The document is a survey evaluating a sharing session that took place on March 14, 2012 from 9:30-11:30 AM and was presented by Lee Tat Leong. It contains 9 questions asking participants to rate on a scale of 1 to 5 their agreement with statements about the session's objectives, relevance, clarity, facilitator preparation and interaction, usefulness of ideas learned, and overall satisfaction. It also includes open-ended questions for strengths, suggestions, and other comments.
Performance Development - Enhancing your personal toolkit to develop performance as a team.
This presentation covers key skills to enhance performance in the workplace and the performance of those you manage.
Performance Development - Enhancing your personal toolkit to develop performance as a team.
This presentation covers key skills to enhance performance in the workplace and the performance of those you manage.
CCNA ppt designed on project remote connectivity using frame relay, and many more... best for project purpose. anyone want project will also contact me..
Leaders Self-Insight 3.1. T–P Leadership Questionnaire An .docxsmile790243
Leader's Self-Insight 3.1. T–P Leadership Questionnaire: An
Assessment of Style
Instructions: The following items describe aspects of leadership
behavior. Assume you are the appointed leader of a student group and
feel the pressure for performance improvements to succeed. Respond to
each item according to the way you would most likely act in this pressure
situation. Indicate whether each item below is Mostly False or Mostly
True for you as a work-group leader.
Mos
tly
Fals
e
Mos
tly
Tru
e
1 I would hold members personally
accountable for their performance.
2 I would assign members to specific roles
and tasks.
3 I would ask the members to work harder.
4 I would check on people to know how they
are doing.
5 I would focus more on execution than on
being pleasant with members.
6 I would try to make members' work more
pleasant.
Scoring and Interpretation
The T–P Leadership Questionnaire is scored as follows: Your T score
represents task orientation and is the number of Mostly True answers for
questions 1–5. Your P score represents your people or relationship
orientation and is the number of Mostly True answers for questions 6–
10. A score of 4 or 5 would be considered high for either T or P. A score
of 0 or 1 would be considered low. T = _ _ _. P = _ _ _.
Some leaders focus on people needs, leaving task concerns to followers.
Other leaders focus on task details with the expectation that followers
will carry out instructions. Depending on the situation, both approaches
may be effective. The important issue is the ability to identify relevant
dimensions of the situation and behave accordingly. Through this
questionnaire, you can identify your relative emphasis on the two
dimensions of task orientation (T) and people orientation (P). These are
not opposite approaches, and an individual can rate high or low on either
or both.
What is your leadership orientation? Compare your results from this
assignment to your result from the quiz in Leader's Self-Insight 2.2 in
Chapter 2. What would you consider an ideal leader situation for your
style?
7 I would focus on maintaining a pleasant
atmosphere on the team.
8 I would let members do their work the way
they think best.
9 I would be concerned with people's
personal feelings and welfare.
10 I would go out of my way to be helpful to
members.
Source: Based on the T–P Leadership Questionnaire as published in “Toward a
Particularistic Approach to Leadership Style: Some Findings,” by T. J.
Sergiovanni, R. Metzcus, and L. Burden, American Educational Research Journal
6, no. 1 (1969), pp. 62–79.
Leader's Self-Insight 3.2. Are You Ready?
Instructions: A leader's style can be contingent upon the readiness level
of followers. Think of yourself working in your current or former job.
Answer the following questions based on how you are on that job.
Please answer whether each item is Mostly False or Mostly True for you
in that job.
Mos
tly
Fals
e
Mos
tly
Tru
e
...
SW 406 Environmental AssessmentScoring ProtocolFor each of lisandrai1k
SW 406: Environmental Assessment
Scoring Protocol
For each of the core principles and commitments, score each assessment tool an determine the mean score of each area. Scores can range from 0-5. The closer the average for each area to 5, the greater staff members felt the particular domain exhibited aspects of being trauma informed.
Physical Environment
Strongly Disagree
Disagree
Neither
Agree
Strongly Agree
N/A
Score
Community spaces are clean, well-maintained and comfortable areas for learning, relaxing and socializing.
1
2
3
4
5
0
There is enough community space for gathering with seating that can become a circle.
1
2
3
4
5
0
Office spaces are comfortably furnished and contain personal items.
1
2
3
4
5
0
There are adequate spaces for staff to gather for meetings (e.g., treatment planning).
1
2
3
4
5
0
Client’s rooms are clean, relatively neat and have client-friendly and appropriate furniture.
1
2
3
4
5
0
Add all 5 scores together =TOTAL SCORE
Divide the total score by 5 = MEAN SCORE
General Social Environment
Strongly Disagree
Disagree
Neither
Agree
Strongly Agree
N/A
Score
Staff welcome visitors immediately upon entry, introduce themselves, and ask how they can help.
1
2
3
4
5
0
When I walk through programs I often hear angry / tearful sounds.
5
4
3
2
1
0
Clients treat each other respectfully.
1
2
3
4
5
0
When I walk through programs I often see and hear staff responding to clients in a calm and nurturing tone.
1
2
3
4
5
0
Staff treat clients like they are bad.
5
4
3
2
1
0
Add all 5 scores together =TOTAL SCORE
Divide the total score by 5 = MEAN SCORE
Staff Social Environment
Strongly Disagree
Disagree
Neither
Agree
Strongly Agree
N/A
Score
Staff treat clients respectfully.
1
2
3
4
5
0
Staff treat each other respectfully.
1
2
3
4
5
0
Staff often schedule different activities to take place simultaneously.
5
4
3
2
1
0
Staff freely ask questions of each other and exchange information.
1
2
3
4
5
0
I often feel my co-workers do not support me.
5
4
3
2
1
0
Add all 5 scores together =TOTAL SCORE
Divide the total score by 5 = MEAN SCORE
Commitment to Nonviolence
Strongly Disagree
Disagree
Neither
Agree
Strongly Agree
N/A
Score
The community has a clear set of boundaries, limits, or rules understood by all members.
1
2
3
4
5
0
Destructive or violent incidents are addressed nonviolently and openly reviewed as soon as possible.
1
2
3
4
5
0
I often feel unsafe at the facility.
5
4
3
2
1
0
Destructive or violent incidents are viewed as problems of and for the entire community.
1
2
3
4
5
0
Staff are quick to physically restrain a client.
5
4
3
2
1
0
Add all 5 scores together =TOTAL SCORE
Divide the total score by 5 = MEAN SCORE
Commitment to Emotional Intelligence
Strongly Disagree
Disagree
Neither
Agree
Strongly Agree
N/A
Score
When staff members discuss a client, there is always an emphasis on thoughtful exploration of complicated issues.
1
2
3
4
5
0
Regular team meetings are held with representatives ...
CCNA ppt designed on project remote connectivity using frame relay, and many more... best for project purpose. anyone want project will also contact me..
Leaders Self-Insight 3.1. T–P Leadership Questionnaire An .docxsmile790243
Leader's Self-Insight 3.1. T–P Leadership Questionnaire: An
Assessment of Style
Instructions: The following items describe aspects of leadership
behavior. Assume you are the appointed leader of a student group and
feel the pressure for performance improvements to succeed. Respond to
each item according to the way you would most likely act in this pressure
situation. Indicate whether each item below is Mostly False or Mostly
True for you as a work-group leader.
Mos
tly
Fals
e
Mos
tly
Tru
e
1 I would hold members personally
accountable for their performance.
2 I would assign members to specific roles
and tasks.
3 I would ask the members to work harder.
4 I would check on people to know how they
are doing.
5 I would focus more on execution than on
being pleasant with members.
6 I would try to make members' work more
pleasant.
Scoring and Interpretation
The T–P Leadership Questionnaire is scored as follows: Your T score
represents task orientation and is the number of Mostly True answers for
questions 1–5. Your P score represents your people or relationship
orientation and is the number of Mostly True answers for questions 6–
10. A score of 4 or 5 would be considered high for either T or P. A score
of 0 or 1 would be considered low. T = _ _ _. P = _ _ _.
Some leaders focus on people needs, leaving task concerns to followers.
Other leaders focus on task details with the expectation that followers
will carry out instructions. Depending on the situation, both approaches
may be effective. The important issue is the ability to identify relevant
dimensions of the situation and behave accordingly. Through this
questionnaire, you can identify your relative emphasis on the two
dimensions of task orientation (T) and people orientation (P). These are
not opposite approaches, and an individual can rate high or low on either
or both.
What is your leadership orientation? Compare your results from this
assignment to your result from the quiz in Leader's Self-Insight 2.2 in
Chapter 2. What would you consider an ideal leader situation for your
style?
7 I would focus on maintaining a pleasant
atmosphere on the team.
8 I would let members do their work the way
they think best.
9 I would be concerned with people's
personal feelings and welfare.
10 I would go out of my way to be helpful to
members.
Source: Based on the T–P Leadership Questionnaire as published in “Toward a
Particularistic Approach to Leadership Style: Some Findings,” by T. J.
Sergiovanni, R. Metzcus, and L. Burden, American Educational Research Journal
6, no. 1 (1969), pp. 62–79.
Leader's Self-Insight 3.2. Are You Ready?
Instructions: A leader's style can be contingent upon the readiness level
of followers. Think of yourself working in your current or former job.
Answer the following questions based on how you are on that job.
Please answer whether each item is Mostly False or Mostly True for you
in that job.
Mos
tly
Fals
e
Mos
tly
Tru
e
...
SW 406 Environmental AssessmentScoring ProtocolFor each of lisandrai1k
SW 406: Environmental Assessment
Scoring Protocol
For each of the core principles and commitments, score each assessment tool an determine the mean score of each area. Scores can range from 0-5. The closer the average for each area to 5, the greater staff members felt the particular domain exhibited aspects of being trauma informed.
Physical Environment
Strongly Disagree
Disagree
Neither
Agree
Strongly Agree
N/A
Score
Community spaces are clean, well-maintained and comfortable areas for learning, relaxing and socializing.
1
2
3
4
5
0
There is enough community space for gathering with seating that can become a circle.
1
2
3
4
5
0
Office spaces are comfortably furnished and contain personal items.
1
2
3
4
5
0
There are adequate spaces for staff to gather for meetings (e.g., treatment planning).
1
2
3
4
5
0
Client’s rooms are clean, relatively neat and have client-friendly and appropriate furniture.
1
2
3
4
5
0
Add all 5 scores together =TOTAL SCORE
Divide the total score by 5 = MEAN SCORE
General Social Environment
Strongly Disagree
Disagree
Neither
Agree
Strongly Agree
N/A
Score
Staff welcome visitors immediately upon entry, introduce themselves, and ask how they can help.
1
2
3
4
5
0
When I walk through programs I often hear angry / tearful sounds.
5
4
3
2
1
0
Clients treat each other respectfully.
1
2
3
4
5
0
When I walk through programs I often see and hear staff responding to clients in a calm and nurturing tone.
1
2
3
4
5
0
Staff treat clients like they are bad.
5
4
3
2
1
0
Add all 5 scores together =TOTAL SCORE
Divide the total score by 5 = MEAN SCORE
Staff Social Environment
Strongly Disagree
Disagree
Neither
Agree
Strongly Agree
N/A
Score
Staff treat clients respectfully.
1
2
3
4
5
0
Staff treat each other respectfully.
1
2
3
4
5
0
Staff often schedule different activities to take place simultaneously.
5
4
3
2
1
0
Staff freely ask questions of each other and exchange information.
1
2
3
4
5
0
I often feel my co-workers do not support me.
5
4
3
2
1
0
Add all 5 scores together =TOTAL SCORE
Divide the total score by 5 = MEAN SCORE
Commitment to Nonviolence
Strongly Disagree
Disagree
Neither
Agree
Strongly Agree
N/A
Score
The community has a clear set of boundaries, limits, or rules understood by all members.
1
2
3
4
5
0
Destructive or violent incidents are addressed nonviolently and openly reviewed as soon as possible.
1
2
3
4
5
0
I often feel unsafe at the facility.
5
4
3
2
1
0
Destructive or violent incidents are viewed as problems of and for the entire community.
1
2
3
4
5
0
Staff are quick to physically restrain a client.
5
4
3
2
1
0
Add all 5 scores together =TOTAL SCORE
Divide the total score by 5 = MEAN SCORE
Commitment to Emotional Intelligence
Strongly Disagree
Disagree
Neither
Agree
Strongly Agree
N/A
Score
When staff members discuss a client, there is always an emphasis on thoughtful exploration of complicated issues.
1
2
3
4
5
0
Regular team meetings are held with representatives ...
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1. 3/14/12 Survey on Sharing: Tracker @RVHS
Survey on Sharing: Tracker @RVHS
Date: 14 March 2012 0930-1130
Presenter: Lee Tat Leong
If you want us to contact you, please indicate your email in the last box. Thanks!
1 The objectives of the session were met.
choose the scale that best describes your reaction to this session
1 2 3 4 5
Strongly Disagree Strongly Agree
2 The session was relevant and interesting.
choose the scale that best describes your reaction to this session
1 2 3 4 5
Strongly Disagree Strongly Agree
3 I can apply the training in my work.
choose the scale that best describes your reaction to this session
1 2 3 4 5
Strongly Disagree Strongly Agree
4 Explanations were clear.
choose the scale that best describes your reaction to this session
1 2 3 4 5
Strongly Disagree Strongly Agree
5 There was good interaction between the facilitators and the participants.
choose the scale that best describes your reaction to this session
1 2 3 4 5
Strongly Disagree Strongly Agree
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2. 3/14/12 Survey on Sharing: Tracker @RVHS
6 The facilitators were well-prepared.
choose the scale that best describes your reaction to this session
1 2 3 4 5
Strongly Disagree Strongly Agree
7 I have learnt useful ideas.
choose the scale that best describes your reaction to this session
1 2 3 4 5
Strongly Disagree Strongly Agree
8 I am satisfied with the session.
choose the scale that best describes your reaction to this session
1 2 3 4 5
Strongly Disagree Strongly Agree
9 Strength(s) of the sharing is/are:
Suggestion(s) for improvement is/are:
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3. 3/14/12 Survey on Sharing: Tracker @RVHS
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