Commanding
Factor 2: Visionary
Factor 3: Pacesetting
Factor 4: Affiliative
Factor 5: Coaching 12

13. ] Limitations of The Study [
Online data collection affected the sincerity of
respondents.
Number of responses were less than expected.
Test completion time was not limited.
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14. ] Learning's from the Project [
•Importance of Psychometric testing in HR domain.
•Item Construction.
•Getting hands on experience and importance of item
analysis and reliability in data analysis.
•Detailed understanding of factor analysis.
Importance of-
a) Sample selection
b) Test Administration
c) Rating Scale
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